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Human Resources Management Final Exam > Weeks 11 & 12 > Flashcards

Weeks 11 & 12 Flashcards

1
Q

Benefits account for what percentage of payroll?

A

37% (which is a significant amount of Employee Total Compensation)

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2
Q

Government-Mandated Benefits include

A

EI, Reasonable / Advanced Notice, Severance Pay, Leave if Absence, CPP / QPP, Workers comp, Paid time off

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3
Q

Employment Insurance (EI)

A

Financial assistance to eligible persons who are laid off, terminated without just cause, or who quit their job for a justifiable reason (such as harassment)

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4
Q

Reasonable / Advanced Notice

A

Notice given to employees prior to last date of employment (one week per year of employment to a specified max). Typically, employers prefer pay in lieu of reasonable notice

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5
Q

Severance Pay

A

Payment provided to employees who are laid off or terminated. Employees only in ON and the federal jurisdiction may be eligible. The amount of severance pay is one week’s pay for each year of employment
(max 26 weeks)

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6
Q

Leave of Absence (3 examples)

A

Maternity leave (15-18 weeks) and parental leave (34-52 weeks) Bereavement leave Compassionate care

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7
Q

CPP / QPP - Reasons / Uses and Eligibility

A

Provides;
• Retirement income
• Survivor or death benefits payable to employee’s dependents
• Disability benefits for employees with disabilities and their dependents
Employed Canadians between the ages of 18 and 65 are covered, including self-employed individuals.

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8
Q

Workers comp

A

Provides a prompt, sure, and reasonable income to victims of work- related accidents and illnesses, regardless of fault

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9
Q

Paid Time Off … for…

A

Vacations
Legislated Holidays
Paid Breaks (lunch break, 30-min uninterrupted break)

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10
Q

VOLUNTARY / EMPLOYER-SPONSORED BENEFITS

A
  • Life Insurance / Flex Benefits, STD / LTD, Sick leave, employer-sponsored pension plans
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11
Q

3 types of Life Insurance / Flex Benefits

A

Group Life Insurance: provided at lower rates for all employees

Accidental Death and Dismemberment Coverage: fixed lump-sum benefit when death is accidental or in case of accidental loss if limbs or sight

Critical Illness Insurance: lump-sum benefit for employees who are diagnosed with or survive a life-threatening illness

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12
Q

Short Term Disability

A

Provides pay to an employee when he/she is unable to work because of a
non-work related illness or injury

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13
Q

Sick Leave

A

Pay to an employee who is out of work due to sickness

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14
Q

Long term disability plans

A

Provides pay to an employee when he/she is unable to work because of a non-work related long-term illness or injury

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15
Q

Employee Sponsored Pension Plans - 2 examples

A

Defined Benefit Pension Plan: a plan that contains a formula for determining retirement benefits. Actual benefits are defined ahead of time

Defined Contribution Pension Plan: specifies what contribution the employer will make to a retirement fund set up for the employee. It does not define the
eventual benefit amount, only the periodic contribution to the plan.

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16
Q

Employee Services

A

Flexible Work Schedules, Personal Services (EAP), Voluntary Job Related Services

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17
Q

5 examples with definitions for FLEXIBLE WORK SCHEDULES

A

Flextime: core hours are defined, rest of the hours are flex

Telecommuting: working remotely

Compressed Workweeks: work fewer but longer days each week

Job sharing: two or more people share a single full-time job

Work sharing: temp reduction in work hours by a group of employees during economic downturns as a way to prevent layoffs

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18
Q

5 examples of voluntery job related services

A 
Subsidized Childcare
Eldercare
Subsidized Employee Transportation
Food Services
Educational Subsidies
19
Q

name differences between workplace injuries by gender

A
  • psychosocial and physical differences affect men and women differently in identical jobs
  • men and women use different rehabilitation methods
  • SHIFT WORK: Women on shift work with dependants at home are more likely to get injured at work
  • INDUSTRY INJURY RATES - men are more likely to work in industries where the injury rate is hgher
  • TRAINING - men are offered more training and have more options for jobs and have more help in the home
  • RETURN TO WORK - women are more likely to be juggling family responsibilities along with rehab
  • MENTAL HEALTH - women report more, but men’s mental health issues have more of an impact on work
  • SERIOUS INJURY - men higher overall EXCEPT women in health care are 3x more likely
20
Q

Employer Responsibilities:

DUE DILIGENCE is

A

The responsibility to take all reasonable precautions/measures to ensure health and safety

21
Q

Employer Responsibilities:

Health and safety committee

A

2-12 members representing half the workforce

22
Q

Employer Responsibilities:

SUPERVISORS are responsible for ensuring workers comply with

A

occupational health and safety regulations (so, train them starting from orientation!)

23
Q

Employer Responsibilities:

Must have WHMIS LEGISLATION and MSDS and

A

PROVIDE TRAINING

24
Q

Employer Responsibilities:

list 3 other considerations ERs should take to ensue worker health and safety

A
  • Eliminate unsafe conditions, such as improperly guarded equipment, defective equipment, unsafe storage, improper ventilation, etc.

• Pay extra attention to safety precautions for the jobs that tend to be riskier, such as crane operators, shipping personnel.

• Arrange work schedules and shifts in a way to prevent
accidents. Accidents happen more with long-hour work days and during night shifts. These are due partly to fatigue

25
Q

What do demographics have to do with Employer’s Responsibilities regarding worker health and safety?

A
  • they can customize their training because different demographics learn differently
  • accidents most frequent happen among people between 17 and 28 years of age, declining to reach a low in the late 50s and 60s.
26
Q

Name 2 programs Employers can incorporate re: health and safety in the workplace

A

RETURN TO WORK PROGRAM

EMPLOYEE WELLNESS PROGRAM

27
Q

Return - to- work program is

A

a flexible program for employees who are returning after and illness or injury/accident

28
Q

Employee Wellness Program is

A

PROACTIVE MEASURE
to support employee well-being (opposed to EAP’s which are reactive)

Wellness initiatives often include stress
management, nutrition, workstation wellness through ergonomics, etc

29
Q

EMPLOYEE Responsibilities re: workplace health and safety

A

-Act safely at work
• Ensure you have your safety gear on (if you are required any)
• Know about workplace safety hazards
• Take the OHS trainings, participate in the process
• Refuse unsafe work
• Warn others who are acting unsafe

30
Q

MOST ACCIDENTS HAPPEN BECAUSE OF UNSAFE ACTS BY EMPLOYEES, NOT BECAUSE OF

A

unsafe working conditions

31
Q

list 4 ways to reduce unsafe acts in the workplace

A
  • Selection Testing – remember selection class
  • Leadership commitment – walk the talk
  • Training and education – safety posters
  • Positive reinforcement – reward accident-free employees, teams
32
Q

The following are examples of reasons why:
Relationship with the Boss
Boring, unchallenging, and not meaningful work
Relationships with Coworkers
Company culture
Opportunities to use their skills and abilities
Autonomy and independence at work
Recognition of performance
Lack of work-life balance
Pay

A

people quit their jobs

33
Q

“dismissal based on employee’s poor

behaviors, such as insubordination, fighting, dishonesty” is

A

Dismissal for Just Cause

34
Q

Burden of proof for dismissal falls on

A

the employer

35
Q

An employer must have a [blank] in place before coming to the decision of dismissal for just cause

A

PROCESS

36
Q

Orientation of THIS code should be communicated at orientation

A

Employee Code of Conduct

37
Q

if proof for dismissal of just cause is not provided by the employer, what happens?

A

the case is considered as “wrongful dismissal”

38
Q

can be permanent or temporary and are done to reduce the workforce

A

Lay offs / Downsizing

39
Q

What are alternatives to lay offs?

A

work sharing, job sharing, reduced work weeks

40
Q

” the amount of notice varies by
jurisdiction and with the number of employees being
terminated, but generally ranges from 6 to 18 weeks” this is known as

A

REASONABLE NOTICE

before a layoff

41
Q

Instead of Reasonable Notice, in some jurisdictions employers can opt for this isntead

A

PAYMENT IN LIEU of REASONABLE NOTICE

42
Q

You do not terminate the employment contract
But, you change it in a way that the terms are not
acceptable to the employee, such as a demotion,
reduction in pay, forced transfer, change in job duties,
unhealthy work environment (bullying, harassment) is known as

A

CONSTRUCTIVE DISMISSAL

43
Q

These are examples:

  • survey employees
  • support them in populating employee engagement plans
  • develop people plans accordingly
A

WAYS TO PROMOTE EMPLOYEE ENGAGEMENT

Human Resources Management Final Exam (4 decks)

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