The flashcards below were created by user
WaitWatcher
on FreezingBlue Flashcards.
-
Accounts Payable
Money an organization owes its vendors and suppliers
-
Accounts Receivable
Money an organization's customers owe the organization.
-
Action Plans
Detailed steps a unit, department, or team will take in order to achieve short-term objectives.
-
Amendment
Modification of the Constitution or a law:: modification may be either formal (written) or informal (unwritten)
-
Assets
Financial, physical, and sometimes intangible properties an organization owns.
-
Balance Sheet
Statement of a firm's financial position at a particular time.
-
Balanced Scorecard
Measurement approach that provides an overall picture of an organization's performance as measured against goals in finance, customers, internal business processes, and learning and growth.
-
Bill
Proposal presented to a legislative body for possible enactment as a law.
-
Break-Even Analysis
Analysis that shows point in time at which total revenue associated with a program is equal to the total cost of the program.
-
Capacity
To an operations department, the ability to yield output.
-
Centralization
Degree to which decision-making authority is restricted to higher levels of management in an organization.
-
Code of Ethics
Principles of conduct within an organization that guide decision making and behavior.
-
Consumer Price Index (CPI)
Principles of conduct within an organization that guide decision making and behavior.
-
Control
To an operations department, an after-the-fact evaluation of a company's ability to meet its own specifications and its customers' needs.
-
Correlation
Measure that indicates the relationship between two variables.
-
Cost-Benefit Analysis
Ratio that allows management to determine the financial impact particular activities and programs will have on a company's profitability.
-
Decentralization
Degree to which decision-making authority is given to lower levels in an organization's hierarchy.
-
Deductive Reasoning
Involves applying specific premises to a given situation to develop certain predictions about or understanding of te situation.
-
Divestiture
Sale by a company of an asset that is not performing well, that is not core to the company's business, or that is worth more as a separate entity.
-
Divisional Structure
Organizational structure in which segments are separated by product, customer or market, or region.
-
Due Diligence
Process of conducting an intensive investigation of a corporation as one of the first steps in a pending merger or acquisition.
-
Electronic Communications Privacy Act (ECPA)
Act that makes it unlawful to intercept messages in transmission, access stored information on electronic communication services, or disclose this information.
-
Environmental Scanning
Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats.
-
Equity
Amount of owners' or shareholders' portion of a business.
-
Ethics
System of moral principles and values that establish appropriate conduct.
-
Experiment
Research in which the researcher controls and manipulates elements of the research environment to measure the impact of each variable.
-
Extended Organization
Alliance between organizations to create processes and information channels that allow communication and collaboration.
-
Foreign Corrupt Practices Act (FCPA)
Prohibits American companies from making corrupt payments to foreign officials for the purpose of obtaining or keeping business.
-
Formula Budgeting
Form of budgeting in which an average cost is applied to comparable expenses and general funding is changed by a specific amount.
-
Functional Structure
Organizational structure that defines departments by what services they contribute to the organization's overall mission.
-
Gantt Chart
Project planning tool that graphically displays activities of a project in sequential order and plots them against time.
-
Generation X
Group of people born roughly between the years of 1965 and 1980.
-
Generation Y
Group of people born after 1980
-
Gross Domestic Product (GDP)
Estimate of the total value of goods and services produced in a country in a given year.
-
Gross Profit Margin
Measures the difference between what it cost to produce a product and the selling price.
-
HR Audit
Process to measure the effectiveness and efficiency of HR programs
-
Human Capital
Combined knowledge, skills and experience of a company's employees.
-
Human Resource Information System (HRIS)
Systematic tool for gathering, storing, maintaining, retrieving, and revising HR data.
-
Human Resource Management (HRM)
Design of formal systems in an organization that ensure the effective and efficient use of human talent to accomplish organizational goals.
-
Hypothesis
Specific, testable prediction that is derived from a theory and describes a relationship between two variables.
-
Income Statement
Statement explaining revenues, expenses, and profits over a specified period of time, usually a year or a quarter.
-
Incremental Budgeting
Form of budgeting in which the prior budget is the basis for allocation of funds.
-
Inductive Reasoning
Involves looking at a set of observations and designing a rule that characterizes or explains a pattern underlying the observations.
-
Inventory
To an operations department, an organization's major asset after physical buildings and equipment.
-
Liabilities
Organization's debts and other financial obligations.
-
Line Units
Work groups that conduct the major business of an organization.
-
Long-Term Objectives
Specific results, to be accomplished in three to five years, that an organization seeks to achieve in pursuing its mission.
-
Marketing
Process of planning, pricing, promoting, and distributing goods and services to satisfy organiztional objectives.
-
Matrix Structure
Organizational structure that combines departmentalization by division and function to gain the benefits of both.
-
Mean
Average score or value in a set of data
-
Median
Middle point above and below which 50% of scores in a set of data lie.
-
Mergers and Acquisitions (M&A)
Combination of two separate firms either by their joining together as relative equals (merger) or by one acquiring the other (acquisition).
-
Mid-term Objectives
Serve a purpose similar to short-term objectives but are completed in one to three years.
-
Mission Statement
Specifies what the comay does, who its customers are, and the priorities it has set in pursuing its work.
-
Mode
Value that occurs most frequently in a set of data.
-
Normal Distribution
Expected distribution given a random sampling across a large population.
-
Offshoring
Relocation of processes or functions from a "home" country to another country.
-
Outsourcing
Buying services externally rather than producing them internally.
-
Percentile
Specific point in a distribution of data that has a given percentage of cases below it.
-
Population
Group of persons or objects or a complete set of observations or measurements about which one wishes to draw conclusions.
-
Primary Research
Involves data that is gathered firsthand for a specific evaluation.
-
Product
What an organizations sells to make a profit.
-
Program Evaluation and Review Technique (PERT) Chart
Project management tool used to schedule, organize, and coordinate tasks within a project.
-
Project
Series of tasks and activities that has a stated goal and objectives, a schedule with defined start and end dates, and a budget that sets limits on the use of monetary and human resources.
-
Promotion
Techniques for communicating information about products to consumers.
-
Public Comment Period
Time allowed for the public to express its views and concerns regarding an action of a regulatory agency.
-
Qualitative Analysis
Based on research that uses open-ended interviewing to explore and understand attitudes, opinions, feelings, and behavior.
-
Quantitative Analysis
Seeks to obtain easily quantifiable data on a limited number of measurement points.
-
Quorum
Number of members of an organization that have to be present before official business may be conducted.
-
Range
Distance between highest and lowest scores in a set of data.
-
Regression Analysis
Statistical method used to predict a variable from one or more predictor variables.
-
Regulation
Rule or order issued by a government agency:: often has the force of law.
-
Reliability
Ability of an instrument to measure consistently.
-
Request for Proposal (RFP)
Written request asking contractors to propose solutions and prices that fit customer's requirements.
-
Resolution
Legislative measure limited in effect to either the Congress or one of its chambers.
-
Return on Investment (ROI)
Calculation that measures the economic return on a project or investment.
-
Sales
Business function responsible for selling an organization's product to the marketplace.
-
Sample
Portion of a population used to draw conclusions regarding an entire population.
-
Sandwich Generation
Portion of silent and baby boom generations that is simultaneously caring for their own children and one or more elderly family members.
-
Scatter Diagram
Diagram that shows the relationship between data items using x and y axises
-
Scheduling
To an operations department, the act of detailed planning:: based upon incoming orders, order history, and forecasts of future demand.
-
Scientific Method
Research method in which certain factors (variables) are manipulated and the results are examined.
-
Secondary Research
Uses data already gathered by others and reported in various sources.
-
Short-Term Objectives
Milestones that must be achieved, usually within six months to one year, in order to reach long-term objectives.
-
Social Capital
Interaction among employees toward meeting objectives.
-
Span of Control
Refers to the number of individuals who report to a supervisor.
-
Staff Units
Work groups that assist line units by providing specialized services, such as HR.
-
Standard Deviation
Measure that indicates how much scores in a set of data are spread out around a mean or average.
-
Standards
For an operations department, provide the yardstick by which the amount and quality of output are measured.
-
Strategic Business Management
Process and activities used to formulate HR objectives, practices, and policies.
-
Strategic Planning
Process that helps an organization focus on how to succeed in the future by evaluating the organization's current status, where it would like to be, and how to get there.
-
Strategies
Provide the direction that enables an organization to achieve its long term objectives.
-
Supply Chain
Global network that delivers products and services from raw materials to end customers through an engineered flow of information, physical distribution, and cash.
-
SWOT Analysis
Process for evaluating an organization's current strengths, weaknesses, opportunities, and threats.
-
Validity
Ability of an instrument to measure what it is intended to measure.
-
Values
Describe what is important to an organization, dictate employee behavior, and create the organization's culture.
-
Veto
Action of canceling of postponing a decision or bill.
-
Vision Statement
Vivid, guiding image of an organization's desired future.
-
Zero-based Budgeting
Form of budgeting that requires that expenditures be justified for each new period.
-
Accident
Undesired event that results in physical harm to a person or damage to property.
-
Acquired Immune Deficiency Syndrome (AIDS)
Bloodborne pathogen transmitted through intimate contact.
-
Americans with Disabilities Act (ADA)
Act that prohibits discrimination against a qualified individual with a disability because of his/her disability.
-
Bloodborne Pathogens
Microorganisms in human blood that can cause disease in humans.
-
Bloodborne Pathogens Standard
OSHA standard that requires employers to protect employees from potentially infectious materials.
-
Building-related Illness (BRI)
Situation in which building occupants experience acute health and comfort effects that can be attributed directly to airborne building contaminants.
-
Business Continuity Planning
Management process that identifies potential threats and impacts to an organization and provides framework for ensuring that it is able to withstand disruption, interruption, or loss of normal business functions/operation.
-
Computer Vision Syndrome (CVS)
Vision problems such as headaches and blurred vision that are associated with video display terminals.
-
Confined Space Entry Standard
OSHA standard that requires space-entry restrictions, rescue procedures, and a written safe-entry program to address concerns over adequate oxygen content in the air, toxic substance exposure, and physical exposures for workers in confined spaces.
-
Constructive Confrontation
Intervention strategy that focuses on job performance.
-
Control of Hazardous Energy Standard
OSHA standard that requires employers to protect employees from potentially infectious materials.
-
Counseling
Form of intervention in which the emphasis is on the cause of a problem rather than on job performance.
-
De Minimis Violation
Violation of an OSHA standard that does not have a direct impact on employees' safety and health on the job.
-
Directors' and Officers' (D&O) Liability Insurance
Protects directors, officers, and corporations from claims such as shareholder class actions and SEC violations for fraud and mismanagement.
-
Disaster Recovery Plan
Guidelines and procedures to be used by an organization for the recovery of business operations when lost due to disasters such as earthquakes, fires, tornadoes, floods, hurricanes, terrorism, or epidemics.
-
Drug-Free Workplace Act
Requires federal contractors with contracts of $100,000 or more as well as recipients of grants from federal government to certify they are maintaining a drug-free workplace.
-
Early-Return-To-Work Program
When an employer offers an employee a less strenuous job until he or she is fit to return to their regular job:: also known as modified-duty program.
-
Emergency Exit Procedures (Means of Egress) Standard
OSHA standard that provides guidelines for preparing an emergency action plan and includes specifications regarding exits and maintenance of emergency systems.
-
Employee Assistance Programs (EAPs)
Company-sponsored programs that deliver a variety of health-related services, which are provided by licensed professionals or organizations and offer employees a high degree of confidentiality.
-
Employment Practices Liability Insurance (EPLI)
Insurance that provides employers with protection against claims of discrimination, wrongful termination, sexual harassment, or other employment-related issues.
-
Enterprise Risk Management (ERM)
Software systems that help identify and manage operational risk across an organization.
-
Epidemiology
Branch of medicine that investigates the causes and control of diseases in a population.
-
Ergonomics
Design of the work environment to address the physical demands experienced by employees.
-
Errors and Omissions (E&O) Insurance
Form of professional liability coverage that protects against employment claims.
-
Fair Labor Standards Act (FLSA)
Act that regulates employee overtime status, overtime pay, child labor, minimum wage, record keeping, and other administrative concerns.
-
Genetic Information Nondiscrimination Act (GINA)
Act that prohibits discrimination against individuals on the basis of their genetic information in both employment and health care.
-
Hazard
Incident without adequate controls applied.
-
Hazard Communication Standard (Employee Right-to-Know Law)
OSHA standard that requires labeling, Material Safety Data Sheets, training, orientation for new and transferred employees, and hazard communication programs to inform employees of hazardous chemicals in the workplace.
-
Health
State of well-being, free of illness or disease.
-
Homeland Security Act
Act designed to secure the United States against terrorist attacks and other threats and hazards and ensure safe and secure borders.
-
Human immunodeficiency Virus (HIV)
Virus that may lead to the development of the acquired immune deficiency Syndrome (AIDS)
-
Incident
Any deviation from an acceptable standard
-
Job Burnout
Depletion of physical/mental resources caused by excessive striving to reach an unrealistic work-related goal.
-
Lockout
Refers to installing a lock, disconnect switch, or shutoff valve so equipment cannot be activated by mistake.
-
Machine Guarding Standard
OSHA standard that provides general requirements for all machinery to protect operator and other employees.
-
Material Safety Data Sheets (MSDS)
Must be provided by manufactures for every hazardous substance:: employers must evaluate chemicals and inform employees of hazardous properties.
-
Mine Safety and Health Act
Established mandatory safety and health standards for underground and surface mines.
-
Modified-Duty Program
When an employer offers an employee a less strenuous job until he or she is fit to return to their regular job:: also known as early-return-to-work program.
-
Multidrug-resistant TB (MDR-TB)
Form of tuberculosis that is resistant to current drug therapy.
-
Musculoskeletal Disorder (MSD)
Disease caused by repetitive motion that affects muscles, nerves, tendon, ligaments, joints, cartilage, blood vessels, and spinal disks:: also called cumulative trauma syndrome (CTS), cumulative trauma disorder (CTD), or repetitive stress injury.
-
National Institute for Occupational Safety and Health (NIOSH)
Agency that provides health and safety information.
-
Needlestick Safety and Prevention Act
Revision to Bloodborne Pathogens standard that requires employers to minimize employees' exposure to blood through sharps injuries.
-
Occupational Illness
Medical condition or disorder, other than one resulting from an occupational injury, caused by exposure to environmental factors associated with employment.
-
Occupational Injury
Injury that results from a work-related accident or exposure involving a single incident in the work environment.
-
Occupational Noise Exposure (Hearing Conservation) Standard
OSHA standard that requires employers to provide controls to reduce unsafe noise levels in the workplace.
-
Occupational Safety and Health Act (OSHA)
Act that established the first national policy for safety and health and continues to deliver standards that employers mus meet to guarantee the health and safety of their employees.
-
Occupational Safety and Health Administration (OSHA)
Agency that administers and enforces the Occupational Safety and Health Act of 1970.
-
Occupational Safety and Health Review Commission (OSHRC)
Group that rules on contested OSHA citations.
-
OSHA's Form 300
Log of Work-Related Injuries and Illnesses:: used to classify work-related injuries and illnesses and to note the extent and severity of each case.
-
OSHA's Form 300A
Summary of Work-Related Injuries and Illnesses:: shows the totals of work-related injuries and illnesses for the year in each category.
-
OSHA's Form 301
Injury and Illness Incident Report:: supplemental record that covers the details of each occupational injury and illness.
-
Other-than-serious violation
Violation of an OSHA standard that would probably not cause serious physical harm or death.
-
Pandemic
Emergence of a disease new to the population:: the agent infects humans, causing serious illness, and spreads easily and sustainably.
-
Personal Protective Equipment Standard
OSHA standard that protects employees from environmental, process, chemical, mechanical, or impairment and sets criteria for acceptable equipment designs.
-
Process Safety Management Standard
OSHA standard aimed at preventing or minimizing the effect of catastrophic releases of toxic, reactive, flammable, or explosive chemicals.
-
Professional Liability Insurance
Insurance that protects directors, officers, employees, and organizations against claims of negligence in the performance of professional services.
-
Proprietary Information
Sensitive information owned by a company that gives the company certain competitive advantages.
-
Repeat Violation
Violation of an OSHA standard that is a repeat of a violation found under a previous inspection.
-
Risk Management
Use of Insurance and other strategies in an effort to prevent or minimize an organization's exposure to liability in the event a loss or injury occurs.
-
Risk management Scorecard
Tool used to make calculated judgments based on the probability that a circumstance will occur and the potential consequences.
-
Safety
Freedom from hazard, risk, or injury.
-
Safety Committees
Composed of workers from different levels and departments who are involved in safety planning and programs.
-
Security
Physical/procedural measures used to protect people, property, and information in the workplace.
-
Serious Violation
Violation of an OSHA standard that is likely to cause death or serious injury on the job.
-
Sick Building Syndrome (SBS)
Situation in which building occupants experience acute health and comfort effects that appear to be linked to time spent in a building but no specific illness or cause can be identified.
-
State Plans
Safety and health policies and procedures that states have adopted and that have been approved by OSHA.
-
Stress
Mental and physical condition that results from a real or perceived threat and the inability to remove it or cope with it.
-
Tagout
Signs or labels attached to equipment to warn others not to activate it.
-
Teratogens
Products that affect a fetus but not the pregnant mother.
-
Terrorism
Use of force or violence against persons or property in violation of the criminal laws of the United States for purposes of intimidation, or ransom.
-
Tuberculosis (TB)
Airborne contagious disease caused by a bacterial infection.
-
Unsafe Acts
Incidents that result from unsafe behavior on the part of the employee, such as operating equipment at high speeds.
-
Unsafe Conditions
Mechanical or physical hazards that may lead to injury, such as defective equipment or improper lighting.
-
USA PATRIOT Act
Act that gives federal officials greater authority to take measures to combat terrorism.
-
Voluntary Protection Program (VPP)
Voluntary group of employers that promotes and recognizes effective safety and health programs.
-
Vulnerabilities
Security risk factors.
-
Wellness Programs
Preventive health programs offered by employers designed to improve the health and physical well-being of employees both on and off the job.
-
Willful Violation
Violation of an OSHA standard that is considered intentional.
-
Principled negotiation
Type of contract negotiation based on four premises: 1) separate the people from the problem, 2) focus on interests, not positions, 3) invent options for mutual gain, and 4) insist on objective criteria
-
Agency shop
Clause that states that even if workers do not join the union, they must still pay the equivalent of dues to the union
-
Circuit City Stores v. Adams
Case in which Supreme Court ruled that a pre-hire employment application requiring that all employment disputes be settled by arbitration was enforceable under the Federal Arbitration Act
-
Compressed workweek
Work schedule that compresses a full week's work into fewer than five days
-
Closed shop
Clause that states that union membership is a condition of hiring:: is illegal (except in the construction industry).
-
Progressive discipline
System of increasingly severe penalties for employee discipline
-
Recognitional picketing
Picketing done to obtain an employer's recognition of a union as bargaining representative
-
Social charter
As related to international labor relations, legislation pending before European Union where employment conditions/practices would be standardized
-
Employment-at-will (EAW)
Common-law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and that employees have the right to quit a job at any time
-
Procedure
Detailed, step-by-step description of the customary method of handling an activity
-
Certification of results
NLRB certification indicating that a union has lost an election
-
Express oral contract
Involves verbal promises made between employer and employee related to employment
-
Zipper clause
Contract stipulation in which both parties waive the right to demand bargaining on any matter not dealt with in the contract, whether or not that matter was contemplated when the contract was negotiated or signed
-
No-strike clause
Contract stipulation in which union agrees not to strike during the duration of the contract
-
Focus group
Small group (normally six to twelve) invited to actively participate in a structured discussion with a facilitator
-
Expatriation
Process of sending employees abroad and supporting their ability to adapt to cultural changes and complete their international assignment
-
National Labor Relations Board (NLRB)
Agency that has authority to conduct union representation elections and investigate unfair labor practices
-
Shop floor participation
As related to international labor relations, a participatory management approach in which workers have the opportunity to identify problems and help resolve them
-
Duty of good faith and fair dealing
Imposes on each party in a contract an obligation for honesty in the conduct of the transaction
-
Work team
Group of employees responsible for a given end product
-
Arbitration
Procedure in which disputes are submitted to one or more impartial persons for final determination
-
Positional negotiation
Type of contract negotiation in which people lock themselves into positions and find it difficult to move away, parties lose sight of the underlying problems to be resolved, and emphasis is placed on winning the position
-
Excelsior List
List the employer has to provide the union with the names and addresses of certain employees within seven days after the direction of or consent to an election
-
Weingarten rights
Union employees' right to have a union representative or coworker present during an investigatory interview
-
Neutrality agreement
Contract between a union and an employer under which the employer agrees not to oppose a union's attempt to organize its workforce
-
Certification of representative
NLRB certification indicating that a union has won an election and will be the exclusive representative of the bargaining unit
-
Job enlargement
Broadening the scope of a job by expanding the number of different tasks to be performed
-
National Industrial Recovery Act
Act that extended the policies of the Railway Labor Act to all interstate commerce organizations
-
Interest-based bargaining (IBB)
Form of negotiating where parties look for common ground and attempt to satisfy mutual interests through the bargaining process
-
Illegal subjects
Those collective bargaining items that are unlawful by statute:: also known as external subjects
-
Duty of successor employers or unions
Mutual bargaining obligation of an employer and a union when a majority interest in a unionized company is sold to another employer
-
Sympathy strike
Strike by employees of a bargaining unit who refuse to cross picket lines made up of employees who are not members of their bargaining unit
-
Dues checkoff
Where employees agree in writing to an automatic deduction of dues from their paychecks
-
Inevitable disclosure
Enables an employer to prevent an employee from taking employment with a competitor when the current employer's trade secrets might "inevitably" be disclosed
-
Norris-LaGuardia Act
Act that guarantees workers' right to organize and restricts issuance of court injunctions against nonviolent union activity such as strikes, picketing, and boycotts
-
E. I. Dupont & Company
1993 NLRB ruling that held certain employee committees to be illegal because Dupont management circumvented the legally chosen employee representatives and usurped the union's right to represent its members
-
Union shop
Clause that states that when workers take jobs in a specific bargaining unit, they must join the union and pay union dues within a certain period of time
-
Work rule
Reflects management decisions regarding specific actions to be taken or avoided in a given situation
-
Telecommuting
Working via computing and telecommunications equipment
-
Distributive bargaining
When parties are in conflict over an issue and the outcome represents a gain for one party and a loss for the other:: each party tries to negotiate for the best possible outcome
-
Good-faith bargaining
Generally means that parties in a negotiation enter into discussion with fair and open minds and a sincere desire to arrive at an agreement
-
Directed election
Type of representation election ordered by the NLRB regional director after a preelection hearing
-
Duty of fair representation
Requires that unions act fairly on behalf of the employees they represent in negotiating and administering collective bargaining agreements
-
Grievance procedure
Provides an orderly way to resolve differences of opinion in regard to a union contract
-
Union
Formal association of employees that promotes the interests of its membership through collective action
-
Pattern bargaining
Takes place when unions negotiate provisions covering wages and other benefits similar to those already provided in other agreements existing within the industry or region:: also known as parallel bargaining
-
Federal Labor Relations Authority (FLRA)
Administers the provisions of the various executive orders that fall under the Civil Service Reform Act of 1978
-
Fraudulent misrepresentation
Intentional deception relied upon and resulting in injury to another person
-
U.S. Equal Employment Opportunity Commission (EEOC)
Federal agency responsible for enforcing antidiscrimination laws and handling charges
-
Job rotation
Breaks the monotony of routine jobs by shifting people between comparable but different jobs
-
Union security clauses
Provisions in a collective bargaining agreement designed to protect the institutional authority or survival of the union (e.g., making union membership or payment of dues compulsory for all or some of the employees in a bargaining unit)
-
Employee involvement (EI)
Planned and orderly attempt to link the shared interests of the employee and the company for their mutual benefit
-
Featherbedding
Situation in which unions try to require the employment of more workers than is necessary
-
Community of interests
Mutuality of interests among employees in bargaining for wages, hours, and working conditions
-
Authorization cards
Cards signed by employees to indicate that they want union representation:: also called authorization petitions
-
Reserved rights doctrine
Grants management full authority and discretion over the items that are or could be covered unless the contract limits management's rights in a particular area
-
Job sharing
Results when two part-time employees share one full-time job
-
Industrial democracy
As related to international labor relations, where employees have legally mandated rights to participate in management decisions
-
Recognition
When an employer recognizes a union as being entitled to conduct collective bargaining on behalf of workers in a particular bargaining unit
-
Integrative bargaining
Takes place when there is more than one issue to be resolved:: focuses on creative solutions to conflicts that reconcile parties' interests and result in mutual benefit
-
Defamation
Injuring someone's reputation by making a false and malicious statement:: may be spoken (slander) or written (libel).
-
Hot cargo clauses
Agreement that union members are not required to handle goods made by nonunion labor or a struck plant:: generally illegal
-
Common law
Dictates that custom and usage have the force of law, even if not specifically found in legislatively enacted, codified, written laws
-
Strike
Refusal by employees to work
-
Clayton Act
Act that minimally restricted the use of injunctions against labor and legalized peaceful strikes, picketing, and boycotts
-
Deauthorization
Removes authority of a bargaining representative in a non-right-to-work state to negotiate or enforce a union security clause
-
Bumping
Giving more-senior workers whose jobs have been eliminated the right to transfer into jobs of less-senior workers
-
Collective bargaining agreement (CBA)
Agreement or contract negotiated through collective bargaining process
-
Consumer picketing
Product boycotts involving such activities as distributing handbills, carrying placards, and urging customers to refuse to purchase products from a particular retail or wholesale business
-
Mediation
Method of nonbinding dispute resolution involving a third party who helps disputing parties reach a mutually agreeable decision:: also known as conciliation
-
Unfair labor practice (ULP)
Violation of right under labor-relations statutes
-
Codetermination
As related to international labor relations, a practice in which employees have a role in the management of a company that includes worker representatives with voting rights on the corporate board of directors
-
Skip-level interviews
Practice in union-free organizations of encouraging managers to spend time with each employee two levels below them on an annual basis
-
Yellow dog contracts
Contracts that force employees to agree not to join a union or participate in any union activity as a condition of employment
-
Collective bargaining
Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time
-
Coordinated bargaining
When an employer bargains with several unions simultaneously but on a separate basis
-
Job enrichment
Increases the depth of a job by adding responsibility for planning, organizing, controlling, and evaluation
-
Conciliation
Method of nonbinding dispute resolution involving a third party who tries to help disputing parties reach a mutually agreeable decision:: also known as mediation
-
Sherman Anti-Trust Act
Act that curbed concentrations of power that interfered with trade and reduced economic competition:: directed at large monopolistic employers but applied by courts to labor unions
-
Negligent retention
Retention of employees who engage in misconduct both during and after working hours
-
Task identity
Extent to which a job requires a "whole," identifiable unit of work
-
Right to work
Refers to statutes that prohibit unions from making union membership a condition of employment
-
Informational picketing
Type of picketing done to advise the public that an employer is nonunion
-
Committee
Group of people and resources who come together for the accomplishment of a specific organizational objective
-
Flextime
Work schedule that requires employees to work an established number of hours per week but allows starting and ending times to vary
-
U.S. Equal Employment Opportunity Commission (EEOC)
Federal agency responsible for enforcing antidiscrimination laws and handling charges
-
Civil Service Reform Act
Act that extended collective bargaining rights to federal employees
-
TIPS
Acronym used by many labor management attorneys and consultants that covers most of the unfair labor practice pitfalls a supervisor can run into: Don't Threaten, Interrogate, Promise, or Spy
-
Organizational picketing
Type of picketing done to induce employees to accept the union as their representative
-
Bargaining unit
Group of employees a union wants to represent
-
Consent election
Type of representation election that involves an agreement between an employer and a union to waive the preelection hearing
-
Injunction
Court order that directs a party, employer, or union to do or refrain from doing a certain act (or acts).
-
Agent-principal relationship
Principle under which regulations on unfair labor practices that apply to employers and unions also apply to acts of their agents
-
Implied contract
Exists when an agreement is implied from circumstances even though there is no express agreement between employer and employee
-
Team
Set of two or more people who are equally accountable for the accomplishment of a purpose and specific performance goals
-
Permissive subjects
Collective bargaining items that may be bargained but are not obligatory:: also called voluntary or nonmandatory subjects
-
Wildcat strikes
Work stoppages involving the primary employer-employee relationship that are neither sanctioned nor stimulated by the union and that violate a no-strike clause in the contract
-
Duty of loyalty
Common-law precept that imposes on employees a duty to be loyal to the employer
-
Maintenance of membership
Contract clause that states that an employee may or may not choose to join a union but once the employee joins, he/she must maintain membership for the duration of the contract
-
Double breasting
When a common owner operates both union and nonunion businesses
-
Secondary boycotts
Action directed at a primary party through action against some third party
-
Salting
Process of using paid union organizers to infiltrate an organization and organize its workers
-
Landrum-Griffin Act
Act that protects the rights of union members from corrupt or discriminatory labor unions:: also known as Labor-Management Reporting and Disclosure Act (LMRDA)
-
Unfair competition
Deals with employment contracts that contain covenants not to compete after termination of employment relationship and with the use of secret, confidential, or proprietary information that the employee obtained while working for the former employer
-
Decertification
Means for employees to terminate union representation:: removes union from its position as bargaining representative
-
Negligent hiring
Hiring of an employee who the employer knew or should have known, based on a reasonable pre-hire investigation of the employee's background, posed a risk to others in the workplace
-
Certification of representative
NLRB certification indicating that a union has won an election and will be the exclusive representative of the bargaining unit
-
Wagner Act
Act that protects the rights of employees to organize unhampered by management:: also known as National Labor Relations Act (NLRA)
-
Task significance
Extent to which a job has a substantial impact on other people
-
Alternative dispute resolution (ADR)
Umbrella term used to describe a number of problem-solving and grievance resolution approaches
-
Policy
Broad statement that reflects an organization's philosophy, objectives, or standards concerning a particular set of management or employee activities
-
Work councils
As related to international labor relations, groups of workers and management representatives charged with examining how to improve company performance, working conditions, job security, etc.
-
Employee handbook
Explains major HR and employee policies and procedures and generally describes the employee benefits provided
-
Phased retirement
Offers employees the opportunity to gradually reduce the number of hours they work before they are fully retired
-
Project team
Group of people who come together for a specific project
-
Taft-Hartley Act
Act that provides balance of power between union and management by designating certain union activities as unfair labor practices:: also known as Labor-Management Relations Act (LMRA).
-
Organizational feedback
Presentation of data to stimulate discussion of problem areas, generate potential solutions, and stimulate motivation for change
-
Federal Mediation and Conciliation Service (FMCS)
Offers assistance in contract settlement and maintains a list of arbitrators to help interpret contract language and resolve disputes
-
Self-directed team
Group of people that works in a self-managing way:: typically assume complete autonomy
-
Common situs picketing
Situation in which lawful picketing of a primary employer also affects a secondary employer that occupies common premises:: employers may establish separate or reserved gates, one for the struck employer and the other for all other employers
-
Railway Labor Act
Act that originally provided railroad employees the right to organize and bargain collectively:: now covers both railroad and airline employees
-
No-lockout clause
Contract stipulation in which the company agrees not to lock out workers during a labor dispute for the life of the contract
-
Task force
Temporary allocation of personnel and resources for the accomplishment of a specific objective
-
Ally doctrine
States that when a struck employer effectively uses the employees of an ally as strike breakers and when a union extends its primary picketing to this employer, no violation of the LMRA's secondary boycott prohibitions exists
-
Coalition bargaining
When more than one employer negotiates with the union:: also known as multiple employer bargaining
-
Mandatory subjects
Collective bargaining items required by law and the NLRB.
-
Labor-Management Reporting and Disclosure Act (LMRDA)
Act that protects the rights of union members from corrupt or discriminatory labor unions:: also known as Landrum-Griffin Act
-
Labor-Management Relations Act (LMRA)
Act that provides balance of power between union and management by designating certain union activities as unfair labor practices:: also known as Taft-Hartley Act
-
National Labor Relations Act (NLRA)
Act that protects the rights of employees to organize unhampered by management:: also known as Wagner Act
-
Electromation
1992 court decision that employers must deal cautiously with employee participation committees based on the NLRB's interpretation of what constitutes a company-dominated labor organization.
-
Job Bidding
Employee application and/or prior request system used to help employees change jobs.
-
Job Posting
Situation in which currently available positions are posted so interested and qualified employees may apply.
-
Lilly Ledbetter Fair Pay Act
Act that creates a rolling or open time frame for filing wage discrimination claims and expands the plaintiff field beyond the employee who was discriminated against.
-
Local Nationals
Employees hired for jobs in their own countries.
-
Lockout
Occurs when management shuts down operations to prevent union employees from working.
-
Skill Variety
Extent to which a job requires a variety of different activities for successful completion.
-
Base pay
Basic compensation an employee recives usually as a wage or salary
-
Compa-ratio
Pay level divided by the midpoint of the pay range
-
Copeland "Anti-Kickback" Act
Act that prohibits federal contractors from receiving kickbacks from employees or subcontractors for wages earned on federal projects
-
Defined contribution plan
Plan in which the employer and sometimes the employee make an annual payment to the employee's retirement plan account
-
Employee Retirement Income Security Act (ERISA)
Act that established uniform minimum standards for employer sponsored retirement and health and welfare benefit programs
-
Exempt emloyees
Employees who are excluded from FLSA overtime pay requirements
-
Fee for service health care plan
Full choice health care plan that allows covered employees to go to any qualified physician or hospital and submit claims to the insurance company:: also know as indemnity health care plan
-
Gainsharing plans
Group incentives where a portion of the gains an organization realizes from group efforts is shared with the group
-
Group term life insurance
Form of insurance carried by employers for their employees that provides a lump sum payment to the employees beneficiaries
-
Health savings account (HSA)
Tax sheltered savings account similar to an IRA but created primarily to pay for medical expenses
-
Individual retirement accounts (IRAs)
Tax deferred accounts to which wage earners can contribute an amount up to a yearly maximum
-
Job ranking
Evaluation method that establishes a hierarchy of jobs from lowest to highest based on overall importance to the organization
-
Maturity curves
Correlate pay with time spent in a professional field such as teaching or research
-
Multinational companies (MNCs)
Companies that conduct business and have offices in a number of different countires
-
Overtime pay
Required for nonexempt workers under FLSA at 1.5 times the regular rate of pay for hours over 40 in a workweek
-
Pension Benefit Guaranty Corporation (PBGC)
Set up by ERISA to insure payment of benefits in the event that a private sector defined benefit pension plan terminates with insufficient funds to pay the benefits
-
Point of service organization (POS)
Combination of a PPO and an HMO:: provides direct access to specialists
-
Productivity based pay
Pay based on the quantity of work and outputs that can be accurately measured
-
Red circle rates
Describe situations where employees pay is above the range maximum
-
Salary compression
Occurs when there is only a small difference in pay between employees regardless of their skills, experience or seniority also know as pay compression
-
Service Contract Act
Act that extended prevailing wage rate and benefit requirements to employers providing services under federal government contracts
-
Social Security
Social Security Administration program that provides retirement, disability, death and survivors benefits
-
Tax Reform Act
Act that made significant changes in employee benefit programs, especially retirement plans
-
Travel pay
Typically paid to nonexempt workers for the time they spend traveling to or between work assignments
-
Voluntary deductions
Payroll deductins selected by the employee such as charitable contributions
-
403 (b) plans
Plans that allow employees of certain tax exempt organizations to contribute pretax dollars toward retirement savings
-
Cash balance plan
Form of defined benefit plan that defines the promised benefit in terms of a hypothetical account balance and features benefit portability
-
Consumer directed health care
Health care options intended to help employers better control costs while allowing employees to make more decisions about their health care
-
Defense authorization bill
Act that excluded federal contractors from overtime pay requirements after eight hours of work in a day:: in their case, time and a half must be paid only for hours in excess of 40 per week
-
Economic Growth and Tax Relief Reconciliation Act (EGTRRA)
Act that adjusts minimum vesting schedules, increases retirement plan compensation and contribution limits, permits catch-up contributions by participants age 50 or older in certain retirement plans, and modifies distribution and rollover rules
-
Excess deferral plans
Nonqualified deferred compensation plans that provide benefits to selected management or highly compensated employees beyond Section 401 or 415 limitations
-
Factor Evaluation System (FES)
Point factor job evaluation system developed by the U.S. government
-
Frequency table
Shows the number of people or organizations associated with data organized in a frequency distribution
-
Graded vesting
System by which qualified retirement plan participants become incrementally vested over a period of years of service
-
Health insurance purchasing cooperative (HIPC)
Purchases health care plans for large groups of employers to provide small businesses the economic advantages large companies have
-
Indemnity health care plan
Full choice health care plan that allows covered employees to go to any qualified physician or hospital and submit claims to the insurance company:: also know as fee for service health care plan
-
IRS 20 Factor Test
Set of 20 factors that the IRS uses to determine whether workers are employees or independent contractors
-
Lump sum increase (LSI)
One time payment made to an employee also called performance bonus
-
Merit pay
Situation where an individuals performance is the basis for either the amount or timing of pay increases:: also called peformance based pay
-
Omnibus Budget Reconciliation Act (OBRA)
Act that reduced compensatin limits in qualified retirement programs
-
Pay grades
Used to group jobs that have approximately the same relative internal worth and are paid at the same rate or within the same pay range
-
Person based pay
Pay system in which employee characteristics rather than the job, determine pay
-
Premium sharing
Situation in which employee pays a portion of the required monthly premium for health care coverage
-
Qualifying event
Under the Consolidated Omnibus Budget Reconcilation Act, an event such as terminationfor reasons other than gross misconduct, that allows employees to continue their group health care coverage for a specific period of time
-
Roth 401 (k)/403 (b) plans
Plans that allow after tax contributions to existing 401 (k) or
-
-
Self-incured health care planb
Health care plan in which the employer assumes the role of the insurance company and assumes some or all of the risk
-
Simplified employee pension (SEP)
Tax deferred account to which the self employed and employees of very small businesses can contribute
-
Supplemental wages
Pay beyond base salary or wages such as bonuses and commissions
-
Top hat plan
Nonqualified deferred compensation plan that provides retirement benefits to select group of management or highly compensated employees
-
Utilization review
Audit of health care use and charges to identify which benefits are used and to make certain that care is necessary and costs are in line
-
Work related disability
Physcical condition (accident or illness) that is caused, aggravated, precipitated, or accelerated by work activity or the work environment
-
Benchmark jobs
Jobs used as reference points when setting up a job classification system and when designing or modifying a pay structure
-
Comparable worth
Concept that states that jobs requiring comparable skills, effort, responsibility, and working conditins filled primarily by women should have the same job classification and salary as similar jobs filled by men
-
Cost of living adjustment (COLA)
Pay adjustment given to employees regardless of their performance or company profitability:: usually linked to inflation:: also referred to as standard percentage raise
-
Differential pay
Pay that is based on when the employee works (eg overtime pay, shift pay differential) or where the employee works:: also called variable pay
-
Employee stock ownership plans (ESOPs)
Stock bonus plans by which employees gain ownership in the organization for which they work
-
Expatriates
Persons who live in one country and are employed by an organization based in another country:: also called international assignees
-
Financial Accounting Standards Board (FASB)
Private body that decides how financial executives should report their firms financial information to their shareholders
-
Gatekeeper
Individual usually a primary care physician who is given control of patient access to specialists and services in a managed care organization
-
Guide Chart Profile
Point factor job evaluation system also know as the Hay plan
-
Highly compensated employee (HCE)
Determined by an array of issues such as business ownership (employee owns more than 5% of the firm) and or salary (for 2006 $100,000)
-
Internal equity
Occurs when people feel that performance or job differences result in corresponding differences in pay rates
-
Lifetime maximum benefit
Maximum dollar amount of covered medical expenses that a health of any covered person during that person's lifetime
-
Medicare
Social security administration program that provides medical care for the aged
-
Nonduplication of benefits
In health plans, requires a secondary carrier to reimburse only up to the level of reimbursement they would have paid
-
Paid time off (PTO) bank
Large bank of time comprising all of an employee's paid time off (ie vacation, sick leave, and holidays) that the employee can use as he or she sees fit
-
Performance bonus
One time payment made to an employee:: also called a lump sum increase (LSI)
-
Portal to Portal Act
Act that defines what is included as hours worked and is therefore compensable and a factor in calculating overtime
-
Profit sharing plans
Plans that distribute a portion of an organizations profits to its employees
-
Reporting pay
Pay provided to employees who report for work as scheduled but then find that no work is available
-
Sarbanes Oxley Act (SOX)
Requires adminstrators of defined contributions plans to provide notice of covered blackout periods:: provides whistleblower protection for employees
-
Severence package
Set of benefits provided to employees who are terminated for some reason other than cause
-
Standard percentage raise
Pay adjustment given to employees regardless of their performance or company profitability:: usually linked to inflation:: also referred to as a cost of living adjustment (COLA)
-
Taxable wages
All remuneration for services (including noncash benefits) that is taxable when paid
-
Unemployment Compensation Amendments (UCA)
Imposed a mandatory 20% federal income tax withholding requirement on most qualified retirement plan proceeds that a recipient does not roll over into another qualified retirement plan or individual retirement account
-
Walsh-Healey Act
Act that extended concept of prevailing wage to employers who manufacture or supply goods under government contracts and required time and a half
-
Call back pay
Pay that employees receive when they are called back for an extra shift in the same workday
-
Consolidated Omnibus Budget Reconciliation Act (COBRA)
Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage
-
Davis Bacon Act
Act that established prevailing wage and benefit requirements for contractors on federally funded construction projects
-
Disability benefits
Monthly benefits paid under social security to workers (and eligible dependents) younger than the Social Security retirement age if they have a disability
-
Equal Pay Act (EPA)
Act that prohibits wage discrimination by requiring equal pay for equal work
-
External equity
When an organizatin's pay rates are at least equal to market rates
-
Flexible spending account (FSA)
Type of section 125 plan that allows employees to use pretax dollars to pay for out of pocket health and dependent care expenses
-
Golden handcuffs
System of overlapping short and long term incentives to make it less likely that key employees will leave a company
-
Hazard pay
Pay earned by employees who work in an environment that is considered more risky from a safety or health point of view
-
In loco parentis
In place of a parent:: term used in expansion of FMLA coverage to employees who stand in place of a parent with day to day responsibilities to care for and financially support a child or who have a day to day responsibility to care for or financially support a person who stood in loco parentis for them
-
International social security agreements
Bilateral social security agreements that coordinate the US social security program with the comparable of other countries also know as totalization agreements
-
Long term care insurance
Insurance coverage that provides a daily monetary benefit to people who are chronically ill and who require living assistance either at home or in a residential facility
-
Medicare supplement
Health plan that coves specific expenses not covered by Medicare
-
Nonqualified deferred compensation plan
Income deferral benefit offered to a select group of management or highly compensated employees in the organization
-
Parachutes
Clauses written into executive contracts that provide special payments to key executives who might lose their position or be otherwise disadvantaged if another company took control of the organization through a merger or acquistion:: also known as golden parachutes
-
Performance sharing plans
organization wide incentive plans in which funds are made available for incentive awards based on predetermined criteria and standards
-
Preferred provider organizations (PPO)
Formed by an insurance company, an employer, or a group of employers who negotiate discounted fees with networks of health care providers in return, the employers guarantee a certain volume of patients
-
Qualified deferred compensation plan
Retirement benefit offered to all employees in the organization:: provides tax advantages and is protected under the Employee retirement income security act
-
Revenue Act
Act that added sections 125 and 401(k) to the tax code
-
Section 125 benefit plans
Written benefit plans maintained by the employer that allow employees to use pretax dollars to pay for certain qualified benefits
-
Short term disability (STD) coverage
Replaces a portion of lost income for a specified peirod of tiem for employees who are ill or have nonwork related injuries
-
Sunset clause
Identified time period and ending point that should be identified in incentive pay plans
-
Time based differential pay
Pay rates that are affected by when an employee works
-
Uniformed Services Employment and Reemployment Rights Act (USERRA)
Act that protects employment, reemployment, and retention rights for persons who voluntarily or involuntarily serve or have served in the uniformed services
-
Welfare to work tax credit
Income tax credit to encourage employers to hire long term welfare recipients
-
529 plans
Qualified tuition plans that provide families a federal tax free way to save money for college
-
Commission
Payment made to salespeople, usually calcualted as a percentage of sales
-
Copayment
Specified percentage (typically 20% to 30%) of covered medical expenses that employee pays or fixed amount that a covered person pays each time he or she visits a physician
-
Defined benefit plan
plan that promises employee a retirement benefit amount based on a formula
-
Employee Commuting Flexibility Act
Amendment to the Portal to Portal act:: clarifies that commuting time is not paid working time
-
Exclusive provider organization (EPO)
Plan in which participants must use providers in the network of coverage or no payment will be made
-
Family and Medical Leave Act (FMLA)
Act that provides employees with up to 12 weeks of unpaid leave to care for family members or because of a serious health condition of the employee
-
Fully insured health care plan
Health care plan in which the employer pays a third party insurance carrier premiums that cover medical charges, administrative costs, sales commissions, taxes and profits
-
Gross earnings
Total earnings before taxes:: include regular wages plus additional earnings such as tips, bonuses and overtime pay
-
Health reimbursement account (HRA)
Employer funded plan that reimburses employees only for eligible and substantiated health care expenses
-
indirect compensation
Form of compensation commonly referred to as benefits
-
Job evaluation
Systematic determinatin of the relative worth of jobs within an organization
-
Market based evaluation
Method similar to job evaluation systems that evaluates jobs based upon their market value
-
Money purchase plans
Plans in which employers make mandatory paymenTS (a fixed percentage of an eligible employee's compensation) to a retirement plan
-
Out of pocket maximum
Stated amount out of pocket the insured can pay for medical costs in a 12 month period before copayments end
-
Pay surveys
Collect information on prevailing market rates and include topics such as incentive plans, overtime pay, base pay, and vacation and holiday practices
-
Point factor method
Most commonly used method of job evaluation:: it involves using specific factors to evaluate job worth
-
Private letter rulings
Rulings issued by the IRS to specific taxpayers or organizations that request an interpretation of the law
-
Reasonable and customary
Reimbursment standard used by insurance companies to determine how much providers should be paid for their services
-
Salary
Uniform amount of money paid to a worker regardless of how many hours are worked
-
Serious health condition
As defined in the FMLA, a condition that requires inpatient hospital, hospice, or residential care or continuting physician care
-
Small Business Job Protection Act (SBJPA)
Act that made changes to rules regarding the ability of tax exempt organizations to institute retirement plans modeled after 401(k) and IRA accounts and to the definition of highly compensated employees
-
Tax and trade relief extension act
Act that amends work opportunity tax credit to reduce employer federal tax liability
-
Totalization agreements
Bilateral social security agreements that coordinate the US social security program with the comparable programs of other countires:: also know as international social security agreements
-
Vesting
Process by which a retirement benefit becomes nonforfeitable
-
Work week
Any fixed, recurring period of 168 hours (7 days times 24 hours =168 hours)
-
Broadbanding
Comvining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread
-
Compensable factors
Reflect the dimenstions along which a job is perceived to add value to the organization:: these factors are used to determine which jobs are worth more than others
-
Coverdell Education Savings Account (ESA)
Trust created exclusively for the purpose of paying the qualified education expenses of a designated beneficiary
-
Direct compensation
Pay that is received by an employe , including base pay, differential pay, and incentive pay
-
Employees
Workers who are covered by FLSA regulations as determined by the IRS 20-Factor test
-
Experience rating
Rating system that bases insurance rates on claims history
-
Flat rate pay
Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority:: also know as single rate pay
-
Geographic differential pay
Pay based on where an employee works
-
Hay plan
Point factor job evaluation system:: also known as the Guide Chart Profile
-
Hourly wage
Form of base pay that is dependent on the number of hours worked
-
International assignees
Persons who live in one country and are employed by an organization based in another country:: alos called expatriates
-
Line of sight
Concept that states that employees must be able to influence the attainment of a goal and see a direct result of their efforts in order for incentive pay plans to be effective
-
Medicare carve-out
Health plan where benefits are reduced for employees eligible for Medicare:: Medicare becomes the primary provider
-
Nonexempt employees
Employees covered under FLSA regulations, including overtime pay requirements
-
Paired comparison method
Job ranking method in which evaluator compares each job with every other job being evaluated
-
Performance based pay
Situation where an individual's performance is the basis for either the amount of timing of pay increases:: also called merit pay
-
Preexisting conditions
Medical conditions that existed before a health care policy is taken out
-
Prudent person rule
States that an ERISA plan fiduciary has legal and financial obligations not to take more risks when investing employee benefit progam funds than a reasonably knowledgeable, prudent investor would under similar circumstances
-
Retirement Equity Act (REA)
Act that provided certain legal protections for spousal beneficiaries of qualified retirement plans
-
Savings Incentive Match Plan for Employees (SIMPLE)
Retirement plan by which employees can contribute each year to a 401 (k) plan or IRA
-
Shift Pay
Refers to supplemental pay paid to employees who work less desirable hours such as second or thirt shirts
-
Stop loss coverage
Insurance policy that protects employers with partially self funded insurance plans by limiting individual and group wide claims
-
Taxpayer Relief Act (TRA)
Act that crated tax advantaged savings mechanisms
-
Unemployment insurance
Mandatory benefit program set up as part of the social security act designed to provide a subsistence payment to employees between jobs
-
Weighted average
Average of data that takes other factors such as the number of incumbents into account
-
401 (k) plans
Plans that allow employees to make tax favored pay deferrals toward retirement savings through a payroll deduction plan
-
Capitated health care plan
Type of health care plan in which the physician is paid on a per capita (per head) basis rather than for actual treatment provided
-
Consumer price index (CPI)
Instrument that measures change over time for costs of a group of goods and services
-
Deductible
Initial amount of covered medical expenses an individual must pay before receiving paid benefits under a health care plan
-
Draw
Amount advanced on future commissions
-
Equal work
Work having equal skills, equal effort, equal responsibility and equal working conditions all performed at the same location
-
Factor comparison method
Job comparison method that ranks each job by each selected compensable factor and then identifies dollar values to develop a pay rate
-
Frequency distribution
Listing of grouped data, from lowest to highest
-
Golden parachutes
Clauses written into executive contracts that provide special payments to key executives who might lose their position or be otherwise disadvantaged if another company took control of the organization through a merger or acquisition:: also know as parachutes
-
Health Insurance Portability and Accountability Act (HIPAA)
Act that made changes to improve health care coverage portability and accessibility and provide medical record privacy and security
-
Incentive pay
Form of direct compensation where employers pay for performance beyond normal expectations to motivate employees to perform at higher levels
-
Involuntary deductions
Payroll deductions such as tax levies and court ordered child support that an employee must pay
-
Long term disability coveage (LTD)
Replaces a portion of an employees lost income after short term disability coverage ends
-
Mental Health Parity Act (MHPA)
Act that addresses parity between mental health benefits and medical benefits
-
Older Workers Benefit Protection Act (OWBPA)
Act that amended age discriminatin in employment act to include all employee benefits:: also provided terminated employees with time to consider group termination or retirement programs and consult an attorney
-
Pay compression
Occurs when there is only a small difference in pay between employees regardless of their skills, experience or seniority:: also known as salary compression
-
Perquisites
Special privileges for executives that are usually noncash items
-
Premium pay
Extra pay for working holidays or vacations days
-
Qualified domestic relations orders (QDROs)
Create or recognize the right of an alternative payee to receive all or a portion of the benefits under a retirement plan
-
Revenue rulings
Rulings published by the IRS as general guidelines to all taxpayers or organizations
-
Securities and exchange Act
Act that regulated "inside trading"
-
Sick leave
Specified period of time during which employees who are ill or have nonwork related injuries receive their full salary
-
Supplemental unemployment benefits (SUB)
Benefits paid to unemployed workers beyond required government unemployment benefits
-
Time based step rate pay
System in which pay is based on longevity inthe job and pay increases occur on a predetermined schedule
-
Unweighted average
Raw average of data that gives equal weight to all factors with no regard to individual factors such as the number of incumbents or companies
-
Work Opportunity tax Credit (WOTC)
Income tax credit to encourage employers to hire people from a targeted group
-
457 plans
Plans that allow employees of states, political subdivisions or agencies of states, and certain tax exempt organizations to defer receipt of wages
-
Cliff vesting
Requires participants to complete a specific number of years of service with an employer before they get any vested benefits, after which they are 100% vested
-
Coordination of benefits
Eliminates the duplication of payments when an employee, spouse or dependents have health coverage under two or more plans
-
Deferred compensation
Plan that provides income to employees at some future time as compensation for work performed now
-
Emergency shift pay
Extra pay that employees receive when they are called into work during an emergency (ie a power outage)
-
Excess group term life insurance
Amount of employer provided group term life insurance over $50,000
-
Fair labor Standards act (FLSA)
Act that regulates employee overtime status, overtime pay, child labor, minimum wage, record keeping and other adminstrative concerns
-
Full cafeteria plan
Type of Section 125 plan that allows employees to choose from a menu of benefits and allocate pretax dollars to pay for those benefits
-
Green circle rates
Situation where an employees pay is below the minimum of the range
-
Health maintenance organizations (HMOs)
Form of health care that provides services for a fixed period on a prepaid basis
-
Independent contractors
Workers who are not covered by FLSA regulations as determined by the IRS 20 Factor test
-
Job classification
Evaluation method that groups jobs into a predetermined number of grades or classifications, each having a class description to use for job comparisons
-
Managed care
General term for a medical plan that seeks to ensure that the treatments a person receives are medically necessary and provided in a cost effective manner
-
Minimum wage
Minimum hourly amount, determined by congress that nonexempt employees can be paid
-
On call pay
Pay that employees receive when they are on call but not actually working
-
Pay ranges
Set the upper and lower bounds of possible compensation for individuals whose jobs fall in a pay grade
-
Physician hospital organizations (PHOs)
Consist of hospital and physician practices that merge into vertically integrated structures
-
Premium only plan (POP)
Type of section 125 plan that allows employees to pay for certain qualified benefits with pretax dollars
-
Rabbi trust
Grantor trust designed to segregate nonqualified deferred compensation benefits from an employer's general accounts
-
Roth IRA
Account providing tax free income growth:: contributions are made with after tax dollars
-
Seniority
System that shows preference to employees with the longest service
-
Single rate pay
Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority:: also know as flat rate pay
-
Survivors benefits
Monthly benefits paid under social security to eligible dependents of deceased workers
-
Total rewards
All forms of financial returns that employees receive from their employers
-
Variable pay
Pay that is based on when the employee works (ie overtime pay, shift pay differential) or where the employee works:: also called differential pay
-
Workers compensation
State insurance program designed to protect workers in cases of work related injuries or diseases related to workers employment
-
Age Discrimination in Employment Act (ADEA)
Act that determined that older workers may not be discriminated against by performance-based pay systems.
-
Balance Billing
Practice where an uncontracted medical provider bills a patient for all charges not paid for by the patient's insurance plan, even if those charges are above the plan's usual and customary rate or are considered medically unnecessary.
-
Dual-Ladder Career Progression
Allows employees to advance via either a management or technical track within an organization.
-
General Pay Increase
Pay increase given to all employees (or a class of employees such as office or production workers) based on local competitive market requirements:: awarded regardless of employee performance.
-
Genetic Information Nondiscrimination Act
Act that prohibits discrimination against individuals on the basis of their genetic information in both employment and health care.
-
Inpatriates
Traditional term used to describe employees brought in from another country to work in the headquarters country for a specified period.
-
Median
Middle point above and below which 50% of scores in a set of data lie.
-
Mode
Value that occurs most frequently in a set of data.
-
Modified-Duty Programs
Offered to employees who are on leave for injuries under FMLA:: job tasks are modified to meet the employee's restrictions.
-
Pension Protection Act
Act that changes the laws that affect defined benefit plans, defined contribution plans, individual retirement accounts, and other issues related to retirement planning.
-
Repatriates
Traditional term referring to employees who have returned home from an international assignment
-
ADDIE model
Five-step instructional design process that governs the development of human resource development programs.
-
Analysis
Level of learning characterized by understanding information to the level of being able to break it down and explain how it fits together.
-
Andragogy
Study of how adults learn
-
Application
Level of learning characterized by ability to use learned information in a new situation
-
Apprenticeship
Relates to technical skills training:: often a partnership between employers and unions.
-
Aptitude
Ability to learn information or acquire a skill.
-
Asynchronous learning
Type of e-learning in which participants access
-
information at different times and in different places.
-
Auditory learners
People who learn best by relying on their sense of hearing.
-
Bias
Occurs when an appraiser's values, beliefs, or prejudices distort performance ratings.
-
Blended learning
Planned approach to learning that includes a combination of methods such as classroom, e-learning, self-paced study, and performance support such as job aids or coaching.
-
Career development
Process by which individuals progress through a series of stages in their careers, each of which is characterized by relatively unique issues, themes, and tasks.
-
Career planning
Actions and activities that individuals perform in order to give direction to their work life.
-
Cause-and-effect diagram
Diagram that maps out a list of factors that are thought to affect a problem or a desired outcome.
-
Central tendency error
Error that occurs when an appraiser rates all employees within a narrow range, regardless of differences in actual performance.
-
Check sheets
Simple visual tools used to collect and analyze data.
-
Competencies
Set of behaviors encompassing skills, knowledge, abilities, and personal attributes that are critical to successful work accomplishment.
-
Comprehension
Level of learning characterized by ability to translate or interpret information.
-
Contrast error
Error that occurs when an employee's rating is based on how his or her performance compares to that of another employee rather than objective standards.
-
Control chart
Chart that illustrates variations from normal in a situation over time.
-
Copyright
Form of protection provided by the U.S. government to authors of "original works" to exclude others from printing or otherwise duplicating, distributing, or vending copies of his/her literary, artistic, and other creative expressions
-
Copyright Act
Act that defines the protection provided to authors of "original works" to exclude others from printing or otherwise duplicating, distributing, or vending copies of his or her literary, artistic, and other creative expressions,
-
including through the various means of technology
-
Core competencies
Skills, knowledge, and abilities that employees must possess in order to successfully perform job functions that are essential to business perations
-
Decreasing returns
Type of learning curve in which the amount of learning or skill level increases rapidly at first and then the rate of improvement slows
-
Developmental activities
Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs
-
Distance learning
Process of delivering educational or instructional programs to locations away from a classroom or site.
-
Diversity
Differences in characteristics of people:: can involve personality, work style, race, age, ethnicity, gender, religion, education, functional level at work, etc.
-
Diversity training
Training designed to inform and educate senior
-
management and staff about diversity and to develop concrete skills among staff that will facilitate enhanced productivity and communications among all employees.
-
Dual-ladder programs
Career development programs that identify meaningful career paths for professional and technical people whose preferences may be outside traditional management roles.
-
E-learning
Delivery of formal and informal training and educational materials, processes, and programs via the use of electronic media.
-
Emotional intelligence (EI)
Ability of an individual to be sensitive to and
-
understanding of the emotions of others and to manage his or her own emotions and impulses.
-
Evaluation
Level of learning characterized by ability to make judgments.
-
Executive coaching
Coaching typically conducted by a third-party vendor to support managers in mastering the fundamental principles and practices for achieving extraordinary results and empowering staff success.
-
External coaching
Coaching typically available to professional, exempt, and/or high-potential employees that is done in a private and confidential relationship with a trained or certified consultant/coach.
-
Extrinsic rewards
Rewards such as pay, benefits, bonuses, promotions, achievement awards, time off, more freedom and autonomy, special assignments, etc.
-
Fair use
Provision of the Copyright Act that allows the use of copyrighted work in certain circumstances.
-
Fast-track programs
Career development programs that involve identifying a pool of potential leaders and rapidly increasing their leadership skill development.
-
Glass ceiling
Strong but invisible career barrier that sometimes exists for minorities and women.
-
Goal
Clear statement, usually in one sentence, of the purpose and intent of a human resource development program.
-
High-context culture
Society or group where people have close connections over a long period of time and where many aspects of behavior are not made explicit, because most members know what to do and think from years of interaction.
-
Histogram
Graphic representation of the distribution of a single type of measurement:: data is represented by a series of rectangles of varying heights.
-
Human resource development (HRD)
Set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands.
-
Increasing returns
Type of learning curve in which progress is initially slow because basics are being learned but then performance takes off after the initial learning phase.
-
Internal coaching
Consists of ongoing meetings between supervisors and employees to discuss the employee's career goals.
-
Intrinsic rewards
Meaningful work, good feedback on performance, autonomy, and other factors that lead to high levels of satisfaction in the job.
-
Kinesthetic learners
People who learn best through a hands-on approach:: also called tactile learners.
-
Knowledge
Level of learning characterized by ability to recall specific facts.
-
Knowledge management (KM)
Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance.
-
Leadership
Ability of an individual to influence a group or another individual toward the achievement of goals and results.
-
Learning management system (LMS)
System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.
-
Learning objects (LOs)
Learning elements that may be reused in a variety of contexts:: examples include animated graphics, job aids, and print modules.
-
Learning organization
Organization characterized by a capability to adapt to changes in environment.
-
Learning styles
Ways individuals learn and process ideas.
-
Leniency errors
Errors that are the result of appraisers who don't want to give low scores.
-
Low-context culture
Society where people tend to have many connections but of shorter duration and where behavior and beliefs may need to be spelled out explicitly so that those coming into the cultural environment know how to behave.
-
Management
Directing day-to-day organizational operations
-
Mentoring
Developmentally oriented relationship between two individuals.
-
Motivation
Factors that initiate, direct, and sustain human behavior over time.
-
Needs assessment
Process by which an organization's needs are identified in order to help the organization accomplish its objectives:: also called needs analysis
-
Objectives
Results that participants will be able to perform at the end of a human resource development program.
-
On-boarding
Process of new employee assimilation into the
-
organization, which often lasts up to six months or a year.
-
On-the-job training (OJT)
Training provided to employees at the work site utilizing demonstration and performance of job tasks.
-
Organizational culture
Shared attitudes and perceptions in an organization.
-
Organizational development (OD)
Process of enhancing the effectiveness of an organization and the well-being of its members through planned interventions.
-
Organizational learning
Certain types of learning activities or processes that may occur at any one of several levels in an organization.
-
Orientation
Initial phase of employee training that covers job
-
responsibilities and procedures, organizational goals and strategies, and company policies.
-
Pareto chart
Vertical bar graph on which bar height reflects frequency or impact of causes
-
Patent
Gives its owner the right to exclude others from making, using, or selling anything that embodies or uses an invention.
-
Pedagogy
Study of the education of children.
-
Performance appraisal
Process that measures the degree to which an employee accomplishes work requirements.
-
Performance management
Process of maintaining or improving employee job performance through the use of performance assessment tools, coaching, and counseling as well as providing continuous feedback
-
Performance standards
Expectations of management translated into behaviors and results that employees can deliver.
-
Pilot programs
Human resource development programs offered initially in a controlled environment with a segment of the target
-
-
Plateau curve
Type of learning curve in which learning is fast at first but then flattens out with no apparent progress.
-
Plateaued career
Career state of employees who are no longer considered promotable
-
Primacy error
Occurs when an appraiser gives more weight to an employee's earlier performance and discounts recent occurrences.
-
Process-flow analysis
Diagram of the steps involved in a process.
-
Public domain
Status of a work when copyright protection ends:: in general, copyright protection covers the life of the author plus 70 years.
-
Age Discrimination in Employment Act (ADEA)
Act that prohibits discrimination in employment for persons age 40 and over.
-
Americans with Disabilities Act (ADA)
Act that prohibits discrimination against a qualified individual with a disability because of his/her disability.
-
Career Management
Preparing, implementing, and monitoring employees' career paths, with a primary focus on the goals of the organization.
-
Expatriation
Process of sending employees abroad and supporting their ability to adapt to cultural changes and complete their international assignment.
-
Halo Effect
Occurs when an employee is extremely competent in one area and is therefore rated high in all categories.
-
Horn Effect
Occurs when an employee receives an overall low rating because of one weakness.
-
Job Enlargement
Broadening the scope of a job by expanding the number of different tasks to be performed.
-
Job Enrichment
Increases the depth of a job by adding responsibility for planning, organizing, controlling, and evaluation.
-
Job Rotation
Movement between comparable but different jobs.
-
Outplacement Programs
Programs developed to assist displaced employees in finding jobs and adjusting to change.
-
Recency Error
Error that occurs when an appraiser gives more weight to recent occurrences and discounts an employee's earlier performance during the appraisal.
-
Repatriation
Reintegrating employees into their home-country operations following an international assignment.
-
Replacement Planning
"Snapshot" assessment of the availability of qualified backup for key positions.
-
Retention
Ability to keep talented employees in an organization.
-
Reusable Learning Objects (RLOs)
Learning elements that may be reused in a variety of contexts:: examples include animated graphics, job aids, and print modules.
-
Scatter Diagram
Illustration that depicts possible relationships between two variables.
-
Six Sigma
Disciplined, data-driven approach and methodology for eliminating defects.
-
S-Shaped Curve
Type of learning curve in which learning occurs in a series of increasing or decreasing returns:: usually seen when an employee is attempting to learn a difficult task that also requires specific insight.
-
Strictness
Error that occurs when an appraiser believes standards are too low and inflates the standards in an effort to them meaningful.
-
Subject Matter Expert (SME)
Person who is well versed in the content of a human resource development program.
-
Succession Planning
Process of systematically identifying, assessing, and developing leadership talent.
-
SWOT Analysis
Process for evaluating an organization's current strengths, weaknesses, opportunities, and threats.
-
Synchronous Learning
Type of e-learning in which participants interact together in real time.
-
Synthesis
Level of learning at which the learner is able to respond to new situations and determine trouble-shooting techniques and solutions.
-
Talent Management
Development and integration of HR processes that attract, develop, engage, and retain the knowledge, skills, and abilities of employees that will meet current and future business needs.
-
Theory of Constraints (TOC)
Systems management philosophy that states that every organization is hindered by constraints that come from its internal policies.
-
Title VII, Civil Rights Act of 1964
Prohibits discrimination or segregation based on race, color, national origin, religion, and gender in all terms and conditions of employment.
-
Total Quality Management (TQM)
Strategic, integrated management system for achieving customer satisfaction that involves all managers and employees and uses quantitative methods to continuously improve an organization's processes.
-
Trademark Act
Act that provides federal protection for trademarks and service marks.
-
Train-ability
Readiness to learn, combining students' level of ability and motivation with their perceptions of the work environment.
-
Training
Process of providing knowledge, skills, and abilities (KSAs) specific to a task or job.
-
Transactional Leadership
Leadership style that offers the promise of reward or the threat of discipline to motivate employees.
-
Transfer of Training
Effective and continuing on-the-job application of the knowledge and skills gained during a learning experience.
-
Transformational Leadership
Leadership style that motivates employees by inspiring them to join in a mutually satisfying achievement.
-
Uniform Guidelines on Employee Selection Procedures
Federal guidelines that require employers to show that they are not discriminating against or creating adverse impact on a group of applicants or employees, including selecting participants for training.
-
Uniformed Services Employment and Reemployment Rights Act (USERRA)
Act that requires benefit continuation and crediting of service while an employee is on military active duty.
-
U.S. Patent Act
Act that established U.S. Patent and Trademark Office
-
Vestibule Training
Offline, instructor-led training designed to bring a learner up to production standards before assuming online responsibilities.
-
Visual Learners
People who learn best by relying on their sense of sight.
-
ADA Amendments Act
Amendments to Americans with Disabilities Act covering mitigating measures and definition of individuals regarded as having a disability.
-
Adverse impact
Occurs when the selection rate for a protected class is less than 80% of the rate for the class with the highest selection rate:: also known as disparate impact.
-
Affirmative action (AA)
Practice in which employers identify conspicuous
-
imbalances in their workforce and take positive steps to correct under-representation of protected classes.
-
Affirmative action plans (AAPs)
Plans that focus on the hiring, training, promoting,
-
compensating, and terminating of protected classes.
-
Age Discrimination in Employment
-
Act (ADEA)
Act that prohibits discrimination in employment for
-
persons age 40 and over except where age is a bona fide occupational qualification.
-
Albemarle Paper v. Moody
1975 court ruling that items used to validate employment requirements must be job-related.
-
Alternative staffing
Use of alternative recruiting sources and workers who are not regular employees:: also known as flexible staffing.
-
Americans with Disabilities Act
-
(ADA)
Act that prohibits discrimination against a qualified
-
individual with a disability because of his/her disability.
-
Aptitude tests
Tests that measure the general ability or capacity to learn or acquire a new skill.
-
Assessment centers
Method of evaluating candidates using content-valid work samples of a job:: typically for managerial positions.
-
Availability analysis
Analysis in which organization considers internal and
-
external availability in determining theoretical availability of minorities and women for established job groups.
-
Behavioral interview
Type of interview that focuses on how applicant
-
previously handled real work situations.
-
Bona fide occupational qualification
-
(BFOQ)
Situation in which gender, religion, or national origin is reasonably necessary to carrying out a particular job function in the normal operations of a business or enterprise.
-
City of Richmond v. J. A. Croson
-
Company
1989 Court ruling that the numerical quota system of
-
Richmond, Virginia, was unconstitutional because the city had not laid the proper groundwork and had not adequately identified or documented discrimination.
-
Civil Rights Act of 1964
First comprehensive U.S. law making it illegal to
-
discriminate on the basis of race, color, religion, sex, or national origin.
-
Civil Rights Act of 1991
Act that expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages:: gives plaintiffs in cases of alleged intentional discrimination the right to a jury trial.
-
Closed questions
Questions that can usually be answered with yes or no.
-
Co-employment
Situation in which an organization shares joint
-
responsibility and liability for their alternative workers with an alternative staffing supplier:: also known as joint employment.
-
Cognitive ability tests
Tests that assess skills the candidate has already learned.
-
Competency model
Set of job competencies that together make up a profile for success for a particular job.
-
Compliance evaluation
Evaluation that requires an organization to provide details on and documentation of its affirmative action plan.
-
Concurrent validity
Type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time.
-
Congressional Accountability Act
Act that requires that federal employee relations legislation enacted by Congress apply to employees of Congress.
-
Construct validity
Extent to which a selection device measures the theoretical construct or trait (e.g., intelligence or mechanical comprehension).
-
Constructive discharge
Occurs when an employer makes working conditions so intolerable that an employee has no choice but to resign.
-
Consumer Credit Protection Act
Act that limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors.
-
Content validity
Degree to which an interview, test, or other selection
-
device measures the knowledge, skills, abilities, or other
-
qualifications that are part of the job.
-
Criterion-related validity
Refers to the link between a selection device and job
-
-
Cultural noise
Failure to recognize responses of a candidate that are
-
socially acceptable rather than factual.
-
Delphi technique
Forecasting technique that progressively collects
-
information from a group without physically assembling
-
-
Directive interview
Type of interview in which interviewer poses specific
-
questions to a candidate and keeps control.
-
Disability
Physical or mental impairment that substantially limits
-
-
Disparate impact
Occurs when the selection rate for a protected class is less
-
than 80% of the rate for the class with the highest selection
-
rate:: also known as adverse impact.
-
Disparate treatment
Occurs when protected classes are intentionally treated
-
differently from other employees or are evaluated by
-
-
Ellerth v. Burlington Northern
-
Industries
Court ruling that distinguished between supervisor
-
harassment that results in tangible employment action and
-
supervisor harassment that does not.
-
Employee Polygraph Protection Act
Act that makes it unlawful for employers to use polygraphs
-
in employment decisions except for a few narrowly
-
defined exceptions for "security-sensitive" positions.
-
Employment branding
Process of positioning an organization as an "employer of
-
choice" in the labor market.
-
Employment contract
Agreement between an employer and an employee that
-
explains the employment relationship.
-
Employment offer
Makes the hiring decision official:: should immediately
-
follow the final decision to hire a candidate:: formally
-
communicated through offer letter.
-
Employment practices liability
-
insurance (EPLI)
Protects an employer against claims by workers that their
-
legal rights as employees of the company have been
-
-
Essential function
Primary job duty that a qualified individual must be able to
-
perform, either with or without accommodation:: a function
-
may be considered essential because it is required in a job
-
or because it is highly specialized.
-
Executive search firms
External recruiting method:: firms seek out candidates,
-
usually for executive, managerial, or professional
-
-
Exit interview
Interview conducted when an employee is terminating with
-
a company in which employee is asked to share views on
-
-
Expatriates
Collective term for employees sent abroad to work in a
-
country other than where they live.
-
-
Transactions Act (FACT)
Act that provides some relief to employers using third
-
parties to conduct workplace investigations.
-
Fair Credit Reporting Act (FCRA)
Act that protects privacy of background information and
-
ensures that information supplied is accurate.
-
Faragher v. City of Boca Raton
Court ruling that distinguished between supervisor
-
harassment that results in tangible employment action and
-
supervisor harassment that does not.
-
First-impression error
Type of interviewer bias in which interviewer makes snap
-
judgments and lets first impression (either positive or
-
negative) cloud the interview.
-
Flexible staffing
Use of alternative recruiting sources and workers who are
-
not regular employees:: also known as alternative staffing.
-
Garnishment
Occurs when a creditor obtains a court order requiring an
-
employer to attach an employee's earnings in order to pay
-
-
General Dynamics Land Systems,
-
Inc., v. Cline
Case in which Supreme Court held that the Age
-
Discrimination in Employment Act does not protect
-
younger workers, even if they are over age 40, from
-
workplace decisions that favor older workers.
-
-
Nondiscrimination Act (GINA)
Act that prohibits discrimination against individuals on the
-
basis of their genetic information in both employment and
-
-
Gratz v. Bollinger
Case in which Supreme Court held that University of
-
Michigan's undergraduate admission program was not
-
sufficiently "narrowly tailored" to consider race as a factor
-
in admission decisions in order to achieve goal of a diverse
-
-
Griggs v. Duke Power
1971 case that recognized adverse impact discrimination.
-
Group interview
Type of interview where multiple job candidates are
-
interviewed by one or more interviewers at the same time
-
or where multiple people in an organization interview a
-
-
Grutter v. Bollinger
Case in which Supreme Court held that University of
-
Michigan's law school admission program was sufficiently
-
"narrowly tailored" to consider race as a factor in
-
admission decisions in order to achieve goal of a diverse
-
-
Halo effect
Type of interviewer bias in which interviewer allows one
-
strong point in candidate's favor to overshadow all other
-
-
Harris v. Forklift Systems, Inc.
Court ruling that established "reasonable person" standard
-
in a sexual harassment case.
-
Honesty/integrity tests
Measures of applicants' propensity toward undesirable
-
behaviors such as lying, stealing, taking drugs, or abusing
-
-
Horn effect
Type of interviewer bias in which the interviewer allows
-
one strong point that works against candidate to
-
overshadow all other information.
-
Host-country nationals (HCNs)
Employees hired for jobs in their own countries:: also
-
known as local nationals.
-
Hostile environment harassment
Occurs when sexual or other discriminatory conduct is so
-
severe and pervasive that it interferes with an individual's
-
performance:: creates an intimidating, threatening, or
-
humiliating work environment:: or perpetuates a situation
-
that affects the employee's psychological well-being.
-
Immigration Reform and Control
-
Act (IRCA)
Act that prohibits discrimination against job applicants on
-
the basis of national origin or citizenship:: establishes
-
penalties for hiring illegal aliens and requires employers to
-
establish each employee's identity and eligibility to work.
-
Inpatriates
Traditional term used to describe employees brought in
-
from another country to work in the headquarters country
-
-
International assignee
All-encompassing term used to describe anyone on an
-
international assignment.
-
Involuntary termination
When employers decide to discharge particular employees
-
for cause (e.g., poor performance, violations of employer
-
-
Job analysis
Systematic study of jobs to determine what activities and
-
responsibilities they include, relative importance and
-
relationship with other jobs, personal qualifications
-
necessary for performance, and conditions under which
-
-
Job applicant
According to EEO regulations, anyone who expresses an
-
interest in employment, regardless of whether that person
-
meets the employer's minimum qualifications for the job.
-
Job bidding
Internal recruiting method that allows employees to
-
indicate an interest in a position before one becomes
-
-
Job competencies
Knowledge, skills, and abilities (KSAs) and other personal
-
characteristics that work together to produce outstanding
-
performance in a given area of responsibility.
-
Job description
Summarizes most important features of a job, including
-
required tasks, knowledge, skills, abilities, responsibilities,
-
-
Job group analysis
Part of affirmative action plan that lists all job titles that
-
comprise each job group having similar content and
-
responsibilities, wage rates, and opportunities for
-
-
Job posting
Internal recruiting method that allows current employees
-
the chance to respond to announcements of positions.
-
Job specification
Spells out qualifications necessary for an incumbent to be
-
-
Jobs for Veterans Act (JVA)
Amendment to Vietnam Era Veterans Readjustment
-
Assistance Act:: deals with discrimination against certain
-
veterans by the U.S. government and federal contractors.
-
Johnson v. Santa Clara County
-
Transportation Agency
Court ruling that endorsed using gender as one factor in an
-
employment decision if underrepresentation is shown and
-
if the affirmative action plan is not a quota system.
-
Joint employment
Situation in which an organization shares joint
-
responsibility and liability for their alternative workers
-
with an alternative staffing supplier:: also known as coemployment.
-
Judgmental forecasts
Use of information from past and present to predict future
-
-
Kolstad v. American Dental
-
Association
Case in which Supreme Court held that the availability of
-
punitive damages depends on the motive of the
-
discriminator rather than the nature of the conduct.
-
Lilly Ledbetter Fair Pay Act
Act that creates a rolling time frame for filing wage
-
discrimination claims and expands plaintiff field beyond
-
employee who was discriminated against.
-
Local nationals
Employees hired for jobs in their own countries:: also
-
known as host-country nationals (HCNs).
-
McDonnell Douglas Corp. v. Green
Case that established criteria for disparate treatment.
-
McKennon v. Nashville Banner
-
Publishing Co.
Case in which Supreme Court held that evidence of
-
misconduct acquired after the decision to terminate cannot
-
free an employer from liability, even if the misconduct
-
would have justified terminating the employee.
-
Meritor Savings Bank v. Vinson
Court ruling that first held that sexual harassment violates
-
Title VII of the Civil Rights Act of 1964 regardless of
-
whether it is quid pro quo or hostile environment
-
-
Multiple linear regression
Statistical method that can be used to project future
-
demand:: several variables are utilized.
-
Negative emphasis
Type of interviewer bias that involves rejecting a candidate
-
on the basis of a small amount of negative information.
-
Nominal group technique
Group of individuals who meet face-to-face to forecast
-
ideas and assumptions and prioritize issues.
-
Nondirective interview
Type of interview in which interviewer asks open
-
questions and provides general direction but allows
-
applicant to guide process.
-
Offer letter
Document that formally communicates the employment
-
offer, making the hiring decision official.
-
Oncale v. Sundowner Offshore
-
Service, Inc.
Court ruling that same-gender harassment is actionable
-
-
On-call workers
Employees who report to work only when needed.
-
Open question
Type of question that typically begins with what, where,
-
-
Organizational display
Part of an affirmative action plan that provides a graphical
-
presentation of the organizational units, including their
-
-
Organizational exit
Process of managing the way people leave an organization.
-
Organizational profile
Depicts the staffing pattern of a facility to determine if
-
barriers to equal employment opportunity exist within any
-
-
Organizational unit
Any discrete component of an organization in which there
-
is a level of supervision responsible and accountable for
-
the selection, compensation, etc., of employees within the
-
-
Outplacement
Systematic process by which a laid-off or terminated
-
employee is counseled in the techniques of career selfappraisal
-
and in securing a new job that is appropriate to
-
his or her talents and needs.
-
Outsourcing
Flexible staffing option in which an independent company
-
with expertise in operating a specific function contracts
-
with a company to assume full operational responsibility
-
-
Panel interview
Type of interview in which structured questions are spread
-
across a group:: individual who is most competent in the
-
relevant area usually asks the question.
-
Parent-country nationals (PCNs)
Citizens of an organization's headquarters country who
-
reside and work abroad with the intent of returning to the
-
-
Patterned interview
Type of interview in which interviewer asks each applicant
-
questions that are from the same knowledge, skill, or
-
ability area:: also called targeted interview.
-
Payrolling
When a company needing help identifies specific people
-
and refers them to a staffing firm, which employs them and
-
assigns them to work at the company.
-
Pennsylvania State Police v. Suders
Case in which Supreme Court ruled on the use of the
-
affirmative defense in a constructive discharge claim for
-
an employer whose supervisors are charged with
-
-
PERM (Program Electronic Review
-
Management)
Streamlined process for obtaining labor certification for
-
foreign nationals seeking permanent residence through
-
-
Personality tests
Tests that measure person's social interaction skills and
-
-
Placement goals
Objectives or targets in an affirmative action plan that are
-
set when the percentage of minorities or women in a job
-
group is less than reasonably expected given their
-
-
Polygraph test
Test that measures respiration, blood pressure, and
-
perspiration while person is asked a series of questions::
-
outcome is a diagnostic opinion about honesty.
-
Predictive validity
Type of criterion-related validity:: degree to which
-
predictions made by a test are confirmed by the later
-
-
Pregnancy Discrimination Act
Act that prohibits discrimination on the basis of pregnancy,
-
childbirth, or related conditions.
-
Prescreening interview
Type of interview that is useful when an organization has a
-
high volume of applicants for a job and face-to-face
-
interviews are needed to judge prequalification factors.
-
Prima facie
Latin term for "on first view" or "at first appearance."
-
Privacy Act
Act that protects the employment records of federal
-
government employees from disclosure without prior
-
-
Protected class
People who are covered under a federal or state
-
-
Psychomotor tests
Tests that require a candidate to demonstrate a minimum
-
degree of strength, physical dexterity, and coordination in
-
a specialized skill area.
-
Quid pro quo harassment
Type of sexual harassment that occurs when an employee
-
is forced to choose between giving in to a superior's sexual
-
demands and forfeiting an economic benefit such as a pay
-
increase, a promotion, or continued employment.
-
Quota
Involves hiring and promoting a fixed number of
-
individuals based on race, gender, or other protected-class
-
standards that must be met.
-
Realistic job preview (RJP)
Part of the selection process that provides an applicant
-
with honest and complete information about a job and the
-
-
Reasonable accommodation
Modifying job application process, work environment, or
-
circumstances under which job is performed to enable a
-
qualified individual with a disability to be considered for
-
the job and perform its essential functions.
-
Regents of the University of
-
California v. Bakke
Court ruling that colleges and universities could
-
legitimately consider race as a factor in the admissions
-
-
Rehabilitation Act
Act that prohibits discrimination based on physical or
-
-
Repatriates
Traditional term referring to employees who have returned
-
home from an international assignment.
-
Repetitive interview
Type of interview in which interviewer asks every
-
applicant the same questions:: also called a structured
-
-
R�sum�
Document prepared by job candidate (or professional hired
-
by candidate) to highlight candidate's strengths and
-
-
Retaliatory discharge
Result of an employer punishing an employee for engaging
-
in activities protected by the law (e.g., filing a
-
discrimination charge, opposing unlawful employer
-
-
Retention
Ability to keep talented employees in an organization.
-
School Board of Nassau v. Arline
Supreme Court ruling that persons with contagious
-
diseases could be covered by the Rehabilitation Act of
-
-
School-to-work programs
Allow organizations to partner with communities and
-
schools to help develop the skilled workforce they will
-
-
Selection
Process of hiring the most suitable candidate for a vacant
-
-
Selection interview
Interview designed to probe areas of interest to interviewer
-
in order to determine how well a job candidate meets the
-
needs of the organization.
-
Sexual harassment
Unwelcome sexual advances, requests for sexual favors,
-
and other verbal or physical conduct of a sexual nature.
-
Simple linear regression
Projection of future demand based on a past relationship::
-
involves a single variable.
-
Simulations
Representations of real situations:: give organizations the
-
opportunity to speculate as to what would happen if certain
-
courses of action were pursued.
-
Situational interview
Type of interview in which interviewer asks hypothetical
-
questions designed to elicit stories and examples that
-
demonstrate the applicant's skills and qualifications.
-
Skill banks
Computerized talent or skill inventories that can furnish a
-
list of qualified people.
-
Skill tracking systems
Computerized talent or skill inventories that can furnish a
-
list of qualified people.
-
Smith v. Jackson, Mississippi
Case in which Supreme Court held that Age
-
Discrimination in Employment Act authorizes recovery on
-
a disparate impact theory but with narrower scope than that
-
provided under Title VII.
-
St. Mary's Honor Center v. Hicks
Court ruling that Title VII plaintiff must show that
-
discrimination was the real reason for an employer's
-
-
Staffing
HR function that identifies organizational human capital
-
needs and attempts to provide an adequate supply of
-
qualified individuals for jobs in an organization.
-
State (public) employment agencies
Agencies that provide employee screening, testing, and
-
referral at no cost to the employer.
-
Stereotyping
Type of interviewer bias that involves forming generalized
-
opinions about how people of a given gender, religion, or
-
race appear, think, act, feel, or respond.
-
Stress interview
Type of interview in which interviewer assumes an
-
aggressive posture to see how a candidate responds to
-
-
Structured interview
Type of interview in which interviewer asks every
-
applicant the same questions:: also called a repetitive
-
-
Substance abuse tests
Measures intended to ensure a drug-free workplace.
-
Targeted interview
Type of interview in which interviewer asks each applicant
-
questions that are from the same knowledge, skill, or
-
ability area:: also called patterned interview.
-
Taxman v. Board of Education of
-
Piscataway
Court ruling that nonremedial affirmative action plan
-
cannot form the basis for deviating from the
-
antidiscrimination mandate of Title VII.
-
Team interview
Type of interview used in situations where the position
-
relies heavily on team cooperation:: supervisors,
-
subordinates, and peers are usually part of the process.
-
Third-country nationals (TCNs)
Traditional term used to describe employees who are
-
citizens of countries other than where they work or where
-
the organization's headquarters resides.
-
Trend and ratio analyses
Use of statistics to determine whether relationships exist
-
-
Turnover
Annualized formula that tracks number of separations and
-
total number of workforce employees for each month.
-
Uniform Guidelines on Employee
-
Selection Procedures
Procedural document designed to assist employers in
-
complying with federal regulations prohibiting
-
-
United Steelworkers v. Weber
Court ruling dealing with reverse discrimination charges::
-
upheld that Title VII allows for voluntary, private, raceconscious
-
programs aimed at eliminating racial imbalance
-
in traditionally segregated job categories.
-
Vicarious liability
Legal doctrine under which a party can be held liable for
-
the wrongful actions of another party.
-
Vietnam Era Veterans Readjustment
-
Assistance Act (VEVRAA)
Act that prohibits discrimination against certain veterans
-
by the U.S. government and federal contractors.
-
Washington v. Davis
Court ruling that dealt with job testing and discrimination.
-
Worker Adjustment and Retraining
-
Notification (WARN) Act
Act that requires some employers to give a minimum of 60
-
days' notice if a plant is to close or if mass layoffs will
-
-
Workforce analysis
List of job titles ranked from lowest- to highest-paid within
-
-
Workforce planning
Process an organization uses to analyze its current base of
-
employees and determine steps it must take to prepare for
-
future skill and labor needs.
-
Yield ratios
Ratios that can help quantify recruitment efforts.
|
|