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Risk Management > Human Resources > Flashcards

Human Resources Flashcards

1
Q

Equal Employment Opportunity Commission

A

dictates who is protected under employment laws in the US

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2
Q

Fair Credit Reporting Act (FCRA)

A

employers must gain written consent to request a report- enforced by the federal trade commission

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3
Q

Title Vii of the Civil Rights Act of 1964, as amended

A

prohibits discrimination of race, color, religion, sex, or national origin throughout the entire employment process - 1964 guarantee to protect against discrimination

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4
Q

The civil rights act of 1991

A

anyone suing for intentional discrimination is allowed to recover compensatory and punitive damage

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5
Q

Age discrimination in employment act (adea)

A

prohibits employment discrimination based on age over 40 years

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6
Q

Title 1 of the Americans with Disabilities Act

A

prohibits employment discriminations against disabled persons who, with or w/out reasonable accommodation, can perform the job

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7
Q

Fair labor standards act (FLSA)

A

sets requirements for timekeeping, minimum wage, overtime, regulates child labor employment

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8
Q

FLSA overtime rules

A

employees must pay at least the federal minimum wage and 1.5 times their regular rate for overtime
use the 3 tests that are used to determine whether an employee is eligible for overtime pay: salary, salary basis, duties tests

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9
Q

Equal Pay Act

A

employers must pay equal wages to male and female employees who perform similar work of equal skill, effort and responsibility

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10
Q

Occupational Safety and Health Act (osha)

A

Regulates workplace safety and health

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11
Q

ERISA- Employee Retirement Income Security Act

A

regulates employee pension and welfare benefit plans

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12
Q

Immigration Reform and Control Act (IRCA)

A

prohibits employment discrimination based on national origin or citizenship- prohibits employers from hiring illegal aliens or to knowingly accept false documents

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13
Q

National Labor Relations Act (NLRA)

A

regulates all labor management relationships and prohibits discrimination based on union activity

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14
Q

Family and Medical Leave Act (FMLA)

A

entitles employees to unpaid job protected leave for specified family and medical reasons

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15
Q

Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA)

A

allows extension of insurance coverage on a self-pay basis, to those who would otherwise lose coverage due to leave, reduced hours, termination, etc

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16
Q

Heath Insurance Portability and Accountability Act of 1996 (HIPAA)

A

provides standards for an employees new group health plan to limit or exclude pre-existing conditions

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17
Q

Workers compensation

A

no federal laws- state only, each state has its own insurance system for workplace injury claims

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18
Q

Protected classes

A

race, color, religion, sex, women, individuals 40+, genetic information, disability, national origin, pregnancy

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19
Q

Federal Posting Requirements

A

must be posted where employees can see them, must not be altered, defaced, or covered by other material, additional requirements in some states

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20
Q

Total Cash Compensation

A

base salary, benefits, free apartments or employee rent discounts, incentive/variable pay, recognition/reward programs, additional benefits

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21
Q

Benefits

A

medical insurance, retirement programs, social security contributions, unemployment programs, life insurance, short and long term disability insurance; benefits add 30%-40% to payroll costs

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22
Q

Timesheets

A

are used to track time worked

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23
Q

Applications and interviews

A

retain all submitted resumes and applications for one year after the date received

24
Q

Behavior based interviewing

A

asking a candidate about past experiences to determine how they will perform on the job

25
Q

employment at will

A

legal concept governing the nature of employment relationship, confirms no written agreement or contract

26
Q

New hire record keeping

A

based on the requirements of FACTA timing of the destruction of certain documents collected during the hiring process is mandated by law

27
Q

Smart Goals

A

specific, measurable, attainable, relevant, timebound

28
Q

motivate employees

A

emphasize achievements, inspire people to use their own ideas, trust and respect, focus and build, acknowledge performance

29
Q

what parts of the employment process are covered by employment laws?

A

recruiting, hiring, terms and conditions of employment, termination, post employment relationships

30
Q

What are the federal protected classes designated in employment laws?

A

race, color, religion, sex, women, individuals 40+, genetic info, disability, national origin, pregnancy

31
Q

what are the federal posting requirements?

A

notices must be conspicuously located in work locations, postings must not be altered, defaced or covered by other material

32
Q

What postings are required by federal laws?

A

fair labor standards act, Title VII of the civil rights act and ADEA, employee polygraph protection act, OSHA,, Americans with disabilities act, family medical leave act, equal pay act, USERRA

33
Q

What components make up an employees total cash compensation?

A

salary, benefits, free apartments or rent discounts. incentive pay, recognition, rewards program

34
Q

Describe how base salaries are determinded?

A

median salary, ranges that take into account experience, property size, and performance, surveys

35
Q

What codes represent the largest shares of the cost of employer sponsored benefits packages?

A

medical benefits

36
Q

What is the incentive or variable pay?

A

pay that varies with individual performance and sometimes team performance

37
Q

List the ways personnel could earn incentive pay?

A

leasing commissions, lease renewals, individual and team performance, resident satisfaction/retention, financial benchmarks, occupancy benchmarks

38
Q

How should you store employee records to maintain confidentiality?

A

based on direction from the HR department- always in locked filing cabinet

39
Q

What are some online recruiting resources?

A

property website, RPMcareers, NAAEI, job posting websites

40
Q

What is the effective strategy when sourcing social media?

A

use multiple networks collaboratively

41
Q

What four steps can you take to refine your pool of canidates?

A

review the interview evaluation form, verify references, conduct second interview, use preemployment screening agencies

42
Q

why would you want to use behavior based interviewing?

A

to learn about past job responsibilities, experience, and reactions to situations

43
Q

What is a condition of employment of employment offer contingent upon?

A

satisfactory reference, results of tests and background checks

44
Q

What is employment at will?

A

allows employer or employee to terminate the relationship anytime

45
Q

What are the consequences for poorly trained uniformed personel?

A

it can cost the owner, you and employees time and money

46
Q

What are SMART goals?

A

specific, measurable, attainable, relevant, timely

47
Q

Define delegation

A

passing your authority to an employee and holding them accountable for the task

48
Q

how can you motivate employees

A

emphasize achievements, inspire people to use their own ideas, trust and respect, focus and build on accomplishments, acknowledge performance

49
Q

What are the purposes of a performance evaluation

A

review prior performance, review job standards, review supervisor expectations, get feedback from employees, set goals for future performance

50
Q

on what should you base a performance evaluation

A

SMART goals

51
Q

what are the five approaches to resolving conflict

A

audience, accommodations, win/lose, compromising, problem solving

52
Q

what is harrasment

A

behavior that is offensive to individuals or groups

53
Q

in a situation of workplace violence what should you do

A

warn others leave the area immediately and call police

54
Q

when disciplining staff, how can you give employees the opportunity to improve

A

use the progressive discipline process

55
Q

what types of counseling should you document

A

all types including verbal

56
Q

regarding termination what state specific information should you verify with your local HR office

A

exit interviews, final payment of wages, unemployment compensation, responding to reference requests

Risk Management (8 decks)

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