AAC questions

Question 1

True or False. The mood or climate of an organization can be controlled.

Answer 1

False–it can not be directly controlled.

Question 2

If an employer wants to change a company’s climate, what should they do?

Answer 2

Change the company’s culture.

Question 3

Mission state focuses on….

Answer 3

The present work of the organization on a day-to-day basis.

Question 4

What are these questions designed to build?
What we do now?
Why are we doing it?
What makes us different than other companies?

Answer 4

Mission statement.

A mission statement should be clear, direct, and only one or two sentences. It states why the organization exists.

Question 5

What are these question designed to build?
What do we want to accomplish?
Where do we aim to be in the future?

Answer 5

Vision Statement. A vision statement should focus on future goals.

Question 6

Define SMART qualities

Answer 6

Goals, objectives and milestones that are Specific, Measurable, Achievable, Relevant, and Timely.

Question 7

Costs that impact one specific project (such as labor and materials) are called…

Answer 7

Direct Costs. Indirect Costs serve the organization a a whole (leadership, office furniture)

Question 8

What tools can be used to pinpoint the cause of why an expected need or outcome was not met—review discrepancies between expected and actual performances

Answer 8

Gap analysis, root cause analysis, or cause-and-effect diagram

Question 9

What are Porter’s Five Forces?

Answer 9

PortePorter’s Five Forces is a model that identifies and analyzes five competitive forces that shape every industry and helps determine an industry’s weaknesses and strengths. Five Forces analysis is frequently used to identify an industry’s structure to determine corporate strategy’s five forces are:

1. Competition in the industry
2. Potential of new entrants into the industry
3. Power of suppliers
4. Power of customers
5. Threat of substitute products

Question 10

What is Porter’s Five Forces used for?

Answer 10

Five Forces analysis can be used to guide business strategy to increase competitive advantage.

Question 11

What is workplace deviance?

Answer 11

Workplace deviance, in group psychology, may be described as the deliberate (or intentional) desire to cause harm to an organization – more specifically, a workplace. The concept has become an instrumental component in the field of organizational communication. More accurately, it can be seen as “voluntary behavior that violates institutionalized norms and in doing so threatens the well-being of the organization”.[1

Question 12

Regarding workplace deviance, give examples of production deviance

Answer 12

Leaving early, taking long breaks, cyberloafing.

Question 13

Regarding workplace deviance, give examples of property deviance

Answer 13

Stealing, lying about hours worked, damaging equipment

Question 14

Regarding workplace deviance, give examples of political deviance

Answer 14

Showing favoritism, Gossiping about others, incivility

Question 15

Regarding workplace deviance, give examples of personal aggression.

Answer 15

Bullying, stealing from coworkers, abusing a coworker physically or verbally

Question 16

Regarding workplace deviance, which categories target the organization?

Answer 16

Production deviance and property deviance

Question 17

Regarding workplace deviance, which categories target the person?

Answer 17

Political deviance and personal aggression

Question 18

Regarding workplace deviance, which categories are minor?

Answer 18

Production deviance and political deviance

Question 19

Regarding workplace deviance, which categories are major?

Answer 19

Property deviance and personal aggression.

Question 20

What laws constitute the US antitrust laws?

Answer 20

Sherman Act of 1890.
Clayton Act of 1914.
Federal Trade Commission Act of 1914

Question 21

Why is the Clayton Antitrust Act so important?

Answer 21

The Clayton Antitrust Act was much more effective than the earlier Sherman Antitrust Act and gave the government the power to protect both competition and consumers by restricting certain unhealthy business practices

Question 22

Key functions of the Clayton Act:

Answer 22

The Clayton Antitrust Act, passed in 1914, continues to regulate U.S. business practices today.

Intended to strengthen earlier antitrust legislation, the Clayton Antitrust Act prohibits anti-competitive mergers, predatory and discriminatory pricing, and other forms of unethical corporate behavior.

The Clayton Antitrust Act also protects individuals, allowing lawsuits against companies and upholding the rights of labor to organize and protest peacefully.

Question 23

What are the basis for the antitrust laws?

Answer 23

In the United States, antitrust law is a collection of federal and state government laws that regulates the conduct and organization of business corporations, generally to promote competition for the benefit of consumers

Question 24

What is an injunction?

Answer 24

An injunction is a court order requiring a person or entity to either cease doing or do a specific action

Question 25

Three types of injunctions are…

Answer 25

Preliminary injunction, temporary restraining order, and a permanent injunction.
The granting of injunctions is only done when there is a significant interest at stake. In addition, the injunction will only be approved when one party has inflicted irreparable damages to another

Question 26

Explain the Pension Protection Act of 2006

Answer 26

The Pension Protection Act of 2006 improved how single-employer pension plans are funded, so you’re more likely to get any pension benefits your company owes you.
It permanently increased how much workers can contribute to retirement plans.
It made it possible to directly convert 401(k), 403(b), and 457 plan assets to Roth IRA assets without putting them in a traditional IRA first.
It established or made permanent a number of benefits for low-income workers, military reservists on active duty, retirement-plan heirs, donors to charities, those working for small employers, and others

Question 27

The Sarbones-Oxley Act (SOA) key functions…

Answer 27

The Sarbanes-Oxley (SOX) Act of 2002 came in response to highly publicized corporate financial scandals earlier that decade.
The act created strict new rules for accountants, auditors, and corporate officers and imposed more stringent recordkeeping requirements.
The act also added new criminal penalties for violating securities laws.

Question 28

What 1996 act increased minimum wage, simplified pension rules, and adjusted taxes for small businesses.

Answer 28

Small Business Job Protection Act

The act also made adjustments to S Corporation regulation, rules surrounding safe harbor provisions, and rules governing worker employment status. It furthermore simplified the administration and maintenance of 401(k) defined contribution plans with the aim of making more employers want to provide this type of retirement plan to its employees.

Question 29

What does the Workforce Investment Act aim to do?

Answer 29

The Workforce Investment Act is a federal act that “provides workforce investment activities, through statewide and local workforce investment systems, that increase the employment, retention, and earnings of participants, and increase occupational skill attainment by participants, and, as a result, improve the quality of the workforce, reduce welfare dependency, and enhance the productivity and competitiveness of the Nation

Question 30

What is it called with the NLRB allow employees to call for a special election to get rid of union as their “exclusive representation”.

Answer 30

Decertification

Question 31

Can your company help or assist you in decertifying a union.

Answer 31

No. It can be considered interference and an unfair labor practice. Decertification is a matter between the employees and the union—any impetus for decertification must come from the workers rather than the employer.

Question 32

What percentage of employees must sign a petition to initiate union decertification?

Answer 32

30%

Question 33

Can a union be decertified within the first 3 years of reaching a collective bargaining agreement?

Answer 33

No. With the exception of 30 day windows before a CBA comes to an end.

Question 34

Which two industries have a different decertification process?

Answer 34

Airline and Railway workers–under the Railway Labor Act

Question 35

What is the purpose of the NLRB?

Answer 35

The National Labor Relations Board is an independent federal agency vested with the power to safeguard employees’ rights to organize and to determine whether to have unions as their bargaining representative. The agency also acts to prevent and remedy unfair labor practices committed by private sector employers and unions.

Question 36

Affirmative action plans are a quantitative analysis of workforce competition of what groups?

Answer 36

Gender, Racial or ethnic profile. (Women and minorities

Question 37

What is the goal of an affirmative action program?

Answer 37

A central premise underlying affirmative action is that, absent discrimination, over time a contractor’s workforce, generally, will reflect the gender, racial and ethnic profile of the labor pools from which the contractor recruits and selects.

Question 38

What does OFCCP stand for?

Answer 38

Office of Federal Contract Compliance Programs

Question 39

What records must you keep for an applicant?

Answer 39

name, race, sex, date of application, job title, interview status and the action taken for all individuals applying for job opportunities.

Question 40

What are the annual AAP reports that must be filed?

Answer 40

Filed EEO-1, VETS 100 and VETS 100A

Question 41

What is the EEO-1 Report?

Answer 41

The EEO-1 Report is a compliance survey mandated by federal statute and regulations. The survey requires company employment data to be categorized by race/ethnicity, gender and job category

Question 42

Is the EEO data of a company public?

Answer 42

It is prohibited for most companies except federal prime contractors (directly with government)

Question 43

Who must file a EEO-1?

Answer 43

Private employers of more than 100 employees. Federal contractors of more than 50 employees.

Question 44

When must the EE0-1 be filed?

Answer 44

By March 31st each year including the previous year data.

Question 45

What are the four absolutes of Quality Management by Crosby?

Answer 45

1 Quality is defined as conformance to requirements
2 The system for causing quality is prevention, not appraisal
3 The performance standard must be Zero Defects
4 The measurement of quality is the Price of Nonconformance (how much the defects cost the company)

Question 46

Martin v Wilks 1989

Answer 46

a person cannot be deprived of his legal rights in a proceeding to which he is not a party. The case was about reverse discrimination.
~White firefighters were being denied promotions going to black less qualified firefighters due to a local decree.

Question 47

Bargaining in which unions negotiate provisions covering wages and other benefits that are similar to those provided in other agreements within the industry or region is called..?

Answer 47

Parallel or pattern bargaining.
Used where a trade union gains a new and superior entitlement from one employer and then uses that agreement as a precedent to demand the same entitlement or a superior one from other employers.
Australia outlaws pattern bargaining.

Question 48

What is ERISA?

Answer 48

The Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that sets minimum standards for most voluntarily established retirement and health plans in private industry to provide protection for individuals in these plans.

Question 49

What is the purpose of ERISA?

Answer 49

The main purpose of ERISA is to protect the interests of employees (and their beneficiaries) who are enrolled in employee benefit plans, and to ensure that employees receive the pensions and group-sponsored welfare benefits that have been promised by their employers.

Question 50

What is Cliff vs Graded vesting?

Answer 50

“Cliff” vesting sets a specific time, under ERISA not to exceed three years. Under the cliff plan, an employee is not vested for the first three years, then is 100 percent vested.
An option is a graded plan that provides no vesting for up to two years and 20 percent after two years, increasing in 20 percent increments yearly to 100 percent. An employer may designate a faster vesting schedule.

Question 51

What is the eligibility requirements for a 401K plan?

Answer 51

One year of services (1000 hours within 12 months.)

Question 52

What are the employees vesting rights under Erisa?

Answer 52

Cliff Vesting gives participants full rights to the employers matching contribution after 3 years of service.
Graded vesting gives participants and increasing right to the employer’s matching contributions over a six-year schedule of 20% after 2 years of service and 20% for each succeeding year until they are 100% invested in year 6.

Question 53

What is the WARN act of 1988?

Answer 53

Worker Adjustment and Retraining Notification Act

Question 54

What is the WARN act intended to do?

Answer 54

protects employees, their families, and communities by requiring most employers with 100 or more employees to provide 60 calendar-day advance notification of plant closings and mass layoffs of employees
The advance notice is intended to give workers and their families transition time to adjust to the prospective loss of employment, to seek and to obtain other employment, and, if necessary, to enter skill training or retraining programs that will allow these workers to successfully compete in the job market

Question 55

What types of employees are covered under the WARN act?

Answer 55

supervisors, hourly wage, and salaried workers

Question 56

Other than employees, who else must the notified under the WARN act?

Answer 56

Employee representatives such as labor unions and chief elected officials (mayor) and state dislocated workers unit.

Question 57

What are WARN act exceptions?

Answer 57

closes a temporary facility or completes a temporary project, and the employees working in the facility or temporary project were hired with the clear understanding that their employment would end with the closing of the work facility or the completion of the project; or
closes a facility or operating unit because of a strike or a worker lock-out, and the closing is not intended to evade the purposes of the WARN Act.
If a plant closing or a mass layoff results in fewer than 50 workers losing their jobs at a single employment site;
If 50 to 499 workers lose their jobs and that number is less than 33 percent of the employer’s total, active workforce at a single employment site;
If a layoff is for 6 months or less; or
If work hours are not reduced 50 percent in each month of any 6-month period.