Labor

Question 1

evacuation

Answer 1

An evacuation is a coordinated and planned exit from a place that is considered to be dangerous.

Question 2

Hazard Communication Standard (HCS)

Answer 2

created by OSHA; to ensure that chemical information is accessible to all individuals who may interact with the substance.

all employers are required to implement a hazard communication program that encompasses training, access to material safety data sheets (MSDS), and labeling of hazardous chemical containers.

Question 3

Business impact analysis

Answer 3

assesses the potential consequences of a disruption and collects information to develop recovery strategies. A BIA is a risk assessment tool, and information can be gathered by means of a questionnaire.

Question 4

components of business continuity plan

Answer 4

business impact analysis, recovery strategies, plan development, and testing and exercises.

Question 5

disaster recovery plan

Answer 5

is a set of procedures that prepares for a disaster so that destructive effects are reduced and essential data can be recovered

Alternative work locations can be helpful in disaster recovery because organizational data is decentralized and more difficult to corrupt entirely.

Employees and management must possess unwavering familiarity with the DRP.

Question 6

internal privacy policy

Answer 6

sensitive information such as addresses, telephone numbers, credit reports, medical reports, employee records, company technology, and data systems that collect personal information.

An effective privacy policy explains the purposes of investigations and monitors the conduct of employees. Episodic privacy tests can be useful. There should be periodic tests.

Question 7

workplace monitoring

Answer 7

Collective bargaining is the act of negotiation between an employer and its employees, where a union represents the employees’ interests. The NLRA addresses the collective bargaining process and lays out legal definitions for negotiating in good faith

Question 8

collective bargaining

Answer 8

Collective bargaining is the act of negotiation between an employer and its employees, where a union represents the employees’ interests. The NLRA addresses the collective bargaining process and lays out legal definitions for negotiating in good faith

Illegal subjects cannot be discussed during negotiations and generally involve actions that fall outside the realm of contract negotiations. Examples include hot cargo agreements, security clauses, or any illegal activity on the part of the employer or union. Mandatory subjects must be discussed during negotiations. Mandatory subjects typically involve the basics of employees’ working conditions and terms, covering areas such as hours, benefits, pay, and worker safety concerns.

1) coordinated bargaining
2) multi-employer bargaining
3) parallel bargaining
4) single-unit bargaining

Question 9

zipper clause

Answer 9

stating that the CBA has been agreed to and is final. The zipper clause also dictates that any issues not covered in the current contract cannot be discussed until it expires.

Question 10

federation

Answer 10

made up of different national unions representing different industries that nevertheless share some commonalities and have common goals

Question 11

picketing

Answer 11

1) organizational picketing
2) informational picketing
3) recognition picketing
4) consumer picketing
5) double-breaking picketing (sometimes legal)

Common-situs picketing is an illegal picketing by union workers of a construction site as a result of a grievance held against a single subcontractor on the project. The National Labor Relations Board allows common-situs picketing when it complies with certain tests.

Question 12

de-authorize

Answer 12

a process of removing a union’s security clause and its authority to negotiate. A security clause is basically a condition in a contract that requires employees to join a union. The deauthorization process is identical to that of decertification.

Question 13

Decertification

Answer 13

If a company’s employees feel that their union is not doing a good enough job to represent them, they can go through the process of decertification, which strips the union of its official status as the employees’ representatives.

Question 14

notes

Answer 14

An inflexible organizational infrastructure forces employees to conform to the institution, rather than institutional codes being disregarded and ignored.

Organizational policies offer nonverbal guidance to employees by consistently challenging them to assimilate to protocol while sustaining maximal productive capacities.

Question 15

the 360-degree feedback, general appraisal, employee self-assessment appraisal, and the technological/administrative performance appraisal

Answer 15

The 360-degree feedback method is a way for employees to receive feedback about their performance in an anonymous manner from individuals they frequently work in close contact with, such as their managers, peers, direct reports, customers, and suppliers. The employee self-assessment appraisal forces employees to examine their own work, while management conducts a concurrent appraisal. After these are completed, the two are jointly compared. The technological/administrative performance appraisal concentrates on employees who perform technical jobs. The type of work they do, productivity levels, output, and other important tasks are
barometers by which employers measure.

Question 16

rating scale methods

Answer 16

The 1–5 rating scale method demonstrated above is just one of the numerous varieties. In addition to the 1–5 rating scale, they can also express a 1–3 model, 1–4 model, 1–5 model, or 1–10 model. Checklist.(BARS). BARS is a unique system because it specifically focuses on behaviors that are necessary for performing a task successfully, rather than evaluating more analytical employee habits.

Question 17

errors in evaluation

Answer 17

similar-to-me, contrast errors, excessive leniency, excessive strictness, halo effect , central tendency error, horn effect (evaluators should be trained in evaluating employees), central tendency, primacy, recency

Question 18

performance mgmt outcomes

Answer 18

Disciplinary actions that can be taken for underperforming employees Pay increases and incentive rewards Opportunities for employee advancement and promotions Employee development plans
career succession

Performance management gives organizations the opportunity to identify the most suitable jobs for the most qualified people.

Question 19

RIF

Answer 19

RIFs are the planned elimination of a number of personnel to make an organization more competitive through reducing costs, using technology to replace labor, leveraging mergers and acquisitions, or by moving a company to a more economical location. Although RIFs do help companies to cut costs in the short-term, they often hurt productivity.

employees sign separation agmts and general releases

Question 20

severance pay

Answer 20

b/w 21 and 45 days to sign; is not required by law, but most companies will pay employees who are laid off a set number of weeks of salary continuation based on their years of service (typically one or two weeks’ pay per year of service) to ease their financial burden and to preserve the organization’s image. Some companies also include a continuation of health care benefits for a set period of time.

Question 21

wrongful discharge

Answer 21

A wrongful discharge occurs when an employee is terminated after they refuse to do something unsafe, unethical, or illegal, such as a pharmacist refusing to sign off on a prescription to be dispensed that does not have a date. (or if there is an implied

Question 22

hot cargo agmt

Answer 22

Hot-Cargo Agreement Law and Legal Definition. Hot-cargo agreement is a voluntary agreement between a union and a neutral employer. In this agreement, a neutral employer agrees to pacify another employer with whom a union has a dispute. … However, hot-cargo agreement was abolished by the Landrum-Griffin Act of 1959.

Question 23

sympathy strike

Answer 23

fair labor practice; A sympathy strike is when one union strikes in support for another involved in a dispute, even though the first union has no disagreement with the employer. It is a labor strike that started by workers in one industry and supported by workers in a separate but related industry.

Question 24

validity

Answer 24

A sympathy strike is when one union strikes in support for another involved in a dispute, even though the first union has no disagreement with the employer. It is a labor strike that started by workers in one industry and supported by workers in a separate but related industry. - content validity and construct validity

Question 25

modified duty assignment

Answer 25

is a temporary arrangement that offers injured or sick employees the option to work through their condition at a reduced capacity. These assignments are also dubbed “light work.” Under many circumstances, modified duty is beneficial to both employers and employees, but employees do have the right to deny an employer’s request

Question 26

social engineer

Answer 26

A social engineer can impact an organization by manipulating members to extract sensitive or classified information.