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145 Cards in this Set
- Front
- Back
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Compensation
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Total of all rewards provided to employees in return for their services
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Direct financial compensation
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Pay that a person receives in the form of wages salary commissions, and bonuses
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Indirect financial compensation or benefits
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All financial rewards that are not included in direct financial compensation
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Non financial compensation
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Satisfaction that a person receives from the job itself or from the psychological and / or physical environment in which the person works
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Equity theory
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motivation theory that people assess their performance and attitudes by comparing both their contribution to work and the benefits they derive from it to the contributions and benefits of others whom they select and who in reality may or may not be like them
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Finantial equity
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Perception of therapy treatment for employees
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External equity
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Equity that exists when a firm's employees receive pay comparable to workers who perform similar jobs in other firms
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Internal equity
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Equity that exists when employees receive pay according to the relative value of their jobs within the same organization
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Employee equity
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Equity that exists when individuals performing similar jobs for the same firm receive pay according two factors unique to the employee such as performance level or seniority
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Team equity
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Equity that is achieved when teams are rewarded based on their group productivity
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Compensation policy
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Policy that provides general guidelines for making compensation decisions
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Pay leaders
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Organizations that pay higher wages and salaries than competing firms
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Market rate or going rate
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Average pay that most employers provide for somewhere job in a particular industry or area
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Pay followers
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Companies that use to pay below the going rate because of a poor financial condition or a belief that they do not require highly capable employees
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Labor market
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Potential employees located within the geographic area from which employees are recruited
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Compensation Survey
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A means of obtaining data regarding what other firms are paying for specific jobs or job classes within a given labor market
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Cost of living allowance or Cola
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escalator clause in a labor agreement that automatically increases wages as the US Bureau of Labor Statistics cost of living index rises
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Exempt employees
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Employees categorized as executive administrative, professional, or outside salespersons
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Job evaluation
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Process that determines the relative value of one job in relation to another
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Job evaluation ranking method
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Job evaluation method in which the raters examine the description of each job being evaluated and arrange the jobs in order according to their value to the company
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Classification method
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Job evaluation method in which class it is or grades are defined to describe a group of jobs
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Factor comparison method
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Job evaluation method that assumes there are five universal factors consisting of mental requirements, skills, physical requirements, responsibilities, and working conditions the evaluator makes decisions on these factors independently
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Point method
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Job evaluation method in which the raters assign numerical values to specific job factors, such as knowledge required, and the some of these values provides a quantitative assessment of a job's relative worth
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Hay Group Guide chart profile method or Hay plan
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Refined version of the point method used by approximately 8,000 public and private sector organizations worldwide to evaluate clerical, trade, technical, professional, managerial, and / or executive level jobs
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Job pricing
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placing a dollar value on a jobs worth
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Pay grade
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Grouping of similar jobs to simplify pricing jobs
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Wage curve
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Fitting of plotted points to create a smooth progression between pay grades also known as the pay curve
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Pay range
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Minimum and maximum pay rate with enough variance between the two to allow for a significant pay difference
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Broad banding
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Compensation technique that collapses many page grades into a few wide bands to improve organizational effectiveness
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Merit pay
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Pay increase added to employees base pay based on their level of performance
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Bonus
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one-time annual financial award based on productivity that is not added to base pay
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Spot bonus
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Relatively small monetary gift provided to employees for outstanding work or effort during a reasonably short period of time
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Piecework
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Incentive pay plan in which employees are paid for each unit they produce
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Skill-based pay
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System that compensates employees for their job related skills and knowledge not for their titles
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Competency-based pay
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Compensation plan that rewards employees for the capabilities they attain
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Seniority
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Length of time an employee has been associated with the company, division, department, or job
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Salary compression
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Situation that occurs when less experienced employees are paid as much as or more than employees who have been with the organization for a long time due to a gradual increase in starting salaries and limited salary adjustment for long term employees
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Profit sharing
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Compensation plans that result in the distribution of a predetermined percentage of the firm's profits to employees
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Gainsharing
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Plans designed to bind employees to the firm's productivity and provide an incentive based on improved company performance
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Scanlon plan
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Gainsharing plan that provides a financial reward to employees for savings in labor costs resulting from their suggestions
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Say on pay
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Provision that gives shareholders in all but the smallest companies and advisory vote on executive pay
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Golden parachute contract
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Prerequisite that protects executives in the event that another company acquires their firm or the executive is forced to leave the firm for other reasons
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clawback policy
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Allows the company to recover compensation if subsequent review indicates that payments were not calculated accurately or performance goals were not met
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Stock option plan
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Incentive plan in which executives can buy a specified amount of stock in their company in the future at or below the current market price
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prerequisites or perks
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Special benefits provided by a firm to a small group of key executives and designed to give the executives something extra
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Unemployment compensation
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Provides workers whose jobs have been terminated through no fault of their own monetary payments for up to 26 weeks or until they find a new job
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Workers compensation
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Provides a degree of financial protection for employees who incur expenses resulting from job related accidents or illnesses
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Discretionary benefits
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Benefit payments made as a result of unilateral management decisions in non-union firms and from labor-management negotiations in unionized firms
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Paid time off or PTO
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Means of dealing with the problem of unscheduled absences by providing a certain number of days each year that employees can use for any purpose
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Sabbaticals
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Temporary leaves of absence from an organization, usually pay
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Defined benefit plan
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Retirement plan that provides the participant with a fixed benefit upon retirement
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Defined contribution plan
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retirement plan that requires specific contributions by an employer to a retirement or savings fund established for the employee
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401 k plan
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defined contribution plan in which employees may defer income up to a maximum amount
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Cash balance plan
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Retirement plan with elements of both defined benefit and defined contribution plans
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Employee stock option plan
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Plan in which firm contributes stock shares to a trust, which then allocates the stock to participating employee accounts according to employee earnings
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relocation benefits
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Company paid shipments of household goods and temporary living expenses, covering all or a portion of the real estate costs associated with buying a new home and selling the previously occupied home
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Premium pay
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Compensation paid to employees for working long periods of time or working under dangerous or undesirable condition
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Hazard pay
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Additional page provided to employees who work under extremely dangerous conditions
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Shift differential
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additional money paid to employees for the inconvenience of working less desirable hours
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Voluntary benefits
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Benefits that we are 100% paid by the employee but the employer typically pays the administrative costs
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Customized benefit plans
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Benefit plan that permits employees to make yearly selections to largely determine their benefit package by choosing between taxable cash and numerous benefits
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Non financial compensation
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Consists of the satisfaction that a person receives from the job itself or from the psychological and / or physical environment in which the person works
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Flex time
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Practice of permitting employees to choose their own working hours within certain limitations
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Compressed workweek
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Any arrangement of work hours that permits employees to fullfill their work obligation in fewer days than the typical five day work week
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Job sharing
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Two part time people split the duties of one job in some agreed on manner and are paid according to their contributions
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Telecommuting
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Work arrangement whereby employees called teleworkers or telecommuters are able to remain at home or otherwise away from the office and perform their work using computers and electronic devices that connect them with their offices
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Safety
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Protection of employees from injuries caused by work related accidents
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Health
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employees freedom from physical or emotional illness
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General duty clause
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As used by OSHA, employers are required to furnish, to each employee, a place of employment that is free from recognizable hazards that are causing, or likely to cause, death or serious harm to the employee
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Retaliation defined by OSHA
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firing or laying off
blacklisting demoting denying overtime or promotion Disciplining Denial of benefits Failure to hire or rehire Intimidation Making threats Reassignment affecting prospects for promotion Reducing pay or hours |
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Job hazard analysis
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Multi-step process design to study and analyze a task or job and then break down that task into steps that provide a means of eliminating associated hazard
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musculoskeletal disorders
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Conditions that affect the body's muscles, joints, tendons, ligaments, and nerves
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Carpal tunnel syndrome
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Caused by pressure on the median nerve that occurs as a result of a narrowing of the passageway that houses the nerves
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ergo nomics
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Process of designing the workplace to support the capabilities of people and job or task demands
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Workplace violence
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Physical fault, threatening behavior, verbal abuse, hostility, or harassment directed toward employees at work or on duty
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Negligent retention
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liability an employer may incur when a company keeps persons on the payroll records indicate a strong potential for wrongdoing and fails to take steps to defuse is possibly violent situation
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Stress
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Body's nonspecific reaction to any demand made on it
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Workplace bullying
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Acts of continual hostile conduct that deliberately hurt another person emotionally, verbally, or physically
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Burnout
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Incapacitating condition in which individuals lose a sense of the basic purpose and fulfillment of their work
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Substance abuse
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Use of illegal substances or the misuse of controlled substances such as alcohol and drugs
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Alcoholism
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Medical disease characterized by uncontrolled and compulsive drinking that interferes with normal living patterns
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Employee Assistance Program
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Comprehensive approach that many organizations have taken to deal with burnout, alcohol and drug abuse, and other emotional disturbances
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Right to work laws
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Laws that prohibit management and unions from entering into agreements requiring union membership as a condition of employment
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COPE Committee on political education
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Political arm of the AFL - CIO
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Union salting
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Process of training union organizers to apply for jobs at a company and, once hired, working to unionize employees
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Flooding the community
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Process of the union inundating communities with organizers to target particular businesses
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Public awareness campaign
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Labor maneuver that do not fallen side with the strike or organizing campaign to pressure in a lawyer for better wages, benefits, and the like
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Card check
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Organizing approached by labor in which employees sign a non secret card of support if they want unionization, and if 50 percent of the workforce +1 workers sign a card, the union is formed
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Local Union
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Basic element in the structure of the US labor movement
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Craft Union
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bargaining unit, such as carpenters and joiners Union, which is typically composed of members of a particular trade or skill in a specific locality
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Industrial union
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Bargaining unit that generally consists of all the workers in a particular plant or group of plants
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National Union
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organization composed of local unions, which it charters
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American Federation of Labor and Congress of Industrial Organizations - AFL - CIO
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Central trade union federation in the United States
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Change to Win coalition
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Union federation consisting of seven unions that broke from the afl-cio and formally launched a rival labor Federation representing about 6 million workers in 2005
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NLRB
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Federal agency that administers National Labor Relations Act
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Collective bargaining
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Performance of the mutual obligation of the employer and the representative of the employees to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms, and conditions of employment, where the negotiation of an agreement, or any questions arising there under, and the execution of a written contract incorporating any agreement reached if requested by either party semicolon such obligation does not compel either party to agree to a proposal or require the making of a concession
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Bargaining unit
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Group of employees not necessarily union members, recognized by an employer or certified by an administrative agency as appropriate for representation by a labor organization for purposes of collective bargaining
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Authorization card
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Document indicating that an employee wants to be represented by a labor organization in collective bargaining
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Mandatory bargaining issues
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Bargaining issues that fall within the definition of wages, hours, and other terms and conditions of employment
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Permissive bargaining issues
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Issues that may be raised, but neither side may insist that they be bargained over
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Prohibited bargaining issues
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Issues that are statutorily outlawed from collective bargaining
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closed shop
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Arrangement making union membership a prerequisite for employment
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Union shop
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Requirement that all employees become members of the Union after a specified period of employment: the legal minimum is 30 days or after a union shop provision has been negotiated
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Maintenance of membership
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Employees who are members of the Union at the time the labor agreement is signed or who later voluntarily join must continue their memberships until the termination of the agreement as a condition of employment
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Agency shop
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Labor agreement revision requiring, as a condition of employment, that each non-union member of a bargaining unit pay the Union the equivalence of membership dues as a service charge in return for the Union acting as the bargaining agent
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Open shop
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Employment on equal terms to union members and non members alike
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Check off of dues
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Agreement by which a comany agrees to withhold union dues from members paychecks and a forward the money directly to the Union
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Grievance
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Employees the satisfaction or feeling of personal injustice relating to his or her employment
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Grievance procedure
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Formal, systematic process that permits employees to express complaints without jeopardizing their jobs
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2 tier wage system
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wage structure where newly hired workers are paid less than current employees for performing the same or similar jobs
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Beach head demands
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Demands that the union does not expect management to meet when they are first made
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Mediation
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Neutral third party enters the negotiations and attempts to facilitate a resolution to a labor dispute with a bargaining impasse has occurred
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Arbitration
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Process in which a dispute is submitted to an impartial third party for a binding decision; an arbitrator basically acts as a judge and jury
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Rights arbitration
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Arbitration involving disputes over the interpretation and application of the various provisions of an existing contract
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Interest arbitration
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Arbitration that involves dispute over the terms of the proposed collective bargaining agreements
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strike
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Action by union members who refused to work in order to exert pressure on management in negotiations
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Boycott
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agreement by union members to refuse to use or buy the firm's products
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Secondary boycott
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Union attempt to encourage third parties such as suppliers and customers to stop doing business with a firm; declared illegal by the Taft Hartley Act
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Lockout
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Management keeps employees out of the workplace and runs the operation with management personnel and / or replacements
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Factors used to settle a grievance in arbitration
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Nature of the offense
Due process and procedural correctness Double jeopardy past record of grievant Length of service with the company Knowledge of rules warnings lax enforcement of rule Discriminatory treatment |
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All written warnings should include the following
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Statement of facts concerning the offense
Identification of the rule that was violated Statement of what resulted or could have resulted because of the violation Identification of any previous similar violations by the same individual statement of possible future consequences should the violation occur again Signature and date |
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Final offer arbitration
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And arbitration procedures used in the public sector whereby the arbitrator must select one parties offer either as a package or issue by issue selection
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Desertification
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Reversal of the process that employees must follow to be recognized as an official bargaining unit
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Internal employee relations
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those human resource management activities associated with the movement of employees within the organization
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Employment at will
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Unwritten contract created when an employee agrees to work for an employer but no agreement exists as to how long the parties expect the employment to last
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Discipline
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State of employee self control and orderly conduct that indicates the extent of genuine teamwork within an organization
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Disciplinary action
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Invoking a penalty against an employee who fails to meet established standards
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Hot Stove rule
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Burns immediately
Provides warning Gives consistent punishment burns impersonally |
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Progressive disciplinary action
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Approach to disciplinary action designed to ensure that the minimum penalty appropriate to the offense is imposed
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Disciplinary action without punishment
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Process in which a worker is given time off with pay to think about whether he or she wants to follow the rules and continue working for the company
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Termination
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Most severe penalties in an organization can impose on an employee
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Emotional intelligence
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Ability to recognize and manage emotions
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Demotion
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Process of moving a worker to a lower level of duties and responsibilities, which typically involves a reduction in pay
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Downsizing
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Rivers of the company growing; is it siggests a one time change in the organization and the number of people employed also known as restructuring or right sizing
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Out placement
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A procedure whereby laid off employees are given assistance in finding employment elsewhere
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Promotion
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Movement of a person to a higher level position within an organization
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Exit interview
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Means of revealing the reasons employees leave their jobs, it is conducted before an employee departs the company and provides information on how to correct the causes of discontent and reduce turnover
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Post exit questionnaire
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Questionnaire sent to former employees several weeks after they leave the organization to determine the real reason they left
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Attitude surveys
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Survey that seeks input from employees to determine their feelings about topics such as the work they perform, their supervisor, their work environment, flexibility in the workplace, opportunities for advancement, training and development opportunities, and the firm's compensation system
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Off boarding
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facilitates employee departure from the company by assisting in the completion of exit tasks, including exit interviews, forms completion, the return of company property, and ensuring employees receive the appropriate extended benefits
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Phased retirement
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Any arrangement that allows people to move from full-time work to retirement in steps
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Transfer
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Lateral movement of a worker within an organization
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Alternative dispute resolution
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Procedure where by the employee in the company agree ahead of time that any problems will be addressed by an agreed-upon means
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Ombudsperson
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complaint officer who has access to top management and who hears employees complain, investigates, and recommends appropriate action
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Severance pay
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Compensation designed to assist laid off employees as they search for new employment
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