Admin & Finance - Section 7: Human Resources Flashcards
True or False:
Job descriptions are required for every employee in the RHC
True
What 2 things should be included in job descriptions?
Essential job functions and KSAs
When developing job descriptions, it is recommended that each contain: \_\_\_\_ title \_\_\_\_ relationships \_\_\_\_ status (FLSA) Date of \_\_\_\_/update Position \_\_\_\_ \_\_\_\_ duties and responsibilities \_\_\_\_ duties and responsibilities Work relationships and \_\_\_\_ Competencies Knowledge, skills, and abilities \_\_\_\_/working conditions (ADA)
Job Reporting Exemption Development Summary Essential Additional Scope
Includes skills tests, aptitude tests, psychological tests, personality assessment tools, medical tests, and drug tests
Pre-employment testing
For pre-employment testing, be certain that tests are ____-related and an accurate predictor of ____ in the job
Job
Performance
What are 2 critical items to ensure you meet uniform guidelines on employee selection procedures?
Validity and reliability
For pre-employment testing, how should tests be administered?
Under the same conditions to all serious candidates for the same position
How can you accommodate people with disabilities for pre-employment testing?
Modifying the test or eliminating the test requirement
True or False:
Do not rely solely on tests or assessments for making decisions about candidate. They should instead be used as a component of the overall selection procedure.
True
When making medical examination part of the hiring process, consider whether such exames are really ____ based on job requirements.
Necessary
When making medical examination part of the hiring process, administer medical exams at the post ____ stage only
Offer/employment
When making medical examination part of the hiring process, notify applicants of the requirement for a medical exam in ____
Advance
When making medical examination part of the hiring process, provide the ____ with details of the job requirements
Physician
When making medical examinations part of the hiring process, what should you consider in regards to medical conditions that candidates or employees may have?
How they affect the individual’s ability to safely and effectively perform the job for which they’re applying and whether any accommodations can be made to aid performance of essential functions
Helps employers validate job experiences and qualifications listed on resumes
Reference checks
Which candidates are reference checks recommended for?
The top 2 or 3
Used to gather information about a candidate but must be conducted according to gudielines established by the Fair Credit Reporting Act (FCRA)
Credit checks
Generally done for positions where candidates handle significant amounts of currency
Credit checks
Companies conduct these checks to increase the quality of hiring, reduce the possibility of theft and embezzlement, and limit exposure for negligent hiring.
Criminal background checks
True or False:
Full disclosure must be made when conducting criminal background checks
True
True or False:
There are no state laws that prohibit consideration of arrest of convinction records and/or previous conviction when hiring
Several state laws prohibit consideration of arrest or conviction records unless the pending arrest and/or previous conviction “substantially relates” to circumstances of the job
Retention of staff is vital, and a solid ____/____ process helps with this
Onboarding/orientation
The ongoing process of assimilating new hires into an organization that can last anywhere from 3 to 18 months
Onboarding
Onboarding is the ongoing process of assimilating new hires into an organization that can last anywhere from ____ to ____ months
3 to 18 months
The onboarding process includes:
Preparations before the ____ day
Formal plans for days 1-____
____ your employee’s onboarding experience afterwards
Starting
90
Evaluating
Why is it important to evaluate your employee’s onboarding experience?
Helps highlight what goes well and what needs improvement for future new hires
The introduction of the employee (new or transferring) to the work environment including the company culture, its employees, the buildings, and the workstation
Orientation
Orientation typically includes:
Reviewing the ____ and other policies/procedures
Completion of payroll, benefits, and I-9 forms
____ discussion
Handbook
Safety
Employee orientation is typically an event that starts on ____ and last ____-____ days
The employee’s first day of work
1-2 days
The federal income tax is a ____ tax
Pay-as-you-go
The federal income tax is a pay-as-you-go tax. There are 2 ways to pay as you go:
____ - the amount withheld is paid to the IRS in the employee’s name
____-this is used to pay income tax, self-employment tax, and alternative minimum tax
Withholding
Estimated
____ tax is withheld from the pay of most employees
Income
What form is used to determine the amount of tax to be withheld from your paycheck?
W-4
What form is used throughout the year to update any change of status for tax purposes?
W-4
What must be done if a W4 form is not completed?
You must withhold at the highest rate as if the employee is single and claims no allowances
What form is used for tax purposes for self employment?
1099
Those applying to and employees of most private employers are protected under what federal law from discrimation base on race, color, religion, sex, national origin, disability, age, or genetics?
EEOC
True or False:
All organizations have the duty to ensure that employees and any other person who may be affected by the organization’s activites remain safe at all times
True
This is a multidisciplinary field concered with the safety, health, and welfare of people at work
OSHA
The goals of OSHA include the fostering of a ____ and ____ work environment
Safe and healthy
True or False:
OSHA is set up to only protect a company’s employees
False; it is set up to protect co-workers, family members, employers, customers, and others who may be affected by the workplace
True or False:
OSHA also includes safety for activites outside of work
True
Form I-9 must be kept for how long?
3 years or 1 year after employment has ended, whichever is longer
True or False:
Employers need I-9s for US citizens only
False; employers must complete form I-9 for each new employee hired in the US
How soon after employment must the I-9 be completed?
Within 3 days
The person who signs the I-9 must ____ examine original documents
Personally
True or False:
An amendment to Immigration and Nationality Act authorizes employers to sign, complete, retain, and access I-9s electronically
True
A form of insurance providing wage replacement and medical benefits to employees injured in the course of employment in exchange for mandatory relinquishment of the employee’s right to sue their employer for the tort of negligence
Workers Compensation
A person who exposes any kind of information or activity that is deemed illegal, unethical, or not correct within an organization, that is either public or private
Whistleblower
Whistleblowers take the risk of facing ____ from those who are accused or alleged of wrongdoing
Retaliation
True or False:
There are no laws to protect whistleblowers
False; there are a number of laws to protect whistleblowers
True or False:
It is very difficult to find comparable survey data on who provides what benefits at what cost
True
Used to compete for talent and provide for welfare of employees
Benefits
____ management is critical with benefits
Risk
What regulates health insurance?
Affordable Care Act
What regulates health insurance continuation?
COBRA
What regulates retirement?
ERISA
How much notice must an employee provide when taking FMLA?
At least 30 days or, in emergencies, as soon as practicable
An employee who taken FMLA leave in entitled to maintain ____ benefits coverage
Health
Upon return from FMLA, an employee must be returned to the same or “____” position
Equivalent
Contains information about company policies and procedures for employment
Handbook
The employee handbook must be kept ____
Current
Gives clear advice to employees are creates a culture where issues are dealt with fairly and consistently
Handbook
A record kept by the employer that identifies the employee and is used relative to that employee’s qualifications for employment, promotion, transfer, additional compensation, or disciplinary action
Personnel record
Keep in personnel file?
Employment application/resume and most other pre-employment submissions
Yes
Keep in personnel file?
Evaluations of work performance
Yes
Keep in personnel file?
Information of job classification
Yes
Keep in personnel file?
Information of wage/salary and changes
Yes
Keep in personnel file?
Information about counseling, corrective, or disciplinary actions and other performances
Yes
Keep in personnel file?
Materials related to other staff/employees
No
Keep in personnel file?
Medical reports and/or record
No, create separate medical file
Keep in personnel file?
Records that are part of grievance investigations
No, create separate file
Keep in personnel file?
Non job-related documents/files
No, unless employee authorizes (ex: child support orders)
Who has the right to review and obtain a copy of any document within a personnel file upon written request and at their expense?
Employee or former employee
Who has access to a personnel file through subpoena or court order?
A third party
True or False:
Public health code requires health agencies/facilities to provide information about certain disciplinary action against licensed health professional
True
It is recommended that an employer retain complete personnel files for the length of employment plus ____ years
6
Certain OSHA records must be retained for the length of employment plus ____ years
30
Records of monitoring exposure to hazardous material must be retained for the length of employment plus ____ years
30
EEOC regulations require that employers keep all personnel or employment records for ____ year
1
If an employee is involuntarily terminated, their records must be kept for ____ year from the date of termination
1
Under ADEA recordkeeping requirements, employers must keep all payroll records for ____ years.
3
Any benefit plan (pension and insurance plans) must be kept for how long?
For the full period that the plan is in effect or at least 1 year after termination of the plan
What 6 federal posters are required to be posted in a workplace?
Your Rights under FMLA NOTICE Employee Polygraph Protection Act Uniformed Services Employment and Re-employment Rights Act Wage and Hour Division EEOC OSHA
What 3 state posters are required to be posted in a workplace?
Unemployment agency
Department of Civil Rights
State OSHA requirements
What 2 posters are recommended?
EEO and Harassment Policies
ADA Reasonable Accommodation Policy
Be prepared for heightened ____ during performance reviews/evaluations
Emotions
You should provide ____ feedback during performance reviews
Constructive
When giving a performance review, you should ensure an open, inviting area for ____
Communication
When giving a performance review, ensure that you are not ____
Distracted
When giving a performance review, ensure the area you are in has ____ lighting and is ____ free
Good, clutter
When giving a performance review, don’t forget that ____ language speaks volumes
Body
When documentating performance issues, determine areas of performance that need improvement and include: Employee \_\_\_\_ \_\_\_\_ dates Description of performance \_\_\_\_ Description of actual \_\_\_\_ Description of any \_\_\_\_ Plan of \_\_\_\_ \_\_\_\_ of manager and employee
Information Relevant Discrepancy Performance Consequences Action Signature
When meeting with an employee on performance issues, the review should be delivered from whom?
Manager/supervisor
When reviewing a performance improvement plan, make ____ together in writing and then all parties must ____ the plan before ending the meeting
Modifications, sign
If you are unable to successfully complete a performance improvement plan, you could consider extending the ____
Timeline
If you are unable to successfully complete a performance improvement plan, you could consider determining ____
Closure
If you are unable to successfully complete a performance improvement plan, you could consider____, ____, or ____
Reassignment, relocation, or termination
COBRA is for employers with ____ or more employees
20
True or False:
Even if you are too small to be covered by COBRA, you should double check your state law
True
COBRA allows health insurance coverage to continue for up to ____ months
18
COBRA is required to be offered to ____ employees
Terminated
The FLSA established ____ wage, ____ pay, recordkeeping, and ____ employment standards affecting employees in the private sector as well as federal, state, and local governments
Minimum
Overtime
Youth
Covered, non-exempt employees are entitled to ____ ____ per hour
Minimum wage
Covered, ____-____ employees are entitled to minimum wage per hour
Non-exempt
When are wages due?
On the regular payday for the pay period covered
Deductions made from wages for such items as ____ or ____ shortages are not legal to the extent that they reduce the amount of overtime pay due under the FLSA
Cash or merchandise
Deductions made from wages for such items as ____-____ uniforms are not legal to the extent that they reduce the amount of overtime pay due under the FLSA
Employer-required
Deductions made from wages for such items as ____ of the trade are not legal to the extent that they reduce the amount of overtime pay due under the FLSA
Tools
Deductions made from wages for such items as cash or merchandise shortages, employer-required uniforms, and tools of the trade are not legal to the extent that they reduce ____ pay due under the FLSA
Overtime
FLSA does not require what type of pay?
Vacation, holiday, severance, or sick pay
FLSA does not require ____ or ____ period, ____ off
Meal or rest period, holidays
