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PHR > Employee & Labor Relations > Flashcards

Employee & Labor Relations Flashcards

1
Q

see what HR functions need to be done, identify opportunities for improving business results, identify organizational risk

A

HR Audits

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2
Q

lockout/tagout applies to machinery that may start unexpectedly

A

Control of Hazardous Energy

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3
Q

sudden/unexpected negative change, cancellation of major contract or natural disaster

A

Unforeseeable Business Circumstance

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4
Q

Clayton Act (1914)

A

limited use of injunctions to break strikes

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5
Q

protect from injury resulting from direct/indirect contact with electrical currents

A

Selection and Use of Electrical Work Practices

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6
Q

Union Unfair Labor Practices

A
  • when another union has been lawfully recognized as bargaining rep
  • when representation election has been held in previous 12 months
  • when petition isn’t filed within 30 days of picket start
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7
Q

employer agrees not to say/do anything in opposition of union

A

Neutrality Agreement

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8
Q

steps to prevent exposures, control plan with post exposure evaluation, follow up, recordkeeping, incident evaluation procedures

A

Blood-Borne Pathogens

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9
Q

mitigate employers responsibility if workers actions contributed in any way to injury

A

Doctrine of Contributory Negligence

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10
Q

employer agrees to recognize union based on signed authorization card

A

Card Check Election

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11
Q

Taft Hartley Act (1947)

A
  • Labor Management Relations Act, response to employer complaints of union abuse
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12
Q

Victor Vroom

A

Expectancy Theory: motivated by expectation of reward, level of effort to obtain vs reward value

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13
Q

rank employees according to bell curve, small number at high and low end, majority in middle

A

Forced Ranking

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14
Q

when either 500 employees are laid off or 33% of workforce with at least 50 employees

A

Mass Layoff

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15
Q

4 Types of Culture

A

market: results-based, competitive, profit focused
adhocracy: risk-driven, visionary, entrepreneurial
clan: collaborative, consensus based, shared value
hierarchy: structured work environment, established procedures, organized tasks

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16
Q

where employees come in contact with hazardous materials, compressed gases, explosive blasting agents, liquid petrol, ammonia

A

Personal Protective Equipment

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17
Q

inform employees of appropriate procedures to follow during fire or evacuation, designate employees to remain behind, training and safety officer

OSHA Standard

A

Emergency Action Plans

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18
Q

state what employee may or may not do to comply with policy

A

Work Rule

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19
Q

lists of statements, phrases or words to describe levels of performance, weighted and calculated (always finishes work on time)

A

Checklists

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20
Q

combine qualitative and quantitative data, compare performance against specific examples of behavior attached to numerical rating (5: greets customer warmly 1: rude to customers)

A

Behaviorally Anchored Rating Scales (BARS)

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21
Q

all employees compared to one employee at a time

A

Paired Comparison

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22
Q

Norris-La Guardia Act (1932)

A

organize and strike without interference of federal injunctions, outlawed yellow dog contracts (employee signed to prevent union joining)

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23
Q

review conducted by someone other than supervisor, HR or outside organization

A

Field Review

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24
Q

when union withdraws petition prior to election, no election for 6 months

A

Prior Petition Bar

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25
Q

employment actions are taken in accordance with established procedures, notifying employees of pending actions and providing opportunity to respond to allegations before final adverse employment decision

A

Due Process

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26
Q

Risk Management (4 Tenants)

A

Mitigation: minimizes risk
Acceptance: manages risk if it occurs
Avoidance: eliminates risk
Transfer: used insurance to cover the risk

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27
Q

Clayton Aldefer

A

ERG Theory: 3 levels of needs: Existence, Relatedness, Growth

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28
Q

sharing of values and beliefs, and behavior related to them

A

Organizational Culture (why)

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29
Q

letter to employer, union claims to represent majority of workers

A

Demand for Recognition

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30
Q

J Stacey Adams

A

Equity Theory: people constantly measure what they put into work against what they get

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31
Q

broad guidelines developed by employer to guide organizational decisions

A

Policy

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32
Q

process of reviewing how well employees perform their duties in specific period, provides documentation for positive/negative employment decisions

A

Performance Appraisal

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33
Q

require employers to provide job and workplace environment free from recognized health and safety hazards that could potentially cause death/serious harm

OSHA Standard

A

General Duty Standard

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34
Q

Worker Adjustment & Retraining Notification Act (1988)

A
  • protection for workers in event of mass layoffs or plant closings
  • applies to companies with 100 FT employees or 100 FT/PT with aggregate of 4000 hours worked
  • 60 days notice given to individual or union rep
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35
Q

BF Skinner

A

Operant Conditioning: positive/negative reinforcement, punishment, extinction

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36
Q

colors to be used for different levels of warnings, biohazard, slow moving vehicle signs

A

Specifications for Accident Preventions Signs & Tags

37
Q

written document used to describe possible disruptions to operations and actions to be taken to minimize those disruptions and assigning responsibility for executing the plan to specific individuals

A

Business Continuity Plan

38
Q

OCEAN traits predictive of success

A 
Openness
Conscientiousness
Extroversion
Agreeableness
Neuroticism
39
Q

Sherman Antitrust Act (1890)

A

control monopolies to restrict trade, allowed injunctions to be used against any person or group conspiring to restrain trade

40
Q

Employee Life Cycle

A

Attraction, Recruitment, Onboarding, Development

Retention, Separation, Alumni

41
Q

Unlawful Strikes

A
  • support union unfair labor practices
  • violate a no-strike clause
  • strikers engage in misconduct
42
Q

establish permissible noise levels, hearing-conservation programs, audiometric testing

A

Occupational Noise Exposure

43
Q

Americans with Disabilities Act

A
  • develop and implement guidelines for employees to follow when requesting an accommodation
  • 15 or more employees
44
Q

wants employer to recognize union, limit of 30 days

A

Recognitional Picketing

45
Q

clean workplace to extent type of work allows

A

Sanitation

46
Q

describe major fire hazards and appropriate procedures for handling/storage of hazardous materials to prevent them

A

Fire Prevention Plan

47
Q
  • 50 or more FT employees lost job because single facility shuts down
  • staggered reduction, if total reductions within 90 day period trigger notification requirement
A

Plant Closing

48
Q

employee to act with reasonable skill/care in course of performing work for employer

A

Duty of Diligence

49
Q

absolved employers of responsibility if coworkers action caused injury

A

Fellow Servant Rule

50
Q

atmosphere must be tested, other personnel required to be in close proximity

A

Permit Required Confined Spaces

51
Q

Trade Adjustment Assistance

A

assist lost jobs due to increase in imported goods, 3 or more works apply to DOL Division of TAA, retraining and reemployment services, allowances, reimbursement of job search expenses

52
Q

numeric or phrases (meets/exceeds), attempt to quantify a subjective process

A

Rating Scales

53
Q

describes how people feel about an or based on observable practices and employee perceptions

A

Organizational Climate (how)

54
Q

supervisor makes notes of successful and unsuccessful performance issues during review period

A

Critical Incident

55
Q

ongoing process of providing feedback for employees about their performance or develop them into productive contributors

A

Performance Management Programs

56
Q

6 Job Stressors

A

task design, management style, interpersonal relationships, work roles, career concerns, environmental conditions

57
Q

provide further explanation, more details on policy application

A

Procedure

58
Q

when employer terminates for reason prohibited by statute or breaches contract, member of protected class, retaliation

A

Wrongful Termination

59
Q

employees involvement in decisions that affect themselves/coworkers

A

Co-Determination

60
Q

employees may petition if dissatisfied with unions performance, require signature of 30% of employees

A

Union Decertification

61
Q

NLRB won’t direct an election while unit covered by CBA

A

Contract Bar

62
Q

Labor Management Reporting & Disclosure Act (1959)

A

placed controls on internal union operations, right to sue union, elections conducted no less than every 3 years (local), 5 years (international)

63
Q

Lawful Strikes

A
  • in effort to obtain better pay, hours, working conditions
  • employer committed unfair labor practice
  • may hire permanent replacements, aren’t required to rehire strikers if replacements would be fired
64
Q

when NLRB certified bargaining representative, election won’t be ordered for at least one year

A

Certification Year Bar

65
Q

provide information about physical/health hazards related to use of chemicals

A

Hazard Communication Standards

66
Q

company actively seeking additional funding, giving notice would negatively affect obtaining the funds

A

Faltering Company Exception

67
Q

individuals total immersion into their work, socially, physically, mentally, invested in success of company

A

Employee Engagement

68
Q

evaluate likelihood that losses will occur, threats and vulnerabilities must be evaluated for degrees of risk

A

Risk Assessment

69
Q

employee to act in best interest of employer and not solicit work away from employer to benefit themselves

A

Duty of Loyalty

70
Q

3 States of Stress

A

Arousal
Resistance
Exhaustion

71
Q

employee to act within authority granted by employer and to follow employers reasonable and legal policies, procedures and rules

A

Duty of Obedience

72
Q

barred when pending ULP charge

A

Blocking-Charge Bar

73
Q

harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities

A

Job Related Stress

74
Q

provide adequate first aid supplies, medical personnel available or train workers

A

Medical Services & First Aid

75
Q

union wants to attract employees to become members

A

Organizational Picketing

76
Q

Wagner Act (1935)

A
  • Labor Bill of Rights, created National Labor Relations Board
77
Q

employees listed from highest to lowest performer

A

Ranking Comparison

78
Q

science that address the way a physical environment is designed and how efficient/safe that design is for people in environment

A

Ergonomics

79
Q

if employer voluntary recognized union as rep for unit, election barred to allow parties to negotiate contract

A

Voluntary-Recognition Bar

80
Q

NLRB will hold election if 30% of eligible employees sign ______

A

Authorization Cards

81
Q

prohibits where union had election in prior 12 month period

A

Statutory Bar

82
Q

maintain union but remove security clause such as union shop, dues check off, maintenance of membership clause

A

Union Deauthorization

83
Q

action by employer or union that restrains or coerces employees from exercising rights to organize and bargain collectively

A

Unfair Labor Practice

84
Q

advise public of union free workplace

A

Informational/Publicity Picketing

85
Q

Workforce Investment Act

A

improve workforce quality, enhance national productivity and competitive ability, reduce reliance on welfare

86
Q

workers who knew dangers of job when they took it, assumed associated risks, level of pay reflected danger

A

Voluntary Assumption of Risk

87
Q

Railway Labor Act (1926)

A

avoid interruptions due to strikes, protect rights of employees to join union, 90 day cool off period to prevent strikes in national emergencies

88
Q

combination of legitimate business reason to conduct search and clearly stated policy that employer can demonstrate was communicated to employees

A

Reasonable Expectation of Privacy

PHR (5 decks)

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