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34 Cards in this Set
- Front
- Back
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Federal vs. State laws – what takes precedent |
Federal= all the states, State= beneficial for the employee |
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Age Discrimination in Employment Act |
over 40 years, don't discriminate
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Americans with Disabilities Act |
Equal opportunities with disabilities. After employment, you can ask. |
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Civil Rights Act |
Race, color, religion, sex and national origin. Monetary damages. Protective classes.
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Employment-at-Will Doctrine |
Fire without cause, Both parties can terminate as long as its long its legal.
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Equal Pay Act
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equal pay for equal work
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Fair Labor Standards Act
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minimum wage, overtime payment, Rules that apply everywhere |
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Family Medical Leave Act |
Unpaid job protected leave for medial leave, example pregnant. |
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Foreign Corrupt Practices Act |
Illegal to bride foreign practices |
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Genetic Information Nondiscrimination Act
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Prohibit DNA collection to determine employment |
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National Labor Relations Act |
Right and to bargain between unions and employer. No punishment to people joining unions. |
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What is legal/illegal in interview questions |
Legal: School did you attend? If job relevant. What is your current address and how long have you lived there? If job relevant, contact information, Did you serve in the US armed forces? Discrimination and BFOQ |
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Understand Organizational Culture and its importance |
Norms and values and assumption of organizational values that guide attitude and behavior. Organizations personalities. |
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Diversity and its impact on the Organization |
Attract more costumers since you have more different people. |
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stakeholders Members |
Members, Good payment, and benefits, good quality of work life= Long term employability -turnovers
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Stakeholers:Other organization |
Other organization: suppliers, union, alliance partners reliability and trustworthiness and collaborate problem solving to be happy |
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Stakeholers:Costumers |
Costumers: Quality, speed , responsive, innovation, convince and low price.
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Stakeholers:Society |
Society: Legal compliance, social responsibility, ethical practices |
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Stakeholers Owner and investors |
Owner and investors: Financial return, corporate reputation and long term survival.
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Ethics |
The standard of moral behavior that defines social accepted behavior that are right as opposed to wrong. |
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Unethical doesn't always mean illegal |
Like the waiter forget you wine. Therefor it is very important for organization reference these values with there employees.
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1: Utilitarian |
doing the most good or least harm. Fire all employees not just one.
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2: The rights standard |
Ethical actions respect and protects the moral right of everyone effected by the action, Ex handling dangerous gases and say no to be involved. |
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3: Fairness standard |
Treat all people equally or at least fairly. CEO salaries.
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4: The common good standard |
Ethical actions that show respect and compassion for everyone. Especially venerable. Don't employ children. |
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5: Virtues |
Etchial actions that are consistent with certain ideal virtues. Including, civil compassion, and benevolence Ex Recall defective products. |
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Codes of conduct |
Specific expected and prohibited actions in the workplace.
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Codes of ethics |
Guide for ethical behaviors, reward and punishment to follow these actions, |
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HR Functions |
Staffing, health and safety, employment management relation, rewards and benefits, training and developing and performance management. |
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Protected Classes |
Race, color, religion, sex and national origin |
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HRM Role in |
Attract, Select, Retain relative to the workforce |
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ATTRACT |
should do, identify the resources and talents needed. |
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Select |
Can do, find the right talent for the job and attract them to the job
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Retain |
Will do, Clear goals that are in the same with the business strategy keep them motivate |
