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HR Test 3 > Compensation Day 23 > Flashcards

Compensation Day 23 Flashcards

1
Q

Government regulation affects pay structure in the areas of (5)

A 
Equal employment opportunity
Minimum wage 
Pay for overtime
Child labor
Prevailing wages for federal contractors
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2
Q

Federal law that establishes a minimum wage and requirements for overtime pay and child labor

A

Fair Labor Standards Act (FLSA)

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3
Q

The lowest amount that employers may up under the federal or state law, stated as an amount of pay per hour

A

Minimum wage

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4
Q

Exempt vs nonexempt employees: exempt

A

Managers, outside salespeople, and other employees not covered by the FLSA requirement for overtime pay
Depends on job responsibility, salary level above $455 per week, and salary basis
Includes executives, administrators, and professional occupations

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5
Q

Exempt vs nonexempt employees: nonexempt

A

Employees covered by the FLSA requirements for overtime pay

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6
Q

This is required whether or not the employer specifically asked or expected the employee to work more than 40 hours

A

Overtime pay

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7
Q

Overtime rate is how many times the employees usual hourly rate?

A

1.5

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8
Q

Child labor laws children aged 16 and 17

A

May not be employed in hazardous occupations defined by the US dept of labor
Mining, meatpacking, factories

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9
Q

Child labor laws children aged 14 and 15

A

May work only outside school hours, in jobs defined as non hazardous, and for limited time periods

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10
Q

Child labor laws children under age 14

A

May not be employed in any work associated with interstate commerce
Exemptions include baby sitting, acting, and delivering newspapers

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11
Q

Under these laws, federal contractor must pay their employees at rates at least equal to the prevailing wages in the area

A

Prevailing wage

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12
Q

Prevailing wages are based on what percent of the local labor force?

A

30%

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13
Q

Two federal laws govern pay policies of federal contractors

A

Davis-bacon act of 1931

Walsh-Healy public contracts act of 1936

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14
Q

This act covers construction contractors that receive more than $2000 in federal money

A

Davis-Bacon Act of 1931

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15
Q

This act covers all government contractors receiving $10,000 or more in federal money

A

Walsh-Healy Public Contracts Act of 1936

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16
Q

A procedure in which an organization compares its own practices against those of successful competitors

A

Benchmarking

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17
Q

Benchmarking (6 ways)

A 
Conduct pay surveys - internal vs external
Trade and industry groups
Professional groups
Bureau of Labor Statistics (BLS)
Society for Human Resource Management
American Management Association
18
Q

This theory states that employees care about their pay relative to what others are earning and that these feelings are based on what employees perceive

A

Equity theory

19
Q

Organizations must take into account (8) on Pay Decisions

A 
Fairness
Pay structure
Job structure
Pay level
Pay grades
Pay ranges
Pay differentials
Alternative pay structures
20
Q

This reflects decisions about the relative value of each job (job structure) and how much to pay (pay level). It should reflect what the organization knows about market forces, unique goals, and relative contribution of each job towards goals

A

Pay structure

21
Q

The organizations pay structure should reflect what the organization knows about (3)

A

Market forces
Unique goals
Relative contribution of each job towards goals

22
Q

An internal structure showing the relative contribution of its various jobs; the relative value of each job

A

Job structure

23
Q

An administrative procedure for measuring the relative internal worth of the organization’s jobs

A

Job evaluation

24
Q

Job evaluation is based on

A

Compensable factors, or characteristics of the job that the organization values and will pay for

25
Q

Job analysis helps identify (3)

A

Job difficulty, demands, and required qualifications

26
Q

Average amount the organization pays for a particular job including wages, salaries, and bonuses

A

Pay level

27
Q

Pay level includes a number of different factors (3)

A

Hourly wage vs salary
Piecework rate
Bonuses

28
Q

Sets of jobs having similar worth or content, grouped together to establish rates of pay

A

Pay grades

29
Q

Drawback of pay grades

A

Not all jobs in each grade will have the same number of job evaluation points (level of importance)

30
Q

A set of possible pay rates defined by a minimum, maximum, and midpoint of pay for employees holding a particular job or a job within a particular pay grade
Widest in high level jobs, as they have more effect on organizational performance

A

Pay ranges

31
Q

Adjustment to pay rate to reflect differences in working conditions or labor markets

A

Pay differential

32
Q

This is the organization’s formal policy on pay

A

Pay structure

33
Q

The ratio of average pay to the midpoint of the pay range

A

Compa-Ratio (CR)
>1 = average is above midpoint
<1 = average is below the midpoint

34
Q

Reducing the number of levels in the organization’s job structure

A

Delayering

35
Q

Delayering: more assignments are combined into a single layer called

A

Broad bands

36
Q

Pay structures that set pay according to the employees’ level of skill or knowledge and what they are capable of doing

A

Skill-based pay systems

37
Q

This is appropriate in organizations where changing technology requires employees to continually widen and deepen their knowledge

A

Skill-based pay systems

38
Q

Law that ensures employers make jobs available for active military when they return for up to 5 years

A

Uniformed services employment and reemployment rights act (USERRA)

39
Q

Equity theory: if employees see their pay as equitable,

A

Then their attitudes and behavior continue unchanged

40
Q

Equity theory: if employees see themselves as receiving an advantage,

A

Then they usually rethink the situation to see it as merely equitable

41
Q

Equity theory: if employees conclude that they are under-rewarded,

A

Then they are likely to make up the difference by stealing, reducing effort, or withdrawal

HR Test 3 (4 decks)

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