ch.3 Legal Framework of Contemporary Human Resources – 702

Vocabulary flashcards covering major U.S. laws and concepts that shape contemporary Human Resources practice.

Supremacy Clause

Constitutional principle stating that federal law generally overrides conflicting state and local laws.

Norris-LaGuardia Act (1932)

Law that encouraged formation of labor unions and limited courts’ ability to issue injunctions against union activities.

National Labor Relations Act – Wagner Act (1935)

Established employees’ right to unionize and created the National Labor Relations Board (NLRB).

National Labor Relations Board (NLRB)

Federal agency that administers and enforces the National Labor Relations Act.

Social Security Act (1935)

Created U.S. social-insurance programs; later amendments added Medicare and Medicaid.

Fair Labor Standards Act – FLSA (1938)

Set the first federal minimum wage, overtime pay, and child-labor standards.

Labor Management Relations Act – Taft-Hartley Act (1947)

Amended Wagner Act; required 60-day (90-day for health-care) notice before contract expiration and allowed cooling-off periods.

Labor-Management Reporting and Disclosure Act – Landrum-Griffin Act (1959)

Imposed financial reporting and disclosure rules on unions and employers engaged in anti-union activities.

Equal Pay Act (1963)

Requires equal wages for men and women performing substantially the same work.

Civil Rights Act Title VII (1964)

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

Equal Employment Opportunity Commission (EEOC)

Federal agency that enforces Title VII and other anti-discrimination laws.

Age Discrimination in Employment Act – ADEA (1967)

Bans employment discrimination against individuals aged 40 and over; forbids most mandatory retirement ages.

Occupational Safety and Health Act – OSHA (1970)

Set nationwide workplace-safety standards and created OSHA and NIOSH.

National Institute for Occupational Safety and Health (NIOSH)

Research body that develops recommended occupational-safety standards enforced by OSHA.

Health Maintenance Organization Act (1973)

Removed antitrust barriers, promoting development of HMOs as cost-containment health-care plans.

Rehabilitation Act (1973)

Prohibits discrimination against qualified individuals with disabilities in federal programs and contractors.

Employee Retirement Income Security Act – ERISA (1974)

Sets minimum standards for private-sector pension and health plans; created the PBGC.

Pension Benefit Guaranty Corporation (PBGC)

Federal agency that insures defined-benefit pension plans against default.

Taft-Hartley Amendments (1975)

Extended Taft-Hartley provisions to nonprofit organizations, including many hospitals.

Pregnancy Discrimination Act (1978)

Prohibits employment discrimination on the basis of pregnancy, childbirth, or related conditions.

Consolidated Omnibus Budget Reconciliation Act – COBRA (1986)

Gives separated employees the right to continue employer-sponsored health insurance (at their own cost) for up to 36 months.

Immigration Reform and Control Act – IRCA (1986)

Prohibits hiring unauthorized aliens and mandates Form I-9 verification while protecting legal aliens from discrimination.

Pension Protection Act (1987)

Requires adequate funding of pension plans and raised PBGC premiums.

Drug-Free Workplace Act (1988)

Requires federal contractors over $25,000 to maintain drug-free workplaces through written policies and testing.

Employee Polygraph Protection Act (1988)

Restricts most private employers from using lie-detector tests for hiring or employment decisions.

Worker Adjustment and Retraining Notification (WARN) Act (1988)

Mandates 60-day advance notice of plant closings or mass layoffs for qualifying employers.

Americans with Disabilities Act – ADA (1990)

Bars discrimination against qualified individuals with disabilities and requires reasonable workplace accommodations.

Civil Rights Act Amendments (1991)

Expanded employee rights to jury trials and punitive damages in intentional discrimination cases.

Family and Medical Leave Act – FMLA (1993)

Entitles eligible employees to up to 12 weeks of unpaid, job-protected leave for specified family or medical reasons.

Retirement Protection Act (1994)

Raised PBGC premiums and strengthened pension-funding rules.

Small Business Job Protection Act (1996)

Simplified pension-plan administration and created new retirement-savings options for small employers.

Health Insurance Portability and Accountability Act – HIPAA (1996)

Improves portability of health coverage and sets national standards for protecting personal health information.