Random HR Flashcards
Immigration reform control act
IRCA
Collective bargaining agreement but for private sector
MOU
FACT
If the inquiry involves suspected
misconduct, a breach of law or regulation, or a violation of prior written procedures, the Fair and Accurate Credit Transaction Act (FACT) of 2003 relieves employers of responsibility to disclose and receive employee permission regarding investigations.
Fair and Accurate Credit Transaction Act (FACT) of 2003
Some situations relieve employers of responsibility to disclose and receive employee permission regarding investigations.
Danielle (2 months pregnant) doesn’t have any complications or need any time off at this point, but she notifies her manager, Silas, that she is pregnant. Silas is concerned that Danielle will not be able to do her job and wants to make sure she remains healthy throughout her pregnancy. Silas consults you, his dorky HR representative, on what he should do.
What advice would you give ?
Allow regular duties. Accommodate “IF”
*requested
*necessary
Blockbuster video—streaming mistake (final step in critical evaluation is challenging assumption)
The concept of inclusion does NOT mean
NOT = equal treatment but equal access
Inclusion =
equal access!
Employee Relations did not come from unionization but
conflict between workers & employers
Collective Bargaining is
a set of laws & principles
Collective
Bargaining
Process
- Representation & negotiation
- Exchange of EVIDENCE
- Member’s Vote
- Agreement is declared & implemented
Arbitration
involves IMPARTIAL professional
Often 4 large-scale collective disputes
Agreed upon by both sides
ADR= alternative
dispute
resolution
- Arbitration
- Conciliation
- Mediation
Conciliation
when 3rd party like a business consultant or lecturer acts as a facilitator to exchange info between parties in conflict, encouraging them to settle
Mediation
similar to conciliation (but less formal)
*requires that b4 a case can be heard in court, applicant must use mediator
Level of Union membership typically required 4 employER recognition
10%!!!!!!!!!!!!!
ONLY
10
What characterizes a psychologically unsafe workplace?
fear of being open and honest
Correct
Conduct & policies apply to 2 areas
Misconduct
AND
Performance & Capability
Misconduct
Ex:
Sexually harassing a co-worker
or
Failing to report an accident
Performance & Capability also includes
attendance & abscence
Disciplinary Process steps
- Informal Resolution
- Clear Communication
- Reasons for Discipline
Reasons for Discipline
Example: letter to EE should inform EE they are being disciplined & why. Give 3 days early notice b4 the meeting. Remind of the discipline process & expectations for all involved. HR should investigate DETAILED notes. Meet to share findings & hear EEs side.
Finally, u decide the outcome. Then write to EE stating reasons for outcome & how they can appeal. Could be no further action.
Imposter Syndrome
Can be a proxy (substitution) for biases
Imposter Syndrome
can be proxy for misalignment (in co culture for example)
Cultivating a Learning culture
*Learning cues=visual, auditory, motor cues, contextual (smell)
*Make it normal to say “I’m not sure; let me do some research & get back to you)
*Make it beneficial–help them plan promotion
*increase equitable access to senior leadership
Difference between celebration and tokenization
“We’d love to highlight you for a cultural awareness event”
vs
Giving EE opportunity to present at All Hands/Conferences
Be mindful of High-effort coping
When people are expected to work 2-3 times as hard
*
A Race-Relevant Coping Mechanism. “High effort” in this sense is characterized by traits such as efficacious mental vigor, a strong commitment to hard work, and determination to succeed
Worker’s Comp. is not
Medical leave
