Workplace Domain Key Terms
Master these terms for the Workplace domain. Terms are grouped by topic area.
Major Employment Laws
Title VII of the Civil Rights Act of 1964
Federal law prohibiting employment discrimination based on race, color, religion, sex, or national origin. Applies to employers with 15 or more employees. Enforced by the Equal Employment Opportunity Commission (EEOC). Covers hiring, firing, compensation, and all terms and conditions of employment.
Fair Labor Standards Act (FLSA)
Federal law establishing minimum wage, overtime pay, recordkeeping, and child labor standards. Requires overtime pay at 1.5 times the regular rate for non-exempt employees working more than 40 hours in a workweek. Establishes the duties tests and salary threshold for exempt status classification.
Family and Medical Leave Act (FMLA)
Federal law providing eligible employees up to 12 weeks of unpaid, job-protected leave per year for qualifying reasons: birth or adoption of a child, serious health condition of the employee or a close family member, or qualifying military exigencies. Applies to employers with 50 or more employees within 75 miles. Employees must have worked 12 months and 1,250 hours to qualify.
Americans with Disabilities Act (ADA)
Federal law prohibiting discrimination against individuals with disabilities in employment, public services, and accommodations. Requires employers to provide reasonable accommodations unless doing so would impose an undue hardship. Title I covers employment; applies to employers with 15 or more employees. The interactive process is the employer's good-faith dialogue with the employee to identify effective accommodations.
Age Discrimination in Employment Act (ADEA)
Federal law prohibiting employment discrimination against individuals age 40 and older. Applies to employers with 20 or more employees. Covers hiring, firing, pay, promotions, and other terms of employment. The Older Workers Benefit Protection Act (OWBPA) sets requirements for valid waivers of ADEA claims, including the 21-day consideration period and 7-day revocation period.
Equal Pay Act of 1963
Federal law requiring equal pay for men and women performing substantially equal work in the same establishment. Equal work is defined by skill, effort, responsibility, and working conditions. Exceptions include pay differences based on seniority, merit, quantity or quality of production, or any factor other than sex.
Pregnancy Discrimination Act (PDA)
An amendment to Title VII that prohibits discrimination based on pregnancy, childbirth, or related medical conditions. Employers must treat pregnancy the same as any other temporary disability for purposes of leave, benefits, and job protection.
Genetic Information Nondiscrimination Act (GINA)
Federal law prohibiting the use of genetic information in employment decisions and restricting employers from requesting, requiring, or purchasing genetic information about employees or their family members. Title II covers employment; enforced by the EEOC.
Workplace Safety and Risk
Occupational Safety and Health Act (OSHA)
Federal law requiring employers to provide a workplace free from recognized hazards likely to cause death or serious physical harm. Administered by the Occupational Safety and Health Administration. Employers must maintain injury/illness logs (OSHA 300), post annual summaries (OSHA 300A), and comply with specific industry standards.
Workers' Compensation
A state-mandated insurance program providing medical benefits and wage replacement to employees who suffer work-related injuries or illnesses. Operates on a no-fault basis, meaning employees receive benefits regardless of who caused the injury. In exchange, employees generally cannot sue their employer for covered injuries.
Risk Management
The process of identifying, assessing, and controlling threats to an organization. In HR, this includes employment practices liability, workplace safety, regulatory compliance, data security, and business continuity planning. Strategies include avoidance, mitigation, transfer (insurance), and acceptance.
Anti-Discrimination Concepts
Protected Class
A group of individuals sharing a common characteristic who are legally protected from employment discrimination. Federal protected classes include race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40+), disability, and genetic information. Many states and localities add additional protections.
Bona Fide Occupational Qualification (BFOQ)
A legal defense allowing employers to make employment decisions based on a protected characteristic when that characteristic is reasonably necessary to the normal operation of the business. Applies only to religion, sex, national origin, and age. Race and color can never be a BFOQ.
Adverse Action
An employment decision that negatively affects an employee or applicant, such as termination, demotion, denial of promotion, or refusal to hire. In the context of the Fair Credit Reporting Act (FCRA), employers must follow specific notice and disclosure procedures before taking adverse action based on background check results.
Retaliation
An adverse action taken against an employee for engaging in legally protected activity, such as filing a discrimination complaint, participating in an investigation, or reporting safety violations. Retaliation is the most frequently filed charge with the EEOC and is prohibited under virtually all employment laws.
Global HR
Expatriate Management
The policies and practices for managing employees on international assignments. Includes selection, pre-departure training, compensation (using balance sheet or localization approaches), tax equalization, repatriation planning, and cross-cultural support for the employee and family.
Host Country Nationals (HCNs)
Employees who are citizens of the country where a foreign subsidiary is located. Hiring HCNs can reduce costs, address language and cultural barriers, and improve community relations compared to deploying expatriates.
Corporate Social Responsibility (CSR)
A self-regulating business model in which an organization integrates social, environmental, and ethical concerns into its operations and stakeholder interactions. HR plays a role through ethical employment practices, community engagement, environmental sustainability programs, and responsible supply chain management.
Practice these terms with Workplace flashcards and test your knowledge with Workplace mini exams.
Related Resources
- Workplace Domain Study Guide
- Workplace Exam Tips
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