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HRM 360 > HRM 360 Exam 2 > Flashcards

HRM 360 Exam 2 Flashcards

1
Q

Insurance premiums have risen _______ over the past 20 years while wages have risen _______.

A

145-150%, 40%

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2
Q

Acupuncture, Massage, and Herbal Medicine are considered _______.

A

Alternative Healthcare

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3
Q

A general term for a medical plan that seeks to ensure that the treatments a person receives are medically necessary and provided in a cost-effective manner.

A

Managed care

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4
Q

Having high deductibles, limiting types of benefits, and decreasing administrative benefits is _______.

A

Cost containment

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5
Q

Wrote the book, “Catastrophic Care” after his father died in the hospital.

A

David Goldhill

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6
Q

Expanded employees’ rights from 1964. Plaintiff can have a jury trial for discrimination. Compensatory and punitive damages.

A

Title VII of the Civil Rights Act of 1991

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7
Q

The act requires that men and women be given equal pay for equal work in the same establishment.

A

Equal Pay Act

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8
Q

Creates significant difficulty that disrupts business, EEOC says significant difficulty or expense. Will depend on the employer’s size. Confer with legal counsel.

A

Undue hardship

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9
Q

Prohibits discrimination against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, and training.

A

American Disabilities Act

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10
Q

Travel time associated with overnight stays generally is considered compensable work time when the business travel cuts across the nonexempt employee’s normal work hours, regardless of what day of the week the travel takes place. What act regulates this?

A

Fair Labor Standards Act

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11
Q

_______ and _______ are important benefits to the diverse group of employees in companies in general.

A

Benefits, work-life balance

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12
Q

By 2020 an estimated shortage of doctors will be at a staggering number of _______ thousand.

A

9

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13
Q

Medicare and Social Security were created for retirement, true or false.

A

False

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14
Q

Name a company with a wellness plan that affects the bottom line.

A

company that visited class

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15
Q

What is the first step in finding out your employee’s health within a company?

A

Health risk assessment

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16
Q

Provides individuals and their dependents with an opportunity to continue their coverage under an employer’s group plan for a period of time after that coverage otherwise might have been terminated.

A

COBRA

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17
Q

Requires employers employing at least 50 employees to provide 12 weeks of unpaid leave in any 12-month period for :
- Birth of a child
- Serious health condition of a spouse, child, or parent
- Serious health condition of the employee

A

Family Medical Leave Act (FMLA)

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18
Q

_______ drives engagement at work and can be a retention tool.

A

Perks

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19
Q

A federal law that sets minimum standards for pension plans to regularly provide participants with information about plan features and funding; sets minimum standards for participation, vesting, benefit accrual and funding; requires accountability of plan fiduciaries.

A

Employee Retirement Income Security Act (ERISA)

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20
Q

The present health care reform law. This legislation creates a number of issues for employers that sponsor group health plans. Extended dependent coverage for adult children up to age 26. Elimination of pre-existing condition exclusions for children. Prohibitions on the recession of health care coverage. Limits on reimbursing over-the-counter medications. Compliance with nondiscrimination rules for fully insured plans.

A

Patient Protection and Affordable Care Act (PPACA)

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21
Q

A fund is created by the employer, employee, or jointly that is used to pay the first x dollars of health care expenses.

A

Health Savings Account (HSA)

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22
Q

Mandatory benefits required by the government are:

A

Social security, FIFA

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23
Q

These organizations cover all services for a fixed fee but exercise control over which doctors and health facilities a member may use.

A

Health Maintenance Organizations (HMOs)

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24
Q

Gives each employee a set amount of money annually with which to purchase health care coverage which involves a high deductible plan but is combined with an FSA or HRA.

A

Consumer-driven healthcare

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25
Q

The answer to our healthcare reform is _______.

A

Transparency & consistency

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26
Q

Consolidates pay grades and ranges. Flattens corporate hierarchies. Emphasizes teamwork.

A

Broadbanding

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27
Q

3 common types of pay structures: _______, _______, _______.

A

Exempt & nonexempt, job families, geography

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28
Q

Not subject to overtime provisions. Salaried supervisors, managers, professionals, and executives.

A

Exempt

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29
Q

Employees become more valuable over time, this is the basis for what type of pay?

A

Seniority Pay

30
Q

Straight _______: based on a fixed percentage of sales price.

A

Commission

31
Q

This type of raise reflects prior job performance levels and can be used to motivate and become meaningful if consistent.

A

Merit-based pay

32
Q

There is a minimum and maximum within a pay grade. Research suggests an employee is competent at what point _______.

A

Midpoint

33
Q

Name the type of pay grade used by ORNL or UT.

A

ladders and bands, job families

34
Q

The range a salary for certain positions with a minimum and maximum.

A

Pay grade

35
Q

What type of pay grade pays maximum for length of service and helps to reduce employee turnover is used for most government employees.

A

Longevity

36
Q

The process measures the degree to which an employee accomplishes work requirements.

A

Performance appraisal

37
Q

The process provides an opportunity for the employees and the performance manager to discuss development goals and jointly create a plan for achieving those goals.

A

Performance management

38
Q

The HR professional interviews the supervisor and takes notes concerning the performance of each employee. Notes are compiled by HR and comparisons ratings are arrived at for each employee.

A

Field review

39
Q

Rate the behaviors of each employee; then you anchor each behavior to points on a rating scale, which indicates whether the behavior is exceptional, excellent, fully competent, or unsatisfactory. The result is rating scale for each task.

A

BARS

40
Q

Results from employees that match the organizational goals and objectives for a specific period of time.

A

Performance Standards

41
Q

Increasing work site wellness and helping other employees understand the benefits of well-being.

A

Wellness champion

42
Q

Seeking preventive care and understanding ER visits can be unnecessary and other ways to treat minor illnesses.

A

Demand management

43
Q

_______ is having time for work, family, and social time.

A

work-life balance

44
Q

Average cost of health insurance in the last 5 years.

A

$10-12K

45
Q

Strength and vitality are needed to sustain physical and mental activity.

A

energy

46
Q

Fair treatment of employees, partners and trains management on fairness issues, employee morale, employee treated with respect and dignity.

A

employee relations

47
Q

A broad statement that reflects an organization’s philosophy, objectives or standards concerning a particular set of management or employee activities.

A

policy

48
Q

This person organized the first union and established the AFL. Fair treatment of employees, partners and trains management on fairness issues, employee morale, employee treated with respect and dignity.

A

Samuel Gompers

49
Q

A statute that prohibits union security agreements, or agreements between labor unions and employers the extent to which an established union can require employees’ membership, payment of union dues, or fees as a condition of employment, either before or after hiring. Right-to-work laws exist in 23 US states, mostly in the southern and western US. Such laws are allowed under the 1947 Taft-Hartley Act.

A

Right to go to work without joining a union

50
Q

A wrongful act damage or injury done willfully, negligently or in circumstances in which a person their property or their reputation is harmed.

A

tort

51
Q

Title VII of the Civil Rights Act protects employees from discrimination based on race, color, religion, national origin, and sexual orientation.

A

True

52
Q

The Age Discrimination in Employment Act protects employees aged 40 years old and older from discrimination.

A

True

53
Q

The Family and Medical Leave Act provides up to 12 weeks of paid leave in any 12-month period for an employee to take care of an immediate family member with a serious health condition.

A

False

54
Q

“Reasonable accommodation” under the Americans with Disabilities Act means employers must modify a job or the job environment to enable a qualified individual with a disability to perform the essential functions of the job.

A

False

55
Q

The Equal Employment Opportunity Commission is the federal agency that investigates and enforces employment discrimination law.

A

True

55
Q

The Civil Rights Act applies to all organizations regardless of size.

A

False

56
Q

Because of the employment-at-will doctrine, an employer can terminate an employee for cause or for no cause; there are no exceptions.

A

False

57
Q

Adverse impact may occur in the hiring process when a seemingly non-discriminatory employment policy has a statistically detrimental effect on minority applicants.

A

True

58
Q

Affirmative action requires the hiring of minority workers, regardless of qualifications, to meet pre-set statistical quotas.

A

False

59
Q

In most jobs, the employer can require retirement at age 65.

A

False

60
Q

For an issue to be considered by the EEOC, a discrimination complaint must be filed within 300 days of the incident.

A

False

61
Q

If the EEOC investigation determines probable cause, the next step is to attempt conciliation with the employer.

A

True

62
Q

Most claims filed through the EEOC are actually litigated by the EEOC

A

False

63
Q

Most claims are resolved through mediation or some other form of alternate dispute resolution, eliminating the cost and time involved in litigation.

A

True

64
Q

The first element of an affirmative defense requires that HR have in place anti-discrimination policies; a complaint procedure; and a process to investigate and manage a complaint when it occurs.

A

True

65
Q

The victim of harassment can go directly to the EEOC to file a complaint and has no obligation to report the offending behavior through the organization’s complaint process.

A

False

66
Q

Most organizations focus training on sexual harassment.

A

True

67
Q

The most common perpetrator of quid pro harassment is the victim’s coworker.

A

False

68
Q

Organizations should have a well-crafted employee handbook but it is not necessary to include an employment-at-will clause.

A

False

69
Q

The EEOC was created by Title VII of the Civil Rights Act.

A

True

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