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Domain 3: Management of Food and Nutrition Programs and Services > B. Human Resources > Flashcards

B. Human Resources Flashcards

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1
Q

Insurance against loss of income that protects wage earners and families. Must be employe for specific amount of time, able/willing to work, and unemployed by no fault of their own.

Employers pay.

A

Unemployment compensation

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2
Q

Insurance covering employers liability for costs of accident associated with work. Employers must provide a safe workplace, competent supervisor, and instructions.

Administered by the state.

A

Workman’s compensation

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3
Q

*PRO-LABOR act.
Guarantees the right to organize and join labor unions. Created the National Labor Relations Board (NLRB), which listens to claims of unfair labor practice.

A

*National Labor Relations Act, or Wagner Act

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4
Q

Pro-Management act.
Amended the Wagner Act to balance powers of labor and management.
Specified unfair labor practices of the union.
Government can obtain injunction (authoritative warning or order) against strikes that endanger national health/safety.

A

Taft Hartley Labor Act, or Labor Management Relations Act

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5
Q

Bill of rights for union members.

A

Landrum-Griffin, Labor Management Reporting and Disclosure Act

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6
Q

Prevents discrimination on basis of race, color, nationality.

Overseen by EEOC.

A

Civil Rights Act

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7
Q

Prevents discrimination IN EMPLOYMENT on basis of race, color, religion, sex, nationality, political affiliation.

Overseen by EEOC.

A

Equal Employment Opportunity Act

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8
Q

Sets minimum wage (may be called Minimum Wage or Wage Hour Law).
Must pay time and a half for OT work.
Donated (voluntary) time is compensable and must be paid.
Child labor laws that regulate work hours and responsilities of children.

A

Fair Labor Standards Act

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9
Q

Amendment to the Fair Labor Standards Act. Prohibits discrimination on basis of sex regarding pay.

A

Equal Pay Act

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10
Q

Prevents discrimination due to age - older workers.

A

Age Discrimination in Employment Act

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11
Q

Allows workers up to 12 weeks unpaid, job-protected leave.
(ie. birth, medical leave).
Upon return, guaranteed an equal job, but not the SAME job.

A

Family and Medical Leave Act

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12
Q

Workplace must provide “reasonable accommodations” for those with disabilities. Remove barriers. Job descriptions must specify essential job functions.

    • 36” wide AISLES
    • 32” wide DOORS
A

Americans with Disabilities Act

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13
Q

Allows employees to transfer coverage of existing illness to new employer’s insurance plan.

A

Health Insurance Portability and Accounting Act (HIPAA)

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14
Q

Places limitations on persons who remain in the US longer than permitted by via and/or violate non-immigrant status.

A

Illegal Immigration Reform and Immigrant Responsibility Act

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15
Q

Analyzes all aspects of a job. Conducted to collect info for job description.

A

Job analysis

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16
Q

Reflects required skills and responsibilities for a job. Is useful for matching applicants to a job, for orientation and training, and employee appraisal.

A

Job description

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17
Q

Describes duties involved and qualifications required for a job. Does not detail what to do, or time involved. Used in hiring.

**Qualifications: EDUCATION and EXPERIENCE

A

Job specification

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18
Q

Outline of work to be performed. Includes tasks and tine, Used in training.

A

Work schedule

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19
Q

Details what to do and how to do it. Does not include time limits.

A

Job breakdown

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20
Q

Adding similar tasks to alleviate boredom.

A

Job enlargement.

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21
Q

Increases number of tasks and control employee has over job. Gives more decision-making power.

**Upgrades job by adding motivating factors!
(Maslow and Herzberg motivator)

A

Job enrichment

22
Q

**This law makes it illegal to ask a job candidate about race, religion, sex, nationality, age, and marital status.

Can ask after hire.
Can ask if worked here under a different age, and if reached legal working age.

A

Fair Employment Practice Law**

23
Q

This type of interview uses a checklist or planned strategy. Provides same information on all candidates.

A

Structured (directed)

24
Q

This type of interview does not use a definite checklist. Allows the applicant to direct the conversation and to provide more info/participation. Useful in assessing personal/communication skills.

**Used with higher levels of personnel, with sales, management, or counseling positions.

A

Unstructured (non-directed) interview

25
Q

Promotions are based on merit and seniority.

**Unions primarily use _____.

A

Seniority

26
Q

Transfer: to another job at approximately the same level with same pay, status, performance requirements

______: voluntary or involuntary termination

______: salary or wage (hourly earnings)

A

Transfer

Separation

Compensation

27
Q

Types of benefits-

**_________: payment REQUIRED BY LAW to ensure income in event of unemployment, injury, or death

A

**Statutory

28
Q

_________: Benefits or pay for time not worked

_________: Life and health insurance

A

Compensatory: Benefits or pay for time not worked

Supplementary: Life and health insurance

29
Q

Means of collective bargaining. One person represents a group of people to bargain with an employer.

A

Unionization

30
Q

The deduction of union dues from pay.

A

Check-off

31
Q

Type of shop that you MUST join the union AFTER being hired.

A

Union shop

32
Q

This type of shop describes the choice of being able to join the union, or NOT.

A

Open shop

33
Q

Type of shop that you MUST be a member of the union BEFORE you are hired.

A

Closed shop

34
Q

_____ and _____ shops are illegal in public employment or government jobs.

A

Union and closed shops

35
Q

In this type of shops, all workers must pay an agency fee, but are not required to join the union.

A

Agency shop

36
Q

Law that makes it illegal to fire an employee who refuses to join a union.

A

Right to work laws

37
Q

Law protects against unfair _______ practices-

  • Can’t force employees to join union (unless legal union shop exists)
  • Can’t pressure employers to force employees to join
  • Can’t refuse to bargain
A

Laws protect against unfair union practices

38
Q

Laws protect against unfair ________ practices-

  • Can’t interfere with formation of union
  • Can’t threaten employees or ask about union activities
  • Can’t discriminate against employees because of union activity
  • Can’t interfere with right to bargain or refuse to bargain
A

Laws protect against unfair employer practices

39
Q

Employees may join together to ______ as a group, _______ for better working conditions, and join a union _______ _____ ______ is it recognized by management.

A

Employees may

Join together to bargain as a group
Strike for better working conditions
Join a union whether or not it is recognized by management

40
Q

An employee who represents fellow employees as the union representative. Elected by other union members. Does not get extra pay.

A

Union steward

41
Q

_______ _______; one person represents a group of people to bargain with an employer.

A

Collective bargaining

42
Q

**Steps of Bargaining-

  1. Bargaining
    (between union steward and management)
    if that fails…
  2. _________
    (neutral person helps settle differences; not binding)
    if that fails…
  3. _________
    (hearing to dissolve the dispute; binding; FINAL STEP in bargaining)
A
  1. Bargaining
  2. Mediation
  3. Arbitration
43
Q

Before a change in policy can be made, it requires that __% plus __ are in favor of the change.

A

Before a change in policy can be made, it requires that 50% of the union plus 1 are in favor of the change.

44
Q

If non-unionized, grievances are settled informally between employee and supervisor.

**IF UNIONIZED, the contract states a _________, ________ grievance procedure.*

A

If non-unionized, grievances are settled informally between employee and supervisor.

**IF UNIONIZED, the contract states a WRITTEN, FORMAL grievance procedure.*

45
Q

Disciplinary action-

_______ warning
_______ warning
_______
_______

A

Oral warning
Written warning
Suspension
Dismissal

46
Q

Positive discipline practices-

Goal is to ____ the behavior and save the employee.
________ is last resort.
Corrective discipline should be ___ _____.
Compare performance with _______, not with another employee.
Reprimand ___________, show the employee how to improve performance.
Discipline should be ______, ______ and ______.

A

Goal is to CORRECT the behavior, and save the employee.
Punishment is LAST resort.
Corrective discipline should be IN PRIVATE.
Compare performance with STANDARDS.
Reprimand CONSTRUCTIVELY.
Discipline should be IMMEDIATE, CONSISTENT, AND IMPERSONAL.

47
Q

Best use of employee evaluation is to _____ _____ by providing feedback.

  • _____ ______: Rates employees on a scale
  • ______: Records performance, does not rate it. Y/N questions.
  • _______: Record incidents of positive and negative behavior.
  • ______-_____: Employee participation. Employee can become more involved and committed.
A

Improve performance by providing feedback.

Merit Rating: Rates employees on a scale

Checklist: Records performance, does not rate it. Y/N questions.

Critical incident: Record incidents of positive and negative behavior.

Self-assessment: Employee participation. Employee can become more involved and committed.

48
Q

Obstacles to effective evaluations-

____ _____: judge on most noticeable positive trait
________ ___ ______: rate everyone higher than they deserve
_____ ___ ____ ______: rate everyone as average

A

Halo Effect: judge on most noticeable positive trait

Leniency of Error: rate everyone higher than they deserve

Error of Central Tendency: rate everyone as average

49
Q

_______ ______: the shared philosophy, beliefs, expectations and attitudes that hold an organization together.

A

Organizational culture

50
Q

To develop a good relationship between management and staff-

  • Develop a ____ _____ _____
  • _____ and ____
  • _______ workers well
  • ______ good performance
  • Have fun
A
  • Develop a written mission statement
  • Integrity and trust
  • Train workers well
  • Reward good performance
  • Have fun

Domain 3: Management of Food and Nutrition Programs and Services (5 decks)

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