Form I-9 Employment Elegibility Verification

ERISA Retirement Income Security Act of 1974

Form W-4 Employee's Withholding Alloewance Certificate
IRA Individual Retirement Account
.HSA Health Savings Account
HRA Heatlh Reinbursements accounts
www.pbgc.gov
IRS publication 334 Tax guide for small business
IRS publication 583 Starting a business and keeping records
OWBPA Older Workers Benefit Protection Act
JAN Job Accomodation Network
CCPA Consumer Credit Protection Act guard employees from discharge by their
employers because their wages have been garnished for any one indebtedness.
FACT Fair and Accurate Credit Transactions Act "added to the FCRA,primarily, to
protect consumers from identity theft."
www.uwcstrategy.org
https://www.onetonline.org/
www.shrm.org
http://www.dol.gov/ofccp/ERRD/errsrvs.htm
"Portal-to-portal Act, 1947" An amendment to the Fair Labor Standards Act (FLSA)
clarifying that certain activities are generally not compensable working time under
the FLSA. (Traveling to or from work. Engaged in incidental activities before or
after work.)
"Employee Commuting Flexibility Act, 1996 (ECFA)" "employers and employees may
agree to the use of employer provided vehicles for commuting to and from work, at
the beginning and end of the workday, without the commuting time being counted as
hours worked. In order for this commuting time to be excluded from hours worked,
the use of the employer?s vehicle must be within the normal commuting area for the
employer?s business or establishment. The ECFA also excludes payment for activities
?incidental? to the use of company vehicle. "
"Equal Pay Act, 1963 (EPA)" "part of the Fair Labor Standards Act of 1938, as
amended (FLSA), and which is administered and enforced by the EEOC, prohibits sex-
based wage discrimination between men and women in the same establishment who
perform jobs that require substantially equal skill, effort and responsibility
under similar working conditions. "
"Lilly Ledbetter Fair Pay Act, 2009" "Under the Act, each discriminatory
paycheck (rather than simply the original decision to discriminate) resets the 180-
day limit to file a claim."
EEO-1 "requires company employment data to be categorized by race/ethnicity, gender
and job category. All companies that meet the following criteria are required to
file the EEO-1 report annually subject to Title VII of the Civil Rights Act of
1964, as amended, with 100 or more employees"
www.uniformguidelines.com
Interview Bias "A partiality towards a preconceived response based on the
structure, phrasing, or tenor of questions asked in the interviewing process."
7 quality tools (Statistical Process Control SPC) Cause-and-effect sheet
(Ishikawa) | Check sheet | Control chart | Histogram | Pareto chart | scatter
diagram | stratification (flow chart)
Griggs v. Duke "businesses must demonstrate that such tests are ""reasonably
related"" to the job for which the test is required. "
PESTEL analysis "Political, Economical, Social, Technological, Environmental,
Legal"
Title 17 (Copyright law)
Maslow pyramid Physical (physiological) > Security (Safety) > Social
(Love/belonging) > Ego (Esteem) > Self Actualization
Balance scorecard "(Mission, Vision, Values, Strategic Themes, Results) -
(Strategic Map/objectives, Measures, targets, iniciatives) - Financial - Customers
- Process - Organizational Capacity"
Porter's 5 forces Competition in the Industry > Potential of New Entrants Into an
Industry > Power of Suppliers > Power of Customers > Threat of Substitutes
Total Quality Management Focus on customer - Continuous improvement - Quality
improvement - Accurate evaluation - Involve all employees
ISO
Workday
Peoplefluent
https://www.analyticsinhr.com/blog/recruiting-metrics/
ROI (Benefit - Cost x 100)/ Cost
Turnover cost (Number of employees terminated / Total number of employees) x
100
Cost per hire (External costs + Internal costs) / (total number of hires in
that time period)
Time to fill
Time to hire
Source of hire
First-year attrition Employees leaving (not laid off) within the first year
Quality of hire (Success ratio) (Number of candidates considered
satisfactory) / Total number of candidates hired)
Hiring Manager satisfaction
Candidate job satisfaction
Applicants per opening
Selection ratio (Number of hired candidates) / (Total number of candidates)
Candidate experience
Offer acceptance rate (OA) (Number of offers accepted) / (Number of offers)
% of open positions (Total number of open positions) / (Total number of
positions in the organization)
Application completion rate
Recruitment funnel effectiveness (Number of applicants who successfully
completed the stage) / 9Total number of applicant who entered the stage)
Sourcing channel effectiveness Ad spend per platform / Number of succressful
applicant per platform
Sourcing channel cost
EO11246 "1965. Prohibits unlawful discrimination based on race, creed, color,
or national origin, requiring affirmative steps be taken in employment activities
by federal contractors."
EO11375 It bans discrimination on the basis of sex for federal workers and for
federal contractors in 1967.
EO11478 "It prohibits discrimination in employment on the basis of race, color,
religion, sex, national origin, handicap, and age for federal employees. Also
mandated affirmative action to reach EEO goals."
EO12138 It created the National Women's Business Enterprise policy in 1979.
EO13087 It expands protected class status to sexual orientation in 1998.
EO13152 "It includes status as a parent to the list of protected
characteristics in 2000, referencing the care of dependents who can't care of
themselves."
EO13279 "Offers some relief of 11,246 to faith-based organizations in 2002."
EO13672 "Itamends prior executive orders, preventing discrimination on gender
identity (federal employees) and both gender identity and sexual orientation (for
hiring contractors)."
STEPS IN THE RECRUTING PROCESS 1 Identify workforce requirements to achieve
the organization's short- and long-term goals | 2 Conduct job analyses to identify
job competencies | 3 Assess skill sets of internal workforce and external labor
market to determine the availability of qualified candidates | 4 Identify
recruitment sources | 4 Identify recruitment sources | 5 Brand and market the
company to potential qualified applicants |6 Measure the effectiveness of
recruitment efforts after the selection process is completed
Instructional design (ADDIE) Analyze the need | Design the training objectives |
Develop the training material | Implement the training by teaching | Evaluate the
outcomes
eLearning One direction
mLearning Several directions
"Scaling (nominal, ordinal, interval, ratio)" "Nominal (individual), Ordinal
(somer order), interval (numbers without zero), ratio (there is a zero, weight and
height)"
Career paths the various positions an employee moves on one by one as he
grows in an organization. The employee may move vertically most of the time but
also move laterally or cross functionally to move to a different type of job role.
recency effect This is the principle that the most recently presented items or
experiences will most likely be remembered best.
error of central tendency tendency of managers and interviewers to rate all or
most of the employees or interviewees as average.
primacy effect This is the principle that the least recently presented items or
experiences will most likely be remembered best.
halo effect the tendency for an impression created in one area to influence
positive opinion in another area.
horn effect the tendency for an impression created in one area to influence
negative opinion in another area.
360-degree review "holistic view of an employee through a process of by gathering
feedback from an employee's manager, peers and direct reports."
Training needs assessment " identify performance requirements and the
knowledge, skills, and abilities needed by an agency's workforce to achieve the
requirements."
KSA "knowledge, skills abilities"
On-the-job training is one-on-one training located at the job site. It usually
consists of an experienced worker passing down their skills to a new employee.
Role-playing assume the role or tasks of a job by practicing or simulating
real working conditions.
Computer-based training "is any course of instruction whose primary means of
delivery is a computer. A CBT course (sometimes called courseware ) may be
delivered via a software product installed on a single computer, through a
corporate or educational intranet, or over the Internet as Web-based training . "
Kirkpatrick model for learning evaluation Reaction > Learning > Behavioural Change
> Organizational Performance (Results)
PPACA: Patient Protection and Affordable Care Act "The law provides numerous
rights and protections that make health coverage more fair and easy to understand,
along with subsidies (through ?premium tax credits? and ?cost-sharing reductions?)
to make it more affordable. The law also expands the Medicaid program to cover more
people with low incomes."
Wage surveys
Pay structures
Green-circled employees falls below the minimum of the organization?s pay range.
Red-circled employees falls over the maximum of the organization?s pay range.
Pay compression organization has negligible differences in pay between people who
have differing skill sets and/or experience levels.
Sherman Antitrust Act prohibits activities that restrict interstate commerce and
competition in the marketplace.
Social Security & Medicare "Most people become eligible for Medicare when they
turn 65. If you are receiving Social Security retirement benefits or Railroad
Retirement benefits, you should be automatically enrolled in both Medicare Part A
and Part B. If you are not receiving Social Security retirement benefits or
Railroad Retirement benefits, you will need to actively enroll in Medicare."
Total rewards statements (hidden paycheck) a brief report of an employee?s
complete benefits package provided by their employer.
LMRA (Labor-Management Relations Act) (Wagner Act) "protect the rights of
employees and employers, to encourage collective bargaining, and to curtail certain
private sector labor and management practices, which can harm the general welfare
of workers, businesses and the U.S. economy."
Implied contract (at-will doctrine without effect) "is created when two or more
parties have no written contract, but the law creates an obligation in the interest
of fairness based on the parties? conduct or circumstances. There are two types of
implied contracts: contracts that are implied in-fact and contracts that are
implied at-law. While it is always a good idea to put all contracts in writing, a
writing is not always necessary to create an enforceable contract between parties."
Respondeat superior holding the employer liable for the actions of its
supervisors
Disparate impact (unintentional discrimination because of a seemingly neutral
employment action)
www.aflcio.org American Federation of Labor and Congress of Industrial
Organizations
IIPP (Injury and Illness Prevention Programs) " a basic written workplace safety
program which improves the safety and health in your workplace, assists in efforts
to prevent injuries and illnesses of your employees, and can reduce costs by good
management and employee involvement. "
www.fema.gov "The Federal Emergency Management Agency (FEMA) is an agency of
the United States Department of Homeland Security, which primary purpose is to
coordinate the response to a disaster that has occurred in the United States and
that overwhelms the resources of local and state authorities."
ADDIE model Analize the needs - Design the program to address those needs - Develop
the resources necessary - Implement the plans - Evaluate the program effectiveness
www.fasab.gov
www.bls.gov/oco/home.htm
BFOQ Bona Fide Occupational Qualification
USCIS E-Verify
Due diligence is an intensive investigation of an organization being
considered for a merger or acquisition to understand the associated risks.
ADDIE "Analysis, Design, Development, Implementation, Evaluation"
ADR Alternative Dispute Resolution
ATS Applicant Tracking System
CBA Cost-benefit Analysis
CHRO Chief Human Resource Officer
COE Center of Excellence
CSR Corporate Social Responsibility
EAP Employee Assistance Program
EI Emotional Intelligence
EVP Employee Value Proposition
HRIS Human Resource Information System
IDP Individual Development Plan
IM Information Management
"IT
" Information Technology
"KPI
" Key Performance Indicator
KSAO " Knowledge, Skills, Abilities and
Other Characteristics"
"M & A
" Merger & Acquisition
"MNC
" Multinational Corporation
PESTLE "Political, Economic, Social,
Technological, Legal and
Environmental"
"PTO
" Paid Time Off
"RJP
" Realistic Job Preview
"ROI
" Return on Investment
SWOT " Strengths, Weaknesses,
Opportunities, Threats "
"ADA
" Americans with Disabilities Act
"ADAAA
Amendment Act
" Americans with Disabilities
"ADEA
Act
" Age Discrimination in Employment
BFOQ "Bona Fide Occupational
Qualification"
COBRA "Consolidated Omnibus Budget
Reconciliation Act"
EEOC "qual Employment Opportunity
Commission"
"EPA
" Equal Pay Act
"ERISA
Security Act" Employee Retirement Income
FMLA Family and Medical Leave Act
FLSA Fair Labor Standards Act
GINA "Genetic Information
Nondiscrimination Act"
HIPAA "Health Insurance Portability and
Accountability Act"
LMRA Labor Management Relations Act
NLRA National Labor Relations Act
OSHA "Occupational Safety and Health Act
(Law) or Administration (Agency)"
ULP Unfair Labor Practice
WARN "Act Worker Adjustment and Retraining
Notification Act"
SOP Standard Operations Procedure
IIPP (Injury and Illness Prevention Programs)
Portal-to-Portal Act amended the FLSA in 1947 to clarify what was compensable
time. One of the primary outcomes was that regular commute time - from one portal
to dooway to another - wasn't compensable under the FLSA.
Key Components of a Strategic Human Capital Plan Strategic Direction - Goals -
Strategies/Objectives - Implementation Plan and Communication Plan - Cost of Living
Adjustment
"COLA
" "Cost of living adjustment, are raises in pay that cover the cost of
inflation, which influences the cost of living expenses such as rent, food, gas and
clothing."
Vesting the secured right that a person gets as a result of any present or
future deployment. In HR context this term is widely used when we discuss about the
retirement plans
Span of control refers to the number of subordinates a supervisor has.
Employer branding "the reputation as an employer, and its value proposition to its
employees, as opposed to its more general corporate brand reputation and value
proposition to customers"
The UGESPs Requires that employment tests be valid predictors of behavior
McDonell Douglas vs. Green Places the burden on an employer to show why it
failed to hire someone who was otherwise qualified
Albermale Paper vs. Moody An employee who have been subject of unlawful
discripmination may be eligible for back pay
"New employees should be asked to perform a self-assessment after the first 90 days
of employment in order to help facilitate the constructive feedback that is often
necessary to get them up to speed
"
"Flexible work arrangements
"
Visual learners Graph and charts
Auditory learners learn best
Tactile learners More for on-the-job training
Human assets "(NOT THE INFORMATION, JUST THE PHYSICAL ASPECTS OF THE ASSETS)"
Davis-Bacon Act "establishes the requirement for paying the local prevailing
wages on public works projects for laborers and mechanics. It applies to
""contractors and subcontractors performing on federally funded or assisted
contracts in excess of $2,000 for the construction, alteration, or repair
(including painting and decorating) of public buildings or public works"
Mc Namara-O'Hara Act requires government to use its bargaining power to ensure
fair wages for workers when it buys services from private contractors.
The Equal Pay Act addressed disparity in pay between men and women doing the same
jobs.
The Health Insurance Portability and Accountability Act (HIPAA) prohibits the
exclusion of pre-existing conditions when an employee had previous coverage of said
condition.
The Consolidated Omnibus Budget Reconcilation Act (COBRA) is the right for
employees to continue to purchse the employer plan when there is a qualifying
event.
Title VII is part of the Civil Rights Act of 1964 prohibits discrimination in
employment and doesn't govern health insurance.
Future coverage of pre-existing health conditions isn't the focus of the Patient
Protection and Affordable Care Act (PPACA)
"A defined benefit plan guarantees an employee a set amount of money at the time of
retirement, usually as monthly payment"
Salting refers to the process of padding the applicant pool with those in sympathy
with union aims.
Featherbedding is the hiring of more workers than is necessary to perform a job.
"Double breasting refers to a common owner of two businesses, one of which is
union."
The alter ego doctrine is a term used to describe an employer who is trying to
dodge its collective bargaining responsibilities by setting up another company with
substantially the same operations.
"The Supreme Court found in Oncale vs. Sundowner Offshore Services that Title VII
is violated anytime the work environment is permeated with hostile or
discriminatory behavior that alters the work environment, regarless of sex.
"
"Medina Rene vs. MGM Grand Hotel: This case presents the question of whether an
employee who alleges that he was subjected to severe, pervasive, and unwelcome
""physical conduct of a sexual nature"" in the work-place asserts a viable claim of
discrimination based on sex under Title VII of the 1964 Civil Rights Act, 42 U.S.C.
?? 2000e et seq., even if that employee also alleges that the motivation for that
discrimination was his sexual orientation. We would hold that an employee's sexual
orientation is irrelevant for purposes of Title VII. It neither provides nor
precludes a cause of action for sexual harassment."
"Burlington Industries vs. Ellerth: Under Title VII, an employee who refuses the
unwelcome and threatening sexual advances of a supervisor, yet suffers no adverse,
tangible job consequences, may recover against the employer without showing the
employer is negligent or otherwise at fault for the supervisor's actions, but the
employer may interpose an affirmative defense."
Faragher vs. City of Boca Raton: an employer may be held liable under Title VII of
the Civil Rights Act of 1964 for the acts of a supervisory employee whose sexual
harassment of subordinates has created a hostile work environment amounting to
employment discrimination
The National Labor Relations Board (NLRB) is responsible for enforcing the
standards set forth in the National Labor Relations Act (Wagner)
The Equal Employment Opportunity Commission (EEOC) enforces Title VII
The Department of Labor (DOL) is responsible for many other labor laws including
safety and wage/hour.
"The trifecta of labor law governs unions, and the National Labor Relations Act
(NLRA) ws the act that first defined unfair labor practices."
"The Labor-Management Relations Act (LMRA) followed, which protected employers from
union abuses."
"The Labor-Management Reporting and Disclosure Act (LMRDA) came next, which
established controls for unions in response to corrupt union practices agains their
members."
The Railway Labor Act of 1926 was a cooperative effort between labor unions and
railway employers to minimize the impact that striking workers had on US
transportation.
The Labor-Management Reporting Act (Landrum-Griffith) established rules for unions
in an effort to protect members from corrupt practices.
The National Labor Relations Act (Wagner) gave employees the right to unionize.
The Labor-Management Relations Act (Taft-Hartley) protected employers from union
abuses.
The Railway Labor Act was one of the first efforts between unions and employers to
find alternative dispute methods to strikes.
The Labor Management Relations Act sought to balance the power between unions and
employers.
The National Labor Relations Act (Wagner) first granted union power in 1935.
"The Labor-Management Reporting and Disclosure Act (LMRDA) which established
controls for unions in response to corrupt union practices against their members,
also curbed union power."
The Railway Labor Act was collaboration between unions and railway employers to
minimize the likelihood of strikes and thus the disruptions to transportation they
cause.
Economic strikers are those that are protesting conditions of employment such as
wages and hours.
Picketing may be an activity used by strikers to communicate their dissatisfaction.

Unfair labor practices strikers are protesting unlawful acts by the employer.
"Compensable time was first established as a concept under the Fair Labor Standards
Act, and later clarified through the Portal-to-Portal Act. It requires that
""preparatory and concluding activities"" that are integral to the job function be
paid."
The OSH Act communicates safety standards.
"The Service Contract Act requires affected employers pay prevailing wage and
fringe benefits under certain conditions.
"
Human Capital Management Plans are used as a strategic planning tool to guide a
company's responses to emerging workforce and organizational needs.
"Goal setting may be a tool used for plan implementation.
"
Project implementation is an activity described within a plan.
Sustainability is a corporate responsibility concept that helps organizations avoid
resource depletion.
The National Labor Relations Act (NLRA) guarantees workers the right to organize
independent of their employees.
Safety hazards > Customer confidentiality procedures > Disaster preparedness
planning > Workplace violence policy
"In a product-based structure, divisions are formed based on lines of products,
customers, or geography."
The amended versions of the ADA prohibits reverse discrimination claims under the
ADA.
A test is said to be low in criterion-related validity if it doesn't predict the
behaviors that an employer thought it was going to predict.
Content validity refers to the test being reflective of all relevant job
responsibilities.
Face validity refers to the appearance of the succesful prediction of outcomes.
"Discriminant validity, uncorrelated items stay uncorrelated."
"Peter Senge's learning organization
" "Shared vision, Mental models, Personal mastery, Team learning, Systems
thinking"
Variable pay is based on individual or organizational performance
Improshare is a gainsharing plan that rewards efforts that exceed past production
standards. Is more narrowly focused than a profit'sharing plan.
ESOP Employee Stock Ownership Plan
ESPP Employee Stock Purchase Plan
A TOLL temporarily suspends the counting of time in a legal action for various
reasons.
"A return-to-work program helps get injured workers back to work in a modified
capacity and on payroll, rather than having their wages replaced through the
insurance, thereby reducing the overall cost of the injury."
"Lobbying is the effort of a group to influence legislation.
"
Appropiating is the process of setting funds aside for a specific purpose.
Conferencing is the gathering together of individuals to discuss specific issues.
"Petitioning is a formal plea to a lawmaker to make desired changes to existing or
proposed laws.
"
Forum shopping is the practice of trying to get a trial held in a court that is
more likely to produce a favorable outcome.
"Title VII of the Civil Rights Act of 1964 originally prohibited discrimination
based on race, ethnicity, national origin, and religion."
"Affirmative Action Plans (AAP) Includes the policies, practices and procedures
that a U.S. federal contractor implements to ensure that all qualified applicants
and employees receive an equal opportunity for recruitment, selection, advancement,
and every other term and privilege associated with employment. Is a condition of
doing business with the U.S. Federal Government, and for companies with a court-
ordered mandate."
"Original Forms I-9 can be destroyed after they're stored electronically, as long
as other measures are taken to ensure integrity, readability and access of the
records."
An organization may use job shadowing to communicate both the positive and negative
aspects of the job as part of the interview process.
A Professional Employer Organization (PEO) reduces exposure to the risks associated
with being an employer.
In Vestibule training employees are removed from the main production line and
trained on real equipment.
A fishbone diagram is a helpful problem-solving tool that captures common issues
"A Pareto chart graphically represents the 80/20 rule, which states that 20% of the
defects cause 80 percent of the issues."
A stratification chart breaks down a problem in components.
A histogram seeks to find patterns of issues.
The Occupational Safety and Health Administration (OSHA) estimates that an employer
can expect a six times return on the investment of a single dollar into IIPP.
Change of uniforms = work related
PPE (Personal Protective Equipment)
The FLSA defines an employee's wworkweek as seven consecutive 24-hour periods.
The Portal-to-Portal Act5 requires payment for time spent in training if an
employee is led to believe that his work or status would be affected by not
attending.
Job pricing occurs when a new job is created or an existing job is changed to
establish wage ranges that are in-line with the market.
Job analysis is part of creating a job in general.
Job ranking compares the value of jobs to one another.
Point factoring is a method used to classify jobs on an organizational basis.
Compensation equity focus on both the perceived and actual fairness of outcomes.
"Perception of fairness, although not reality, often drive whether or not employees
are satisfied with their pay."
"The Employee Retirement Income Security Act (ERISA) requires that employees be
allowed immediate access to their own contributions, but does allow a vesting
schedule for employer-contrinuted funds, depending upon the type of plan selected."

"Sales commissions can be specially difficult to track and manage for large
organizations, making the use of incentive compensation outsourcing a viable
option."
The National Labor Relations Board (NLRB) found that cautioning employees about
being tricked into divulging confidential information doesn't violate employee
rights to engage in protected activity.
"Cat's Paw: an employer may be legally liable for unlawful discrimination where a
supervisor, motivated by some unlawful animus (defined as ?a feeling of strong ill-
will or hatred?), performs an act that is intended to cause an adverse employment
action against an employee, and that supervisor?s act is the most recent cause of
an ultimate adverse employment action."
Respondeats superior is a common law doctrine that stands for the company being
responsible for the actions of its supervisors.
Executive order (EO) 11246 is the benchmark presidential order prohibiting
employment discrimination.
"In Constructive Discharge, an employee quit his job due to a hostile work
environment."
Having a written policy communicates standards of behavior is often an employer{s
effort at compliance with labor law.
Regular employee surveys help address issues before employees leave.
Tailgate training Organizational communication that flows down from management.
Upward communication "Information flows up the organizational hierarchy, just as
through a suggestion system."
Cross-functional communication exists when multiple departments work together
or have support responsibilities.
Compliance training "is a specific type of training, not a form of
communication."
Conflict of interest using a position for material or financial gain.
Discriminatory practice an action taken based on a protected class status
Delphi group Anonymity of participants. involves using input from business
experts who know about the company?s staffing history and strategic plans to make
staffing decisions.
Nominal group Participants meet face-to-face
Rule of thumb "uses the organizational structure to plan for staffing, hiring
replacements for turnover and increasing staff along the same structure."
Estimates "Rough calculation used to make decision, often based on historical
and other statistical data."
"Long planning horizon
" is the amount of time a company looks ahead in its planning process
Break-even analysis is used to calculate when an effort will begin to make
money or the break-even point at which time the activity's results have paid for
the initial investment.
Planning horizon is how far in the future that a company will look at when
strategic planning.
FTE (Full time equivalent = employees working full time) "The ratio of the total
number of paid hours during a period (part time, full time, contracted) by the
number of working hours in that period Mondays through Fridays. The ratio units are
FTE units or equivalent employees working full-time. In other words, one FTE is
equivalent to one employee working full-time."
Brownfield operation Reuses land or buildings for business.
"Grrenfield operation
" Uses a new location where no building had previously existed.
ERP (enterprise resource planning) is a software playform designed to integrate
many functions of business
HRIS Human resources information system
HRMS Human resources manaagement system
IMS Information management system
LMS "Learning management system, is used any time eLearning takes place."
Business case "The activity of putting together a proposal for a business
activity that includes the scope, cost and benefit."
Business plan Company document that reviews the purpose of the organization and
its goals and plans of how to achieve those goals.
Balance scorecard Set of business metrics that measures objectives.
Training assesment measures the effectiveness of a training program.
Geocentric staffing strategy "seeks to hire the most qualified talent for key
positions, regardless of nationality"
Ethnocentric staffing strategy fills key positions with parent-country
nationals
TNC Tentative Nonconfirmation (the info doesn't match). The employer must be
notified first.
Virtual interviewing Saves money and travel costs
Employer brand Reputation for working in that company
Cooperative training "occurs when schools align their curriculum and activities
with practical, real-world scenarios of work."
Blended learning It utilizes both traditional classroom time and virtual or online
options
On-the-job-training is paid training that occurs while doing the actual work
Simulations are practice runs of the work off the line or by using examples
Vestibule training is a production training method that uses simulations
techniques off the line.
Task significance is measured by the impact the work has on the lives of others.
Performance management system is the framework from which performance feedback is
given
Human resource development "is the name for the functional area of human
resources (training, development, discipline and formal appraisals)."
Performance appraisal is a feedback tool for use within the HR development system
Employees should have a basic unerstanding of their performance status prior to
being given a formal appraisal
Learning portal is a place where training participants are able to access
training program materials and track progress.
Broadbanding Pay strategy used to group like jobs into ranges.
Perquisites (perks) "are generally noncash items that aren't taxed as income
(cars, housing, executive memberships, and other status items)."
Cafeteria plan Allows employees to select and therefore customize a benefits
package that suits their needs.
Pay openness degree of transparency employers have as it relates to employee
pay rates. Other elementsof pay openness include communicating pay policies and
having procedures on how pay rates are decided.
Pay equity Perceived or real fairness of pay between employees.
"Golden parachute
" Is used in executive contracts to offset risks inherent to higher level
positions. These risks include the availability of similar high paying job and the
termination due to a company adquisition.
"Golden handcuffs
" "keep executives via payment of bonuses, not offer wage replacement upon
separation."
Lump-sum increase "Single payment. Given to employees at the end of each year
rather that a wage can hold down costs related to hourly pay, including overtime
and pension payment calculations. It doesn't accelerate base pay growth."
Implied employment contract "Can be created when an employee has longevity with a
company, if a supervisor promises continued employment as long as she does her job
well, or if receives favorable performance reviews."
Public policy exception to employment-at-will protects workers from being fired
for complying with the law.
Duty of good faith and fair dealing Parties to a contract must deal honestly with
each other.
Statutory rights Rights granted by law.
Duty to bargain in good faith "Required by employer and union in good faith during
negotiations of an agreement, which includes coming prepared to the meetings and
sending participants who have authority to act on behalf of the company and union
members."
NLRB vs. Weingarten (Weingarten rights) Union members have the right to
representation if they're asked to participate in a meeting that they reasonably
believe may lead to discipline.
TIPS doctrine "Unfair Labor Practices. Threatening (with termination or shop
closing), Interfering (prohibiting from discussing the union on work time), Spying
(to gain information), Promise (more pay or benefits in exchange for keeping the
union out)."
Best way for HR to support positive organizational climate "Avoiding unnecesary
policies, procedures and rules"
De minimus violations are those that are technically out of compliance with OSHA
standands but not a direct threat to employee safety or health.
Serious violations are those that are likely to cause employee injury
Willful violations "are those in which the employer knew of a threat to
empoyee safety, but didn't take steps to correct it."
Other than serious violations are violations of standards that aren't likely to
cause death or serious injury but still a hazard to employees.
"An employer with ten or fewer employees are partially excempt from maintaining
injury and illness records. However, any fatality or illness requiring
hospitalization of three or more employees must be reported."
Hofstede's cultural dimensions Power Distance Index (high versus low) |
Individualism Versus Collectivism | Masculinity Versus Femininity | Uncertainty
Avoidance Index (high versus low) | Pragmatic Versus Normative | Pragmatic Versus
Normative
Employee versus work orientation is a management perspective that is focused on
the completion of tasks
Local versus professional orientation refers to the degree to which an employee
identifies with his business unit or location rather thant the company as a whole
Regression analysis makes a comparison of past relationships to other
components.
Staffing ratios are used to identify labor support needs
Suimulation models attempt to mimic a situation in order to anticipate
outcomes
Productivity ratios calculate output per employee.
Center of excellence is a team of experts brought together to achieve a specific
business objective.
Lean team refers to quiality program that focuses on the elimination of process
waste
Community of practice "is a group of people that share a profession, grouped
together inside or outside of the organization"
Theory of economic valuation An individual choice or preference will drive the
value.
Market value of nontangible item is the attempt to measure the worth of a
nonphysical item
Supply and demand refers to the avilability of a good or service (supply) compared
to the desire for that good or service in the market (demand)
Cost to build "is a tangible financial measure that calculates the cost to
build a product (raw material, labor ancillary expenses)."
Global Sullivan Principles "Enacted to promote economic, social, and political
justice by companies that do business globally."
"Under the Family Medical Leave Act, interference occurs when an employer
restrains, denies, or retaliates against an employee who exercises his rights under
the law."
Establishing company credit policies and objectives can help to reduce expenses by
looking at loan or credit fees and establish credit use rules.
Warren Bennis' visionary leadership Passion for their work > ability to embrace
mistakes > willing to take risks > focus on the bottom line
Henry Mitzberg's management "informational (leaders are tasked with the
processing of information, both inbound and outbound)| decisional (leaders use the
information and relationships to make decisions) | interpersonal (leader are
focused on the relationships between people)"
Learning organization "characterized by a culture of problem solving by subject
matter experts, which includes learning and growing from the mistakes."
Organizational Development (OD) "making changes through people, process, or
companywide interventions. A successful OD program is built on a foundation of
respect and inclusion."
Negative reinforcement is the process of removing something when an employee
behaves in a certain way. It also occurs when a behavior prevents something from
ocurring.
Positive reinforcement occurs when an employee is rewarded by the addition of a
desirable incentive for the correct behavior.
Conditioning overall theory of motivation under which positive and negative
reinforcement are components.
Due diligence Investigation to collect information
Disclosure provide the necessary information so that people who are accustomed to
reading financial information can make informed decisions concerning the company
A foreign subsidiary is defined as a company that is more than 50 percent owned or
controlled by a parent company in another country.
Needs assesment = gap analysis is used to compare the current state to a
desired future state.
Top-down communication occurs when information flows from upper management down
through the ranks.
Occupational assesment screen required job competencies
Cultural intelligence refers to a person's ability to function in culturally
diverse situations.
Ad hoc (for this) Not planned. Response to specific issues and events.
"Civil law differs from criminal law in the level of proof that must be present. In
civil law, if there is a dispute between parties to an employment contract, the
case is decided based upon the balance of probabilities; if it's more likely than
not that the accused caused the harm, the court can uphold a civil claim."
OFCCP (Office of Federal Contract Compliance Programs) Part of the Department
of Labor. responsible for ensuring that employers doing business with the Federal
government comply with the laws and regulations requiring nondiscrimination.
Back-pay relief "The goal is to remedy past discrimination to make affected
employee whole, which may include awarding interest, benefits, lost overtime, or
hourly pay rates."
PEO (Professional Employer Organization) "Is a firm that provides a service under
which an employer can outsource employee management tasks, such as employee
benefits, payroll and workers' compensation, recruiting, risk/safety management,
and training and development. They are the employer of record when a relationship
is primarily administrative in scope."
Joint employment "when the company and a PEO share employees to get work done or
the Peo has the right to hire, terminate, or manage the actions of the employee."
Carrer plateau Should I stay or should I go?
Construct "Psychological concept that can't be traditionally measured, such as
pounds or inches. "
360-degree review gathers data from the multiple stakeholders dependet on job
performance.
Forced distribution is a ranking tool that evaluates employees within a
department against each other. It's generally represented as a bell curve.
Low-context culture the emphasis is placed on collaboration and the
relationships that must exist to get things done.
High-context culture "the emphasis is characterized by dependence on standard
operating procedures, tasks, duties, responsibilities and accomplishing goals.."
Paid time off (PTO) programs "combines vacation, sick time and personal time into
a single bank of days for employees to use to take paid time off from work."
Cash-in-lieu of benefits " or cash-out option, offers an incentive for those
employees to waive the employer coverage and instead enroll in the other plan. "
Top-hat executive retirement plans are nonqualified plans that are funded entirely
by the employer. They offer retirement benefits above and beyond that of
traditional plans such as IRAs or 401(k)s.
Omnibus Budget Reconciliation Act of 1993 sought to eliminate the ability of
organizations to deduct executive compensation in excess of $1 million unless it
was qualified as performance-based.
Compa-ratio employee pay / midpoint of the range
Point method of pricing jobs identify the degree of importance of job factors and
assigning relevant weights
Ranking method of pricing jobs ordering jobs by level of importance
Distributive justice employees have issues with the perceived fairness of the
distribution of outcomes
Respondeat superior Legal principle that holds the employer responsible for the
behavior of supervisors
Duty of good faith and fair dealing doctrine that requires parties to a contract to
act in an honest manner with each other
NLRA (right to organize) LMRA (regulate union activity)
Arbitration binding legal proceeding in which both parties agree to engage should a
dispute arise.
ADEA Age Discrimination in Employment Act 20 Prohibits employers from
discriminating against employees who are 40 and older.
ADA American with Disabilities Act of 1990 15 Prohibits discrimination against
qualified employees with disabilities; requires employees to make reasonable
accommodations for employees and applicants with disabilities.
COBRA Consolidated Omnibus Budget Reconciliation Act 20 Requires employers to
provide continued group health insurance coverage for up to 36 months to employees
(and possibly their spouses and dependents) who would otherwise lose coverage.
EPPA Employee Polygraph Protection Act Prohibits employers from requiring or
asking employees or applicants to take a polygraph test in most circunstances.
EPA Equal Pay Act Requires employers to give male and female employees equal pay
for doing equal work.
FCRA Fair Credit Reporting Act Requires employers to provide notice and get
consent before getting a credit report or other types of background or
investigative reports on employees or applicants; requires employers to give
certain information to employees or applicants before taking negative action based
on a report; establishes standards employers must follot to destry consumer
records.
FLSA Fair Labor Standards Act Establishes the minimum wage; determines what
constitutes work time for purposes of calculating pay; requires overtime for
certain employees; restrict child labor.
FMLA Family and Medical Leave Act "50 Entitles eligible employees to take up to
12 weeks of unpaid leave per year, with continued health benefits, to bond with a
new child, to care for a family member with a serious health condition, for their
own serious health condition, or for a qualified exigency due to a family member's
call to active duty; family members of servicemembers who suffer a serious injury
or illness may take up to 26 weeks of leve in a single 12-month period."
GINA Genetic Information Nondiscrimination Act 15 Prohibits employers from making
employment decisions based on genetic information or requiring employees to provide
genetic information; requires employers to keep employees' genetic information
confidential.
IRCA Immigration Reform and Control Act of 1986 Prohibits discrimination on the
basis of citizenship and national origin in every aspect of employment; requires
employers to verify that employees are authorized to work in the United States and
keep records to that effect.
NLRA National Labor Relations Act "Regulates the relationship of employers and
unions; prohibits employers and unions from engaging in unfair labor practices;
protects employees who engage in concerted activities to improve working terms and
conditions, wheter the workplace is unionized or not."
OSHA Occupational Safety and Health Act Requires employers to comply with
workplace safety and health standards.
OWBPA Older Workers Benefit Protection Act 20 Prohibits age discrimination in
the provision of benefits for employees 40 and older; explains the criteria to be
used in determining whether equal benefits have been provided; requires employers
to include particular language in a waiver of an employee's right to sue for age
discrimination.
PRWOWA Personal Responsibility and Work Opportunity Reconciliation Act "Requieres
employers to report new hires to a state registry, which uses the information to
enforce child support obligations."
PDA Pregnancy Discrimination Act 15 Prohibits discrimination on the basis of
pregnancy or childbirth in every aspect of employment; requires employers to treat
pregnant women who are temporarily unable to work the same way the treat workers
who are temporarily disabled for other reasons.
SOX Sabanes-Oxley Act of 2002 "Prohibits employers from retaliating against
employees who complain of shareholder fraud; requires companies to establish
procedures allowing employees to submit anonymous complaints about accounting and
auditing practices; requieres companies to establish procedures for taking,
handling, and retaining such complains."
Section 1981 of the Civil Rights Act of 1866 "Prohibits race discrimination in
the making of enforcement of contracts, which includes every aspect of the
employment relationship."
Tittle VII of the Civil Rights Act of 1964 "15 Prohibits discrimination on
basis of race, color, national origin, religion, and sex in every aspect of
employment."
USERRA Uniformed Services Employment and Reemployment Rights Act "Prohibits
discrimination against applicants and employees who serve in the armed services;
requires employers to reinstate employees who take up to five years off to serve in
the armed services; requieres employers to reinstate employees who take up to five
years off to serve in the armed services and to restore their benefits; prohibits
employers from firing reinstated employees, except for cause, for up to one year
after they return."
WARN Worker Adjustment and Retraining Notification Act "100 Requires employers
to give 60 days' notice to employees who wil lose their jobs through large layoffs
or plant closings, with limited exceptions."