Ait Hr Domain

Front 1

Adverse Impact

Back 1

(also known as the ''Four-fifths Rule''): under the Civil Rights Act of 1964 and its amendments, adverse impact occurs whenever the selection rate for any protected group (racial, ethnic or sexual group) is less than 80% of the rate of selection for the non-protected group.

Front 2

Affirmative Action

Back 2

review of hiring practices by the federal government for facility conformity to the 1964 Civil Rights Act and its amendments.

Front 3

Age Discrimination in Employment Act of 1987 (ADEA)

Back 3

protects all persons over the age of 40 against job discrimination.

Front 4

Americans with Disabilities Act (1991)

Back 4

requires a business to make a reasonable accommodation for a person who has a qualified disability, unless the accommodation would place an undue hardship on the employer.

Front 5

Bargaining Unit

Back 5

determination by the National Labor Relations Board of which workers will be grouped together for the purposes of forming or taking steps towards forming a union.

Front 6

Benefits

Back 6

compensation other than cash wages paid to workers, such as paid vacation, paid health insurance.

Front 7

Career Ladder

Back 7

paths or promotion routes established by the organization along which employees can seek to progress such as financial assistance and release time to CNAs who seek to become a licensed nurse, or a licensed practical nurse who seeks to become a registered nurse.

Front 8

Career Paths

Back 8

defined avenues for upward mobility available to employees within an organization.

Front 9

Check List .

Back 9

(in employee orientation) step-by-step specification of activities to be completed before employee orientation is considered completed

Front 10

Civil Rights Act of 1964 (Title VII)

Back 10

landmark legislation prohibiting discrimination on the basis of age, sex, race, religion or national origin. Numerous related acts have been passed since that expand upon Title VII: 1968 (Title I); Employment Act of 1967, and Rehabilitation Act of 1973.

Front 11

Clinical Approach to Hiring Decision-

Back 11

a hiring technique in which the employer makes the decision after reviewing all the information in hand about the match of the applicant and the job.

Front 12

Coaching

Back 12

either help given by a superior to a subordinate, or personal assistance from a person who is not the employee's superior, but may be a manager of another division, or from outside the company.

Front 13

COBRA (1985)

Back 13

provides for the continuation of group health plan coverage for employees and/or their dependents.

Front 14

Collective Bargaining

Back 14

bargaining by groups of workers recognized and constituted through supervised election procedures under the National Labor Relations Board.

Front 15

Compensation Management

Back 15

determining and administering wage, incentive and benefit programs for a facility.

Front 16

Compensation Theory

Back 16

ideas or approaches to the functions of wages and benefits in motivating employees to meet the requirements of the employer.

Front 17

Construct Validity

Back 17

the extent to which a selection tool measures a trait or behavior believed important to performing a job.

Front 18

Content Validity

Back 18

degree to which a test, interview procedure or other selection tool measures the skills, knowledge or performance requirements actually needed in the position for which the applicant is considered.

Front 19

Controlling

Back 19

(as a managerial behavior) determination by administration of how well jobs have been done and what progress is being made to achieve the organization goals, then taking necessary corrective actions to achieve these goals.

Front 20

Cost of Living Increase

Back 20

upward adjustments in wages during times of inflation to assist workers to maintain their purchasing power.

Front 21

Counseling

Back 21

listening and assisting in problem solving with employees.

Front 22

Credit Reports under the federal Fair Credit Reporting Act (Public Law 91-508)

Back 22

the employer must advise applicants if credit reports will be requested. If the applicant is rejected because of a poor credit report, the applicant must be so informed and given the name and address of the reporting credit agency.

Front 23

Discrimination

Back 23

the use of any selection procedure which has an adverse impact on the hiring, promotion or other employment or membership opportunities of members of any race, sex, or ethnic group (Equal Employment Opportunity Commission).

Front 24

Employee Assistance Program (EAP)

Back 24

24 hour, seven day a week confidential telephone service providing assistance to employees on matters such as child and elder care, substance abuse, financial counseling, etc.

Front 25

Employee Handbook

Back 25

a compilation of the facility policies that directly relate to work conditions. Often treated as a binding contract by the courts.

Front 26

Employee Retirement Income Security Act of 1974

Back 26

protects the management of retirement plans as well as the reporting and disclosure of health and welfare benefit plan activity.

Front 27

Equal Employment Act of 1972

Back 27

an amendment to Title VII of the Civil Rights Act of 1964, intended to cover all employers of 15 or more persons and numerous other groups and educational institutions.

Front 28

Equal Employment Opportunities Commission

Back 28

(EEOC) the organization created by the Civil Rights Act of 1964 to carry out the provisions of that act.

Front 29

Equity Theory

Back 29

concept that employees seek an exchange in which their wages and benefits are equal to their work effort, especially when compared to wages and benefits being paid to similarly situated co-workers.

Front 30

Error of Central Tendency

Back 30

  error by supervisors using rating scales when consistently giving only moderate scores to employees on performance appraisals, regardless of whether the employee is a poor or an outstanding performer.

Front 31

Expectancy Theory

Back 31

belief that the level of motivation to perform (make an effort at work) is a mathematical function of the expectations individuals have about future outcomes multiplied by the value the employee places on these outcomes.

Front 32

Fair Labor Standards Act

Back 32

sets minimum wage, overtime, standard workweek definitions, equal pay, child labor, and record keeping requirements for over 50 million employees, including those in nursing facilities.

Front 33

Family and Medical Leave Act (1996)

Back 33

provides that the employer must grant leave: (1) to fathers in case of a newborn child (2) for placement of a child for adoption, and (3) to care for the spouse with serious health conditions. This 12 weeks of leave is without pay, but the employee must be reinstated to the job upon return. To be eligible the employee must have worked at least 1,250 hours during the past twelve months. This includes any part-time worker employed as much as 60% of the time.

Front 34

Federal Mediation and Conciliation Service (FMCS)

Back 34

a federal agency making government facilities available for conciliation, mediation and voluntary arbitration of labor disputes.

Front 35

Flex Time

Back 35

a program allowing employees to choose the hours they work, so long as they put in the expected number of hours per time period.

Front 36

Fringe Benefits

Back 36

compensation other than cash wages paid to workers, e.g., free medical insurance.

Front 37

Global Rating

Back 37

a summary score based on the components of a performance appraisal.

Front 38

Goal Setting

Back 38

setting of objectives to be achieved by an employee before the next performance appraisal.

Front 39

Grievance Procedure

Back 39

established method by which an employee can have any decision of a supervisor reviewed by higher level management in an organization.

Front 40

Halo Effect

Back 40

error made by supervisors using rating scales who value one particular type of job behavior and permit the presence or absence of that one trait to color several or most other trait ratings.

Front 41

Health Insurance

Back 41

a benefit available to about 80% of nursing facility employees. Typically the employee is covered free and can obtain family coverage for an additional periodic payment.

Front 42

Hierarchy of Need

Back 42

a theory by A.H. Maslow that needs become salient, i.e. powerfully motivating, as needs at each successively higher level are met. The levels progress from survival needs, to security, to social needs, to ego needs to self-actualization.

Front 43

 Health Insurance Portability and Accountability Act of 1996

Back 43

established principles of patient privacy regarding use and misuse of their medical records.

Front 44

Immigration Reform and Control Act of 1986

Back 44

states that all employers, including state and local government agencies, must verify that employees hired are either US citizens or authorized to work in the US

Front 45

Individual Bargaining

Back 45

individuals with skills especially needed by a facility may be able to negotiate a higher wage than other employees in similar positions.

Front 46

Intrinsic Needs needs

Back 46

arising out of the essential nature of an individual's personality, e.g., wielding power or having authority.

Front 47

Job Analysis

Back 47

the process of defining a position in terms of tasks or behaviors required, specifying the qualifications of the employee to be assigned those duties.

Front 48

Job Description

Back 48

statement of the tasks to be done based on the job analysis, usually including a list of duties and responsibilities of the position in order of importance.

Front 49

Job Family

Back 49

a group of two or more jobs that have similar duties.

Front 50

Key Job Comparison

Back 50

a method of establishing wage rates for jobs, based on comparing all jobs in the organization to a touchstone job in the facility, such as nursing.

Front 51

Labor Market

Back 51

the geographic area from which applicants for positions are to be recruited.

Front 52

Labor Relations for personnel managers

Back 52

) assisting the managers or department heads to create a favorable work environment.

Front 53

Leniency Error

Back 53

consistently giving high ratings to all employees in an attempt to avoid conflict.

Front 54

Line person

Back 54

person responsible for performing most of the personnel functions, who is delegated authority by the administrator to make decisions on his/her behalf and authority to commit facility resources. Often defined as the lowest level of management which has only workers under its direction.

Front 55

Manpower Inventory

Back 55

a projection of the present and future availability of qualified personnel in a number sufficient to meet facility needs.

Front 56

Mental Health Parity Act of 1996

Back 56

requires parity of lifetime and annual dollar limits for both mental health and other health care benefits.

Front 57

National Labor Relations Board

Back 57

an organized panel set up to administer the 1935 National Labor Relations Act, and its major amendments (1947, 1959 and 1974).

Front 58

Newborns and Mothers' Health Protection Act of 1996

Back 58

requires minimum hospital stays for mothers and their newborn children under a health plan (48 hours for a normal delivery, 96 hours for a Caesarian section).

Front 59

Nepotism

Back 59

favoring one's family members in hiring practices.

Front 60

Non-Directive Interview

Back 60

interviewer refrains from influencing applicant remarks, allowing maximum freedom for applicants to ask questions and be given information.

Front 61

Organization Analysis

Back 61

examining facility goals, resources, internal and external environments to determine where training efforts need to be focused.

Front 62

Patterned Interview

Back 62

approach in which all questions are sequential and highly structured, allowing no or little variation.

Front 63

Performance Centered

Back 63

Objectives stating training goals in terms of behaviors that can be learned and observed by instructors or others, e.g., ability to demonstrate proper procedures for turning a resident suffering from decubitus ulcers.

Front 64

Person or Skill Analysis

Back 64

interpreting each position in the facility in terms of the personal attributes or behaviors necessary for performing the job acceptably.

Front 65

Personnel Manager

Back 65

a staff function. Assists line managers in record keeping, recruitment, selection, training and retaining employees as well as compensation management and performance evaluation.

Front 66

Pool

Back 66

a group of temporary workers

Front 67

Position

Back 67

the responsibilities and duties performed by one individual

Front 68

Pregnancy Discrimination Act of 1978

Back 68

makes it illegal to discriminate on the basis of pregnancy, childbirth or related medical conditions in hiring, suspending, promotion or discharge of pregnant women.

Front 69

Preliminary Interview

Back 69

a short questionnaire and interview used by some facilities to help screen out unsuitable applicants for a position.

Front 70

Prevailing Wage Rate

Back 70

the wages paid by the predominant number of facilities in a community. Most businesses indicate they pay this.

Front 71

Preventive Labor Relations

Back 71

maximizing the communication and facility acceptance by non-unionized employees in hope that they will feel no need to form a union to achieve their work goals.

Front 72

Ratio Hiring

Back 72

requirement by a government agency that an employer increase the proportion of women or minority persons in the employer's workforce.

Front 73

Reliability

Back 73

(of tests, interview tools used for selecting applicants): the consistency with which the same results are obtained over a period of time and when used by different testers.

Front 74

Staffing

Back 74

involves such activities as recruiting, orienting, training, rating, disciplining and terminating employees.

Front 75

Statistical Approach to Hiring

Back 75

identifying the most valid predictors of job success, then using weights in a formula to choose among applicants for a position.

Front 76

Task

Back 76

a coordinated and aggregated series of work elements used to produce an output (e.g. making beds).

Front 77

Task Analysis

Back 77

review of job descriptions and activities essential for performing each job (step two of establishing training needs).

Front 78

Theory X, Theory Y, (Theory Z) theory

Back 78

by Douglas McGregor in 1960 that most business managers believe workers dislike work (Theory X) compared to Theory Y, which holds that workers do like work and seek responsibility.

Front 79

Uniform Guidelines on Employee Selection Procedures

Back 79

a publication of four federal agencies in 1978 setting standards by which federal agencies determine the acceptability of validation procedures used for written tests and other selection devices.

Front 80

Validity

Back 80

A test or selection procedure has this when it actually measures what it is intended to measure and does it well.

Front 81

Wage and Salary Surveys

Back 81

a continual process followed by many health organizations to identify pay scales of specific job categories.

Front 82

Wage Class

Back 82

establishment of pay grades and rates by employers to both achieve equity and offer some flexibility to supervisors in setting an employee's wage.

Front 83

Wage Mix

Back 83

determination of wage rates by considering the labor market, prevailing wage rates, cost of living, ability to pay, collective bargaining agreements, individual bargaining agreements and value of the job.

Front 84

Wage Policy

Back 84

decisions by management on the rate of pay for the facility staff, the amount of discretion supervisors may use in setting individual salaries, the spread between pay rates for long-time and new employees, and the periods between pay raises together

Front 85

Women's Health and Cancer Rights Act of 1998

Back 85

provides insurance coverage to patients in a health plan who choose to have breast reconstruction in connection with a mastectomy.