Emp law Crossword
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
                                                          
 
 
Special Characters:
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Down: 1) sexual harassment in which the harasser creates on abusive, offensive, or intimidating environment for the harassee5) an intentional tort involving the publication or false statements about another6) the practice of hiring members of the same family, and some employers rely on this to locate the most appropriate candidates7) employer hires only union members9) occurs when the employee is given no reasonable alternative but to end the employment relationship; considered an involuntary act on the part of the employee10) presenting evidence that fits each requirement of a cause of action11) the assumption that most or all members of a particular gender must act a certain way13) intentional inclusion of women and minorities in the workplace based on a finding of their previous exclusion..0.014) defense to a disparate impact case based on the employer’s need for the policy as a legitimate requirement for the job 16) an employment relationship where there is no contractual obligation to remain in the relationship; either party may terminate the relationship at any time, for any reason, as long as the reason is not prohibited by law, such as discriminatory purposes. 19) given by the EEOC to claimants, notifying them of the EEOC’s no cause finding and informing them of their right to pursue their claim in court 22) the selection of a neutral or third party to consider a dispute and to deliver a binding or nonbinding decision 23) a physical or mental impairment that substantially limits one or more of the major life activities of an individual; a record of such impairment; or being regarded as having such an impairment28) the intentional relinquishment of a known right 31) Bona fide Occupational Qualification, permissible discrimination if legally necessary for employer’s particular business Across: 2) employment discrimination based on gender and some other factor such as marital status or children3) sexual harassment in which the harasser requests sexual activity from the harassee in exchange for workplace benefits4) where an employee causes harm that could have been prevented if the employer had conducted a reasonable and responsible background check on the employee. The standard against which the decision is measured is when the employer knew or should have known that the worker was not fit for the job8) concerns the legality and enforceability of early retirement incentive programs (exit incentive programs) and of waivers of rights under the ADEA, and it prohibits age discrimination in the provision of employee benefits12) money awarded for time employee was not working (usually due to termination) because of illegal discrimination. 15) negotiations and agreements between management and labor about wages, hours, and other terms and conditions of employment17) claim brought by majority member who feels adversely affected by the use of an employer’s affirmative action plan18) union member chosen as intermediary between union members and employers 20) prohibits discrimination in employment on the basis of age; applies to individuals who are at least 40 years old21) an accommodation to the individual’s disability that does not place an undue burden or hardship (courts use the language interchangeably) on the employer. 24) a private (civil) wrong against a person or his or her property25) going through the EEOC administrative procedure before being permitted to seek judicial review of an agency decision26) money over and above compensatory damages, imposed by court to punish defendant for willful acts and to act as a deterrent27) the imposition of liability on one party for the wrongs of another. Liabilities may extend from an employee to the employer on this basis if the employee is acting within the scope of her or his employment at the time the liability arose29) a court order requiring individuals or groups of persons to refrain performing certain acts that the court has determined will do irreparable harm 30) workplace policy applies equally to all appropriate employees 32) failure to follow supervisor33) any action or omission that takes away a benefit, opportunity, or privilege of employment from an employee34) effect of facially neutral policy is deleterious for Title VII group35) the employer may not take an adverse employment action against a disabled employee based on the disability where the individual can perform the essential functions of the position: those tasks that are fundamental, not marginal or unnecessary, to the fulfillment of the position’s objective36) liquidated damages limit awarded to a predetermined amount. As used in the ADEA, liquidated damages are equal to the unpaid wage and are available in cases involving “willful violations” of the statute
 

 

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