Study your flashcards anywhere!

Download the official Cram app for free >

  • Shuffle
    Toggle On
    Toggle Off
  • Alphabetize
    Toggle On
    Toggle Off
  • Front First
    Toggle On
    Toggle Off
  • Both Sides
    Toggle On
    Toggle Off
  • Read
    Toggle On
    Toggle Off

How to study your flashcards.

Right/Left arrow keys: Navigate between flashcards.right arrow keyleft arrow key

Up/Down arrow keys: Flip the card between the front and back.down keyup key

H key: Show hint (3rd side).h key

A key: Read text to speech.a key


Play button


Play button




Click to flip

28 Cards in this Set

  • Front
  • Back

Fair Labor Standards Act (FLSA)

covers all employers engaged in interstate commerce or the production of goods for interstate commerce; many requirements

Family and Medical Leave Act (FMLA)

1993; covers all public employers or private employers with more than 50 employees; guarantees eligible employees up to 12 weeks of unpaid leave during an 12 month period for any family related occurrences listed

Federal Unemployment Tax Act (FUTA)

1935; created a state system to provide unemployment compensation

Unemployment Compensation

payments to those who have lost their jobs

Workers' Compensation Law

purely state law that ensures covered workers who are injured on the job can receive financial compensation through administrative procedure rather than suing their employer

Consolidated Omnibus Budget Reconciliation Act (COBRA)

ensures employees who lose jobs or have hours reduced at a level at which they are no longer eligible to receive medical, dental, or optical benefits can continue receiving benefits for themselves and their dependents under employer policy

Employee Retirement Income Security Act (ERISA)

federal law that sets minimum standards for most voluntarily established pension and health plans in private industry to provide protection for indivudals in these plans

Occupational Safety and Health Act (OSHA)

requires that every employer furnish to each of his employees employment free from recognized hazards that are likely to cause death or serious physical harm

Employment-At-Will Doctrine

provides that a contract of employment for an indeterminate period of time may be terminated at will by either party at any time for any reason

Implied-Contract Exception

implied employment contract may arise from statements the employer makes in an employment handbook, length of service, statements by the employer indicating long-term employment, or materials advertising the position

Public Policy Exception

prohibits employers from firing employees engaged in activities that further the public interest

Implied Convenant of Good Faith and Fair Dealing Exception

assumes that every employment contract contains an implicit understanding that the parties will deal fairly with one another

Omnibus Crime Control and Safe Streets Act of 1968

employers cannot listen to or disclose contents of private telephone conversations of employees

Electronic Communications Privacy Act (ECPA) of 1986

amended previous statute, extending employee privacy rights to electronic forms of communication including email and cell phones

Reasonable Expectation of Privacy

protection from government surveillance without a court order, third parties without authorization

Collective Bargaining

negotations between an employer and a group of employees so as to determine the conditions of employment

Wagner Act

established collective bargaining

Taft-Hartley Act

curtailed some powers of unions established under Wagner Act

Landrum-Griffin Act

governs internal operations of labor unions

National Labor Relations Board (NLRB)

interprets and enforces National Labor Relations Act

National Labor Relations Act (NLRA)

monitors union and employer, prevents unfair labor practices, and establishes rules


temporary, concerted withdrawal of labor


refusal to deal with or purchase goods from a business

Primary Boycotts

against the employer with whom the union is directly engaged in a labor dispute; legal

Secondary Boycotts

when employees have labor dispute with their employer and boycott another company to force it to cease doing business with the employer; illegal


individuals who place themselves outside an employer's place of business for the purpose of informing passerby of the facts of a labor dispute

Informational Picketing

picketing that truthfully informs; legal

Signal Picketing

prevents deliveries or services to employer; illegal