Funeral Service Management Exam II Study Guide

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studytaz
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Funeral Service Management Exam II Study Guide
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2012-09-19 10:34:26
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Funeral Service Management Exam II Study Guide
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  1. Percentage of cost consumed by personnel
    18 to 26%
  2. Human Resource Management (Personnel Management)
    The process of acquiring, training, developing, motivation, and appraising a sufficient quantity of qualified employees to perform necessary activities; and developing activities and an organizational climate conducive to maximum efficiency and worker satisfaction.
  3. How important is the Employee Handbook?
    Employee Handbook is one of the most important communication tools between the company and employee.  It set forth your expectations and the benefits to the employee. It should be clear and understandable.
  4. What Items should be in this resorce?
    • 1.Business Philosophy or Mission Statement
    • 2.Probationary period
    • 3.Work Hours
    • 4.Time Off
    • 5.Vacation
    • 6.Sick Days
    • 7.Holidays
    • 8.Salary
    •        a.Overtime
    •        b. Performance and Salary reviews
    • 9.Fringe Benefits
    • 10.Physical Examinations (Medical Coverage)
    • 11.Operational Practices
    • 12.Staff Communications
    • 13.Staff Development
    • 14.Responsibilities of Personnel
    • 15.Personal appearance and attire
    • 16.Sexual Harassment Policy
    • 17.Smoking Policy
    • 18.Occupational and Safety Health Administration (OSHA)
    • 19.EPA
    • 20.Confidentiality
  5. Job Description
    A document that list the major responsibilities and task of a job.
  6. When does the hiring process begin?
    By creating an accurate job description.
  7. Job Analysis
    The process of determining the critical components of a job for the purpose of selecting, training, and rewarding personnel.
  8. TheEmployment Interview
            Avoid the following questions
    • 1.   Maiden name
    • 2.   If ever arrested
    • 3.   Citizenship
    • 4.   Age
    • 5.   Lawsuits filed about previous employers
    • ˜6.   Marital Status
    • ˜7.   Children
    • ˜8.   HIV Positive
    • ˜9.   Disabilities
    • 10. Birthplace
    • 11.  Credit rating
    • ˜12.  Type of military discharge
    • 13.  Photo requirements
    • 14.  Race
    • 15.  Religion
    • ˜16.  Gender
  9. Subjective references
    Ministers, friends and relatives.
  10. Objective references
    supervisors, work associates, and customers
  11.  Know the 4 beneficial aspects of the orientation program
    • 1.Reduce Startup cost
    • 2.Reduce Anxiety
    • 3.Reduce turnover
    • 4.Save employees’ time
    • 5.Develop realistic job expectations, positive attitudes and job satisfaction
  12. Three main reasons that orientation fails
    • 1.  No planning
    • 2.  No true explanation of job requirements
    • 3.  Employee did not feel welcome
  13. Title VII of the Civil rights Act of 1964 as amended in 1972 and again in 1978
    Primary Prohibitions:  outlaws discrimination in employment based on race, color, religion, sex, pregnancy, or national origin.

    Jurisdiction:  employers with 15 or more employees; unions with 15 or more members; employment agencies; union hiring halls; institutions or higher education; federal, state, and local governments.
  14. Age Discrimination in Employment of  1967
    Primary prohibitions: outlaws discrimination in employment against those who are over 40 years old.

    Jurisdiction: employers with 20 or more employees; unions with 25 or more members; employment agencies; federal, state, and local governments.
  15. Equal Pay Act of 1963
    Primary prohibitions: outlaws discrimination in pay based on the sex of the worker

    Jurisdiction: employers engaged in interstate commerce and most employees of federal, state and local governments.
  16. Rehabilitation Act of 1973
    Primary prohibitions: outlaws discrimination in employment based on handicaps of workers who, with reasonable employer accommodation, could do the job.

    Jurisdiction: Section 503 covers federal Government contractors with contracts of $2,500 or more.
  17. Vietnam Era Veterans Readjustment Act of 1974
    Primary prohibitions: outlaws discrimination in employment against Vietnam era veterans.

    Jurisdiction: covers Federal Government Contractor with contracts of $10,000 or more
  18. Americans with Disabilities Act of 1990
    • Primary
    • prohibitions: prohibits discrimination against any qualified individual with a disability

    Jurisdiction: covers firms with 20 or more employees for the first two (2) years after the law is in effect; after that, firms with 15 or more employees will be covered.
  19. Fair Labor Standard Act (Wage and Hour Law)
    Primary prohibitions: Outlaws discriminatory practices in pay; requires employers to pay a minimum wage to employees and to pay a minimum of one and one-half of the regular wage rate for any hours beyond 40 worked in a week; amended by the Equal Pay Act (1963).

    Jurisdiction: All businesses are covered under federal and/or state legislation.  Determination or rate (yearly, monthly, weekly, hourly).
  20. Immigration Reform act of  1987
    Primary prohibitions: outlaws non-documented persons from employment in the United States.

    Jurisdiction: covers all employers.
  21. Bona Fide Occupational Qualification (BFOQ)
    A qualification that is absolutely necessary for the job.  It is an allowed and approved reason for discrimination.  Approvals are to be sought and granted on a case-by-case basis (ABFS)

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