Human Resources Flashcards
What is Adverse Impact?
Under the Civil Rights Act of 1964 and its amendments, adverse impact occurs whenever the selection rate for any protected group is less than 80% of the rate for the group with the highest rate.
What is the focus of Adverse Impact?
The focus is on the hiring standard used by the employer as a method of screening applicants. “The burden of proof is on the employer to show that hiring standard is job related.”
What is Affirmative Action?
Review of a facility’s hiring practices (recruiting, advertising, and data on the applicants) by the federal gvt to ensure conformity to the 1964 Civil Rights Act and its amendments.
What types of things are not allowed to be discriminated against because of the Civil Rights Act of 1964.
Age
Sex
Marital Status
Race
Religion
Handicap
National Origin
Can legal violations be processed if it is determined the facility has discriminated?
Yes
Arbitration
Utilization of a third party to resolve disputes. As used here, this concept is related to facilities that have unions. The third-party hears the argument on both sides and then makes a decision that is binding on both parties.
Bargaining Unit
Determination by the National Labor Relations Board of which workers will be grouped together for the purposes of forming or taking steps towards forming a union.
Benefits (Fringe Benefits)
Compensation other than cash wages paid to workers, such as paid vacation/leave, paid health insurance, and retirement plans.
Career Ladder
Paths or promotion routes established by the organization along which employees can seek to progress.
Such as financial assistance and release time to CNAs who seek to become a licensed nurse, or a LPN who wants to become a RN.
I am a prime example of using the ladder.
Career Paths
Defined avenues for upward mobility available to employees within an organization
(similar to career ladder)
Clinical Approach to Hiring Decision
A hiring technique in which the employer makes the decision after reviewing all the info in hand about the match of the applicant and the job.
Coaching
Either help given by a superior to a subordinate, or personal assistance from a person who is not the employee’s superior, but may be a manager of another division, or from outside the company.
Collective Bargaining
Bargaining by groups of workers recognized and constituted through supervised election procedures under the National Labor Relations Board.
Compensation Management
Determining and administering wage, incentive, and benefit programs for a facility.
Compensation Theory
Ideas or approaches to the functions of wages and benefits in motivating employees to meet the requirements of the employer
(Related to Equity Theory)
Controlling (Managerial Behavior)
Determination by administration of how well jobs have been done and what progress is being made to achieve the organization goals, then taking necessary corrective actions to achieve these goals.
Cost of Living Allowance
(COLA)
Upward adjustment in wages during times of inflation to assist workers to maintain their purchasing power.
Cultural Competency
The ability of service agencies to understand the world view of clients of different cultures, and adapt practices to ensure their effectiveness.
Cultural Diversity
The mosaic of individuals and groups with varying backgrounds, experiences, styles, perceptions, values, and beliefs.
Discrimination
The use of any selection procedure which has an adverse impact on the hiring, promotion or other employment or membership opportunities of members of any race, age, religion, marital status, sex, or national origin
Employee Assistance Program
(EAP)
24-hour, 7-day-a-week confidential telephone service providing assistance to employees on matters such as child and elder care, substance abuse, financial counseling, etc.
Employee Handbook
A compilation of the facility policies that directly relate to work conditions. It is often treated as a binding contract by the courts.
Empowerment
The concept of encouraging and authorizing workers to take initiative to improve operations, reduce costs, and improve quality of life.
Equal Employment Opportunities Commission
(EEOC)
The organization was created by the Civil Rights Act of 1964 to carry out the provisions of that act. Also administers ADA, ADEA, Equal Pay Act, Pregnancy discrimination, GINA, and other acts.
Equity Theory
Concept that employees seek an exchange in which their wages and benefits are equal to their work effort, especially when compared to wages and benefits being paid to similarly situated co-workers.
Error of Central Tendency
Error by supervisors using rating scales in employee evaluations when consistently giving only moderate scores to employees on performance appraisals, regardless of whether the employee is a poor or an outstanding performer.
Federal Mediation and Conciliation Service
(FMCS)
A federal agency making government facilities available for conciliation, mediation, and voluntary arbitration of labor disputes.
Expectancy Theory
Belief that the level of motivation to perform (make an effort at work) is a mathematical function of the expectations individuals have about future outcomes multiplied by the value the employee places on these outcomes.
Flex Time
A program allowing employees to choose the hours they work, so long as they put in the expected number of hours per time period.
Flexible Spending Account
(FSA)
An optional benefit in which employees can set aside a designated amount of funds for future medical services. As medical services are incurred, the charge is made against the account. The funds are usually a pre-tax withdrawal from their check.
This benefit must be a careful calculation and is usually for persons that have consistent or relatively high medical expenses.
Funds not used cannot be carried over to the next year.
Global Rating
A summary score based on the components of a performance appraisal.
Goal Setting
Setting of objectives to be achieved by an employee before the next performance appraisal.
Grievance Procedure
The established method, and outlined in the employee handbook, by which an employee can have any decision of a supervisor reviewed by higher level managment with the organization.
Halo Effect
Error made by supervisors using rating scales in an employee evaluation where they value one particular type of job behavior and permit the presence or absence of that one trait to color several or most other trait ratings.
Health Insurance
A fringe benefit available to many nursing facility employees. Typically the employee is covered free or shares in the cost, and can obtain family coverage for an additional periodic payment.
Health Insurance Portability Accountability Act
(HIPPA)
Established principles of patient privacy and confidentiality regarding use and misuse of their personal medical information and records, as well as standards for communication, storage and transmission of information.
In Migration–Out Migration
Movement of laborers into or out of geographic area within which a facility is recruiting for specific positions.
Individual Bargaining
Individuals with skills especially needed by a facility may be able to negotiate a higher wage than other employers in similar positions.
In-Service Training
Seminars, online programs, DVDs, workshops, etc., offered during the work career of the employee.
Job
A collection of tasks assigned to an employee.
Job Analysis
The process of defining a position in term of tasks or behaviors required, specifying the qualifications of the employee to be assigned those duties.
Job Bidding
The practice of posting available jobs on bulletin boards and encouraging employees to apply or bid for openings.
Job Description
A statement of the tasks to be done based on the job analysis, usually including a list of duties and responsibilities of the position in order of importance.
