Term
| HR Ethics and Sarbanes-Oxley (SOX) |
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Definition
Reduce the likelihood of illegal and unethical behaviors by:
Having a written code of ethics and conduct standards
Providing ethical behavior training and advice
Establishing confidential reporting systems for ethical misconduct
Providing whistle-blower protection
Supporting HR’s role as “keeper and voice” of organizational ethics |
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Term
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Definition
Administrative personnel-practices and procedures
legal compliance forms and paperwork
Operational actions-managing employee relationship issues
Strategic HR organizational/business strategies. HR strategic planning. |
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Term
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Definition
| The collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce. |
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Term
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Definition
| Is the shared values and beliefs in an organization. Is the internal “climate” of the organization that employees, managers, customers, and others experience.Positively affects service and quality, productivity, and financial results when aligned with HR values and organizational goals.Is affected by differences in cultural dimensions from country to country and even within countries. |
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Term
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Definition
| A person who has responsibility for performing a variety of HR activities. |
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Term
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Definition
| A person who has in-depth knowledge and expertise in a limited area of HR. |
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Term
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Definition
| Identification of the tasks, duties, and responsibilities of a job |
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Term
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Definition
| The knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily. |
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Term
| EEOC and OFCCP definition of “applicant |
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Definition
Has expressed interest through the Internet or electronically and is being considered for a specific position by the employer.
Has identified that he or she has the basic position qualifications.
Does not remove his or her interest in the position at anytime during the selection process.
Has been ranked using “hit features” by employer software or other data techniques that are not linked to assessment qualifications. |
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Term
| Three Types of Global Workers |
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Definition
Expatriate
A citizen of Country A who is working in Country B and employed by an organization headquartered in Country A.
Host-Country National (or Local National)
A citizen of Country A, who is working in Country A, and employed by an organization headquartered in Country B.
Third-Country National (TCN)
A citizen of Country A, who is working in Country B, and employed by an organization headquartered in Country C. |
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Term
| the legal considerations in a workforce reduction |
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Definition
severance benefit cobra- workers get medical coverage for up to 18 months and 36 for their dependents if they pay premium
advantage
owbpa- requires employers to disclose ages of terminated and retained employees. workers over 40 get get 45 days to consider to sue or accept severance benifts
warn act- employers with over 100 full time employees must give 60 day nootice when they layoff over 50 workers who work more than 20 hours a week |
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Term
| Return on Investment (ROI) |
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Definition
Shows the value of investments in HR activities
ROI=c/(a+B)
A = Operating costs for a new or enhance system for the time period
B = One-time cost of acquisition and implementation
C = Value of gains from productivity improvements for the time period |
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Term
| What is Negligent Hiring and Negligent Retention and why are these issues of business concern |
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Definition
Occurs when an employer fails to check the background of an employee who injures someone.
Employers are liable for employees’ actions |
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Term
| Equal Employment Opportunity (EEO) |
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Definition
The concept that all individuals should have equal treatment in all employment-related actions.Discrimination
“Recognizing differences among items or people.”
Protected Category
A group identified for protection under EEO laws and regulations.
Race, ethnic origin, color • Sex/gender • Age
Disability • Military experience • Religion
Marital status • Sexual orientation |
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Term
| Be able to explain/describe Disparate Treatment and Disparate Impact and the importance of the Griggs vs. Duke Power court decision. |
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Definition
DT-Members of a group are unfairly treated differently from others in employment decisions DI-A policy that results in substantially different employment outcomes for a particular group Occurs when substantial underrepresentation of protected-class members results from employment decisions that work to their disadvantage.
Grigs duke-Lack of discriminatory intent is no employer defense if discrimination occurs.
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Term
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Definition
| Punitive actions taken by employers against individuals who exercise their legal rights. |
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Term
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Definition
| Employers are urged to hire groups of people based on their race, age, gender, or national origin to make up for historical discrimination. |
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Term
| Affirmative Action Plan (AAP) |
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Definition
| A document reporting on the composition of an employer’s workforce, required for federal contractors. |
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Term
| (Affirimitive action plan)AAP Metrics |
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Definition
| Availability analysis Utilization analysis Goals and timetables |
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Term
| Family and Medical Leave Act (FMLA) |
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Definition
| Requires that individuals be given up to 12 weeks of family leave without pay and also requires that those taking family leave be allowed to return to jobs. |
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Term
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Definition
| Requires employers to pay similar wage rates for similar work without regard to gender |
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Term
| Age Discrimination in Employment (ADEA |
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Definition
Prohibits employment discrimination against all individuals age 40 or older working for employers having 20 or more workers.
Does not apply if age is a job-related qualification (BFOQ). |
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Term
| Immigration Reform and Control Act (IRCA) |
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Definition
Prohibits employment discrimination against persons legally permitted to work in the United States.
Requires employers to document (I-9 form) eligibility for employment.
Provides penalties for knowingly employing illegal workers. |
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Term
| Civil Rights Act of 1964, Title VII |
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Definition
Illegal for an employer to fail or refuse to hire or discharge any individual, or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment because of such individual’s race, color, religion, sex, or national origin, or
limit, segregate, or classify his employees or applicants for employment in any way that would deprive or tend to deprive any individual of employment
All private employers of 15 or more persons who are employed 20 or more weeks a year
All educational institutions, public and private
State and local governments
Public and private employment agencies
Labor unions with 15 or more members
Joint labor/management committees for apprenticeships and training |
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Term
| The Civil Rights Act of 1991 |
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Definition
Requires employers to show that an employment practice is job related for the position and is consistent with business necessity.
Allows people who have been targets of intentional discrimination based on sex, religion, or disability to receive both compensatory and punitive damages. |
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Term
| Executive Orders 11246, 11375, and 11478 |
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Definition
| Require that employers holding federal government contracts not discriminate on the basis of race, color, religion, national origin, or sex. |
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Term
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Definition
| Actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment. Can occur between a boss and a subordinate, among co-workers, and when non-employees have business contacts with employees. |
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Term
Quid Pro Quo
sexual harassment |
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Definition
| Harassment in which employment outcomes are linked to the harassed individual granting sexual favors to the harasser |
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Term
Hostile Environment
sexual harassment |
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Definition
| Intimidating or offensive working conditions that unreasonably affect an individual’s work performance or psychological well-being |
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Term
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Definition
| reasonable accommodation is made when managing individuals with disabilities and differing religious beliefs. employers must make modifictations to a job or environment that gives equal emloyment. these people cant be descriminated if they can perform essential job functions but if they cause undue hardship |
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Term
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Definition
| Requires employers to document (I-9 form) eligibility for employment. |
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Term
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Definition
| fundamental duties of the job that are performed regularly, require significant amounts of time, cannot be easily assigned to another employee, and are necessary to accomplish the job. |
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Term
| Fair Labor Standards Act (FLSA) |
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Definition
To qualify for an exemption from the overtime provisions of the act:
Employees must perform their primary duties as executive, administrative, professional, or outside sales employees.
Primary has been interpreted to mean occurring at least 50% of the time. |
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Term
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Definition
| Myths About Retention Money is the main reason people leave. Hiring has little to do with retention. If you train people, you are only training them for another employer. Do not be concerned about retention during organizational change. If solid performers want to leave, the company cannot hold them. |
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Term
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Definition
Why Satisfactory Employees Leave:
Unhappiness with management
Limited career advancement
Lack of recognition
Insufficient pay and benefits
Job boredom |
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Term
| Legal Issues in Internet Recruiting |
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Definition
The use (or misuse) of screening software
Collection of federally required applicant information
Exclusion of protected classes from the process
Proper identification of “real” applicants
Maintaining confidentiality and privacy |
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Term
| Computing the Turnover Rate: |
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Definition
| (number of employee separations during the month/tal number of employees at mid month)x100 |
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Term
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Definition
trainer salary and team
trainees salaries and time
materials for training
expenses for trainer and trainees
cost of facilities and equipment
lost productivity (opportunity cost) |
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Term
| typical benefits of training |
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Definition
| increases in production reduction in errors and accidents reduction in turnover less supervision necessary ability to use new capabilities attitude change |
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Term
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Definition
| Training Design and Delivery 1Criteria and practices used to select individuals 2Accommodation of individuals with disabilities 3Requiring signing of training contracts |
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Term
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Definition
| Occurs when trainees actually use on the job what they learned and maintain use of the learned material over time. |
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Term
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Definition
| compare the number of applicants at one stage of the recruiting process with the number at another stage |
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