Name: Score:
32 Multiple choice questions
Term 1 of 32
Types of Sexual Harassment:
Quid Pro Quo
- new employee on probation
- employees commit acts such as fighting, drug or alcohol use on job, stealing, vandalism,
periods of absence without notice
- informal reprimand
- written warning
- employee placed on suspension
- employee termination
Offering something for something
- implying employee will receive something in return for some favor
Unwelcome advances, requests, or other verbal/physical patterns of behaviors that cause
an employee to feel uncomfortable or unsafe
- must investigate reports and see if it is a pattern of behavior (vs one time offense),
reprimand, and document (if bad enough fire)
,Term 2 of 32
Policies Regarding Social Media in the Workplace:
Should include items such as
- Respect (no hate speech)
- Reputation (do not attack)
- Privacy (do not post private info)
- Productivity (do not use during work)
- Representation (personal views do not reflect company)
- Introduce unconscious bias
- Finding information that would be illegal to ask about
- Right to Privacy (if account protected)
Cannot restrict workplace speech about working conditions and safety issues
- cannot discipline some things employees post about work
Prohibits discrimination against someone on the basis of race, color, religion, national
origin, or sex. Applies to advertising, recruiting, and hiring.
Definition 3 of 32
- Not being terminated for anything but poor job performance or breaking rules
- Reason for termination can be stated in measurable, factual terms
- Employee has be given feedback regarding deficiency (& documented)
- Policies & Procedures has been observed
- Employee treatment is consistent with similar situations in past
- Documentation!
What is the PIC responsible for?
Considerations for Employee Termination
When do steps of progressive discipline not have to be followed?
What is Undue Hardship and When does it arise?
, Term 4 of 32
Age Discrimination in Employment Act (ADEA)
Making existing facilities used by employees readily accessible and usable by persons with
disabilities
- acquiring/modifying equipment, exams, training materials, or policies, etc.
Physical or Mental impairment that substantially limits one or more major life activities, or
has a record of such impairment, or is regarded as having such an impairment
Prohibits discrimination against qualified individuals with disabilities in job application
procedures, hiring, firing, advancement, compensation, etc.
- Required to provide reasonable accommodation when requested for
Protects workers 40 and over from employment and workplace discrimination in hiring,
firing, promotion, layoff, compensation, benefits, job assignments and training.
- Consider factors of job performance, education, experience, seniority to determine if
unjust
Term 5 of 32
PIC vs Pharmacy Manager?
Physical or Mental impairment that substantially limits one or more major life activities, or
has a record of such impairment, or is regarded as having such an impairment
- Invisibility (not there)
- Asynchronicity (can walk away)
- Dissociative Anonymity (avatar, not you)
- Solipsistic Interjection (read differently than intended)
- Dissociative Imagination (online not real life)
- Minimization of Status (authority/rank disappears)
Prohibits discrimination against qualified individuals with disabilities in job application
procedures, hiring, firing, advancement, compensation, etc.
- Required to provide reasonable accommodation when requested for
PIC: legal responsibility
Pharmacy Manager: manages day-to-day activities of pharmacy staffing
32 Multiple choice questions
Term 1 of 32
Types of Sexual Harassment:
Quid Pro Quo
- new employee on probation
- employees commit acts such as fighting, drug or alcohol use on job, stealing, vandalism,
periods of absence without notice
- informal reprimand
- written warning
- employee placed on suspension
- employee termination
Offering something for something
- implying employee will receive something in return for some favor
Unwelcome advances, requests, or other verbal/physical patterns of behaviors that cause
an employee to feel uncomfortable or unsafe
- must investigate reports and see if it is a pattern of behavior (vs one time offense),
reprimand, and document (if bad enough fire)
,Term 2 of 32
Policies Regarding Social Media in the Workplace:
Should include items such as
- Respect (no hate speech)
- Reputation (do not attack)
- Privacy (do not post private info)
- Productivity (do not use during work)
- Representation (personal views do not reflect company)
- Introduce unconscious bias
- Finding information that would be illegal to ask about
- Right to Privacy (if account protected)
Cannot restrict workplace speech about working conditions and safety issues
- cannot discipline some things employees post about work
Prohibits discrimination against someone on the basis of race, color, religion, national
origin, or sex. Applies to advertising, recruiting, and hiring.
Definition 3 of 32
- Not being terminated for anything but poor job performance or breaking rules
- Reason for termination can be stated in measurable, factual terms
- Employee has be given feedback regarding deficiency (& documented)
- Policies & Procedures has been observed
- Employee treatment is consistent with similar situations in past
- Documentation!
What is the PIC responsible for?
Considerations for Employee Termination
When do steps of progressive discipline not have to be followed?
What is Undue Hardship and When does it arise?
, Term 4 of 32
Age Discrimination in Employment Act (ADEA)
Making existing facilities used by employees readily accessible and usable by persons with
disabilities
- acquiring/modifying equipment, exams, training materials, or policies, etc.
Physical or Mental impairment that substantially limits one or more major life activities, or
has a record of such impairment, or is regarded as having such an impairment
Prohibits discrimination against qualified individuals with disabilities in job application
procedures, hiring, firing, advancement, compensation, etc.
- Required to provide reasonable accommodation when requested for
Protects workers 40 and over from employment and workplace discrimination in hiring,
firing, promotion, layoff, compensation, benefits, job assignments and training.
- Consider factors of job performance, education, experience, seniority to determine if
unjust
Term 5 of 32
PIC vs Pharmacy Manager?
Physical or Mental impairment that substantially limits one or more major life activities, or
has a record of such impairment, or is regarded as having such an impairment
- Invisibility (not there)
- Asynchronicity (can walk away)
- Dissociative Anonymity (avatar, not you)
- Solipsistic Interjection (read differently than intended)
- Dissociative Imagination (online not real life)
- Minimization of Status (authority/rank disappears)
Prohibits discrimination against qualified individuals with disabilities in job application
procedures, hiring, firing, advancement, compensation, etc.
- Required to provide reasonable accommodation when requested for
PIC: legal responsibility
Pharmacy Manager: manages day-to-day activities of pharmacy staffing
