Domain III, Topic B, Human Resources Flashcards
____________ compensation: Insurance against loss of income
a) Must be employed for specific time, able and willing to work, unemployed through no fault of their own; employers pay tax on payroll
b) Each state has own laws that define benefits in accordance with minimum federal standard
Unemployment
________ compensation: Administered by state
a) Insurance covering employers’ liability for the costs of any accident incurred by an employee in connection with their job
b) Must furnish a safe place to work, competent supervision, instructions
Workman’s
________ _____ ________ Act (Wagner Act 1935)
a) guaranteed right to organize and join labor unions
b) gave union the right to be the bargaining agent
c) created the National Labor Relations Board (NLRB)
National Labor Relations Act
____ _______ Labor Act
- Labor Management Relations Act 1947
a) Balanced powers of labor and management; amended Wagner Act
b) Outlawed the closed shop; limited union shop to one year
c) Government can obtain injunction against strikes that endanger national health or safety
d) Specified unfair labor practices of the union
Taft Hartley
Landrum - Griffin, _____ __________ _________ and __________ Act 1959
a) Bill of rights for union members; regulates internal union affairs
Labor Management Reporting and Disclosure
_____ ______ Act 1964
a) Prevents discrimination on basis of race, color, national origin; prohibits sexual harassment
b) Overseen by the the EEOC (Equal Employment Opportunity Commission)
Civil Rights
_____ __________ ___________ Act 1972
a) Prevents discrimination based on race, color, religion, sex, national origin, political affiliation, overseen by EEOC (Equal Employment Opportunity Commission)
Equal Employment Opportunity
____ _____ Standards Act 1938
a) May be called Minimum Wage or Wage Hour Law; set minimum wage
b) For overtime work (over 40 hours in 1 week) must pay time and one half
c) Minimum Wage - listed at Beureau of Labor Standards
d) Amendment - Equal Pay Act 1963 - Prohibits discrimination on basis of sex
e) Donated (tolerated) time - compensable - must be paid
f) Child Labor laws regulate work hours and duties of children
1) In food service, students can handle and clean cutters and slicers only if enrolled in food related program
g) Occupations EXEMPT from minimum wage and overtime requirements: executive, administrative, professional, outside salespersons
Fair Labor
___ ______________ in Employment Act 1967
a) Prevents discrimination due to age
Age Discrimination
_______ and _______ Leave Act 1993
a) Applies to public agencies and private agencies employing >50 workers
b) Up to 12 workweeks of unpaid, job protected leave during any 12 months for: birth or placement of a child for adoption, to care for an immediate family member, or medical leave for a serious health condition
c) when you return you are guaranteed an equal job, but not the same job
Family and Medical Leave Act
_________ with ____________ Act 1992
a) Covers employers with 15 or more employees
b) Must provide “reasonable accommodations” - remove barriers, have wide aisles (36” and doors (32”), install ramps, lower shelves and phones, rearrange tables and chairs, flashing alarm lights
c) To comply, job description must specify essential job functions
Americans with Disabilities Act
______ _________ ___________ and _____________ Act (HIPPA) 1996
a) Allows employees to transfer coverage of existing illness to a new employer’s insurance plan
Health Insurance Portability and Accountability Act
__________ ____ ___ (ACA) 2010
a) Expanded healthcare coverage available to employees and their families
Affordable Care Act
Job ________
- Studies all aspects of job, done by worker and their supervisor
a) conducted first to collect info for job description
Analysis
Job ___________
- Reflects required skills and responsibilities
a) matches applicants to job, orientation and training, employee appraisal
description
Jop _____________
- Duties involved, conditions, qualification (education, experience); written for each job
a) Used in selection and placement of employees (hiring)
b) Does not have detailed information as to what to do or time involved
Specification
Work ________
- Hour by hour, training, tasks and time
Schedule
Job _________
- What to do and how to do it
- No time limits
Breakdown
Job ___________
- More similar tasks to alleviate boredom
Enlargement
Job __________
- Upgrades job by adding motivating factors
a) Increases number of tasks and control the employee has over the job
b) Maslow and Herzberg motivator (advanced training0
Enrichment
_________
- Locate most qualified person for job
a) Sources; internal (promotion, transfer, rehire), external (ads, agencies, unions)
b) Fair employment practice law (adopted by states) - makes it illegal to ask about a candidate’s ace, religion, sex, national origin, age, marital status (after hire, can ask). Check with personnel department regarding restrictions
Recruiting
_________ _______: application, screening
a) Compare skill, knowledge, education with job requirements
b) pre - employment testing, background and reference checks
Selection Process
Types of interviews
1) __________ (directed): use checklist or preplanned strategy; gives same information on all; minimizes personal bias
2) ____________ (non - directed): no definite checklist; more participation from applicant; “Tell me about your last job”; sales, counseling, management
Structure, unstructured
_________
- To a job involving higher pay, status, performance needs
a) can serve as an incentive for improved performance
b) basic criteria - merit, seniority
c) may cause resentment in those bypassed
Promotion
_______
- To another job at approximately the same level with basically the same pay, status, performance requirements
a) Permits placement of employees in jobs where need for their services is greatest, or in jobs they prefer
Transfer
__________
- Either voluntary or involuntary termination of an employee
a) an exit interview can help identify personnel related problems
Separation
____________
a) ______ - Earnings of managerial and professional personnel
b) _____ - hourly earnings of employees covered by the Fair Labor Standards Act
Compensation, Salary, Wages
________
a) _________ - payment required by law to ensure income in event of unemployment, injury or death (must be provided)
b) ____________ - benefits or pay for time not worked
c) ____________ - life and health insurance
Benefits, statutory, compensatory, supplementary
____________ -Means of collective bargaining
1) _____ Membership
a) Check - off is the deduction of union dues from pay
b) union shop - must join union after being hired
c) open shop - can join union or not
d) closed shop - must be a member of the union first before hiring (union and closed shops are illegal in public employment)
e) Agency shop - All workers must pay agency fee, but not required to join union
f) Right to work laws - illegal to fire an employee who refuses to join a union even if contract has a union shop clause
Unionization, Union
Protection against unfair _____ practices
1) Cannot force employees to join unless legal union shop exists
2) Cannot pressure employers to force employees to join, or discriminate against those who don’t join
3) Cannot refuse to bargain collectively with employer, engage in secondary boycotts, charge excessive fees, or cause an employer to pay for services not performed
Union
Protection against unfair ________ practices
1) Cannot interfere with formation or administration of labor organizations; cannot threaten employees or ask the about their union activities
2) Cannot discriminate against employees in hiring or tenure because of union activity or because they have filed charges against the company
3) Cannot interfere with right to bargain collectively; cannot refuse to bargain
employer
________ rights
1) May join together to bargain as a group
2) Can strike for better working conditions
3) Can join a union whether or not it is recognized by management
Employee
Union _______
- An employee who represents fellow employees as the union representative
1) The _______ does not get extra pay for serving
Steward
__________ Bargaining
- One person represents a group of people to bargain with the employer
a) Strategies: get opposition into a good frame of mind, make “blue sky “demands or ask for twice what you expect to get, then bargain down
b) Steps in order
1) Bargaining between union steward and management
2) If that fails: mediation - neutral person helps settle difference; decision not binding
3) If that fails: arbitration - hearing to dissolve a dispute during an impasse; decision is usually binding FINAL step in bargaining
Collective
Other __________ bargaining options
a) Injunction - court order to prevent someone from doing something
b) Management must be present at bargaining sessions
c) Before a change in policy can be made, it requires that 50% of the union voting plus one are in favor of change
d) In general, seniority is used for promotion, schedules, layoffs
Collective
If ___ - _________, grievances are settled informally by employee and supervisor
If _________, the contract states a written formal grievance procedure
non - unionized, unionized
____________ action
- Steps taken to correct undesirable behavior
a) ____ warning - discuss nature, cause, corrective actions; temporary in record
b) _______ warning - repeat violation or as first action if warranted; permanent in employee record
c) __________ - forced leave of absence without pay; permanent record
d) Dismissal
Disciplinary, Oral, written, suspension
Positive __________ Practices
- ___________ (key element) allows an employee to feel that any other employee would receive the same discipline for committing the same offense.
- Disciplinary action is the result of an employee’s behavior and not personality conflicts.
- Focus on Behavior, on observation, and provide alternative
- Documentation on employee behavior includes conduct, performance, appearance, and work availability, which are a part of progressive discipline
Discipline, consistency
Guidelines for positive __________
a) Use punishment as a last resort
b) The goal is to correct behavior and save employee
c) Be sure employee is aware of the severity of the problem as well as the organization’s standards
d) Corrective discipline should be meted out in private
e) Compare the employee’s performance with department standards rather than to another employee
f) To reprimand constructively, show the employee how to improve their performance
Discipline
Best use of an employee _________ is to improve their performance by providing feedback
evaluation
________ are evaluative dimensions against which an employee’s behaviors are measured; performance expectation that the employee strives to attain
Criteria
Performance indicators
1) A _____ rating scales with assigned point values
2) A _________ uses list of questions or statements to be answered yes or no
3) A ________ ________ - is a record of incidents of positive and negative behavior
4) A ____ - __________ allows an employee to become more involved and committed; participation may help clarify their role and reduce role conflict
Merit, Checklist, critical incident, self - assessment
_________ to effective appraisals in performance analysis include
a) ____ effect - Judge on most noticeable positive trait
b) ________ of error - rate everyone higher than they deserve
c) Error of _______ ________ - Rate everyone as average
Obstacles, Halo, leniency, central tendency
______________ culture is the shared philosophy, beliefs, expectations and attitudes that hold an organization together
Organizational
To develop a ____ ____________ between management and staff
a) Have a written mission statement
b) Have integrity and build trust
c) Train workers well and reward good performance
d) Find ways to have fun at work and outside of work
good relationship
