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133 Cards in this Set

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  • Back
NLRB
National Relations Labor Board
Ability test
An assessment instrument used to measure an individual’s abilities, mental or physical skills level (i.e. problem solving, manual dexterity, etc.).
Absenteeism
Referred to as the habitual failure of employees to report for work when they are scheduled to work.
Abstract reasoning
The process of perceiving issues and reaching conclusions through the use of symbols or generalizations rather than concrete factual information.
Ability
Aptitude or competence, the skill or proficiency needed to perform certain tasks.
Ability test
An assessment instrument used to measure an individual’s abilities, mental or physical skills level (i.e. problem solving, manual dexterity, etc.).
Absenteeism
Referred to as the habitual failure of employees to report for work when they are scheduled to work.
Absolute ratings
A rating method where the rater assigns a specific value on a fixed scale to the behavior or performance of an individual instead of assigning ratings based on comparisons between other individuals. 
Abstract reasoning
The process of perceiving issues and reaching conclusions through the use of symbols or generalizations rather than concrete factual information.
Academic
An educator who is a faculty member at a college or university. Also referred to as Academician.
Accessibility
The extent to which a contractor's or employer's facility is readily approachable and does not inhibit the mobility of individuals with disabilities, particularly such areas as the personnel office, worksite and public areas.
Accessible format
Materials that are designed in alternate formats such as Braille, audiotape, oral presentation or electronically for individuals with visual impairments. 
Accountability
The responsibility placed on an individual or group for their own or others’ actions, conduct, performance, projects, etc.  
Accreditation
A process of external quality review and certification by a recognized body that evaluates individuals, colleges, universities and educational programs to assure they are performing the functions that they claim to be performing in a competent manner.     
Achievement test
A standardized testing instrument used to measure how much an individual has learned or what skills he or she has attained as a result of education, training or past experience. 
Acquired immune deficiency syndrome (AIDS)
Caused by the human immunodeficiency virus (HIV) which kills or damages cells of the body's immune system by progressively destroying the body's ability to fight infections and certain cancers. People diagnosed with AIDS may get life-threatening diseases called opportunistic infections, which are caused by microbes such as viruses or bacteria that usually do not make healthy people sick.
Acquisition
The process of acquiring control of another corporation by purchase or stock exchange. 
Action learning
A learner-driven, continuous learning process where learning revolves around the need to find solutions to real problems.
Active learning
The process of learning new knowledge, skills and behaviors through taking specific actions or performing specific tasks. 
Active listening
A manner of listening that focuses exclusively on what the other person is saying and validates understanding of both the content of the message and the emotions underlying the message to ensure exact understanding.
Activities of daily living (ADL)
The personal care activities which are essential to an individual’s everyday living, including eating, bathing, grooming, dressing, mobility and toileting. 
Adjunct program
A supplemental training tool that applies programming principles to existing instructional modules, materials, texts, manuals, etc., that are designed to direct the learner to specific areas within the module.
Adult learner
Individuals who are beyond postsecondary education age, are employed on a full- or part-time basis and are enrolled in a formal or informal educational program.  
Adverse action
Any act by an employer that results in an individual or group of individuals being deprived of equal employment opportunities.
Adverse impact
A substantially different rate of selection in hiring, promotion or other employment decision that works to the disadvantage of a race, sex or ethnic group.
Adverse selection
An employer’s selection practices or policies that result in discriminatory or unfavorable treatment toward an individual or individuals who are members of a protected group. 
Advisory committee
A group or panel of internal or external members with no decision- making authority, assembled to identify and discuss specific issues and make recommendations.  
Affected class
Groups of employees, former employees or applicants who have experienced and/or continue to experience the loss of employment opportunities or benefits due to discriminatory practices or policies of the employer.
Affirmative action (AA)
Any program, policy or procedure that an employer implements in order to correct past discrimination and prevent current and future discrimination within the workplace. 
Affirmative action clauses
The clauses set forth in 41 C.F.R. §§ 60-250.4 and 60-741.4 that must be included in federal contracts and subcontracts of $10,000 and over. These two clauses outline the affirmative action requirements for special disabled veterans, Vietnam-era veterans (41 C.F.R. § 60-250.4) and individuals with disabilities (41 C.F.R. § 60-741.4). These clauses are a part of covered contracts regardless of whether they are physically incorporated into the contract and whether the contract is written.
Affirmative Action plan (AAP)
A written set of specific, results-oriented procedures to be followed by all federal contractors holding contracts of $50,000 or more and employing 50 or more people and intended to remedy the effects of past discrimination against or underutilization of women and minorities. The effectiveness of the plan is measured by the results it actually achieves rather than by the results intended and by the good faith efforts undertaken by the contractor to increase the pool of qualified women and minorities in all parts of the organization.
After-acquired evidence
Used in litigation of employment discrimination disputes, after-acquired evidence is evidence that the employer discovers after it has already discharged an employee which proves that even if the discharge in question is found to be illegal, the employer would have dismissed the employee anyway in light of discovering the misconduct.
Age Discrimination in Employment Act (ADEA) of 1967
The ADEA protects workers age 40 and over by prohibiting discrimination against workers 40 and over in any employment or employment-related decision. The Act applies to most employers with 20 or more employees. One of the main provisions of the Act is that employers, with very few exceptions, can no longer force an employee to retire.
Alternation ranking
A rating method used in job evaluation and performance evaluation whereby the rater is asked to select the best and worst employees from a listing of all employees and then rank them accordingly.     
Alternative assessment
Nontraditional procedures and techniques used within the framework of instructional programs to evaluate a student’s educational achievement. 
Alternative dispute resolution (ADR)
A voluntary procedure used to resolve disputes or conflicts between individuals, groups or labor-management. This procedure utilizes the services of a neutral third party to facilitate discussion and assist the parties in reaching an agreement which is binding. 
Alternative worksite
Any location other than the employer’s physical worksite where employees are allowed to perform their jobs. 
Americans with Disabilities Act () of 1990
The is a federal anti-discrimination law which prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training and other terms, conditions and privileges of employment. This law (covering employers with 15 or more employees) is designed to remove barriers that prevent qualified individuals with disabilities from enjoying the same employment opportunities that are available to persons without disabilities. When an individual's disability creates a barrier to employment opportunities, the requires employers to consider whether a reasonable accommodation could remove the barrier.
Analysis of variance
A statistical method used to determine whether a relationship exists among two or more variables by formulating concurrent comparisons of the variables.   
Analytical thinking
The ability to analyze facts, generate a comparison and draw correct inferences or conclusions from available information.
Anecdotal
Information that is based on observations or indications of individual actions instead of any organized process.
Annual goal
An annual target for the placement of underutilized groups of protected class members in job groups where underutilization exists.
Anti-nepotism policy
An employer’s policy that restricts the employment of two or more family members at the same time. 
Apparent authority
The appearance that an individual has the authority or power to act as an organization’s agent, even though the organization has bestowed no such authority or power to that individual.
Applicant
A person who seeks work at a certain employers' facilities who meets certain prescribed standards, as defined by the employer.
Applicant files
Application forms/resumes and other relevant items maintained by an employer and used during the selection process. 
Applicant flow data
Records of hiring, promotion and other related employment actions used for the purpose of monitoring selection and employment practices.
Applicant flow log
A chronological listing that records each applicant who applies for employment or promotion. Data includes applicant's name, race, national origin, gender, referral source, date of application, job title applied for and disposition.
Applicant pool
The sum total of all individuals who have applied for a position either by submitting a resume or application for employment which the employer uses to select candidates for employment. 
Applicant tracking
Any paper or computerized system that tracks the organization’s data such as resumes/applications and internal job posting information. 
Application service provider (ASP)
A third-party organization that delivers software applications and related services over the Internet allowing an organization to outsource some or all of its information technology needs.
Apprenticeship
A system used to train a person in a recognized trade or craft in accordance with specific standards.  The apprenticed individual obtains his or her skills by performing the related duties for a specified period of time under the tutelage of an experienced craft or tradesman.
Aptitude testing
A standardized testing instrument used during the selection process that is intended to measure and predict an individual’s abilities.
Arbitration
An alternative dispute resolution method that uses a neutral third party (i.e. arbitrator) to resolve individual, group or labor-management conflicts and issue a binding decision.   
Architectural barriers
The physical attributes or design of a building, structure or facility that prevent individuals with physical disabilities from accessing or freely using the building, structure or facility.  The Architectural Barriers Act of 1968 requires any building constructed or leased in whole or in part with federal funds be made accessible to and usable by the physically disabled.
Assessment center
A testing location where a candidate being considered for assignment or promotion to managerial or executive-level position is rated by a team of experienced evaluators over a series of days using standardized activities, games and other simulations to predict the candidate’s future job performance.
Attendance policy
An employer’s written standards regarding the requirement for employees to be on time and present at work during regularly scheduled work periods.  
Attitude survey
A tool used to solicit and assess employee opinions, feelings, perceptions and expectations regarding a variety of managerial and organizational issues.
Attorney
A professional individual who is authorized to practice law and can be legally appointed by either a plaintiff or a defendant to provide legal advice or act as a legal agent on their behalf during legal proceedings.
Attrition
A term used to describe voluntary and involuntary terminations, deaths and employee retirements that result in a reduction to the employer's physical workforce. 
Auxiliary aids
Defined by the Americans with Disabilities Act (ADA) as including "a wide range of services and devices (necessary) for ensuring that equally effective communication" takes place with regard to persons with hearing, speech and vision disabilities.  Such aids include, but are not restricted to, providing interpreters, assistive listening devices, materials in Braille, closed caption, telecommunication devices for the hearing impaired, etc.
Availability analysis
The process of determining the number of qualified minorities and women in the relevant available workforce who possess or have the ability to acquire the required skills or qualifications for any available position within the organization
Baby boomers
The term used to describe those individuals born between 1945 and 1970.
Baby busters
The term used to describe those individuals born between 1961 and 1972.
Back pay
A common remedy for wage violations is an order that the employer make up the difference between what the employee was paid and the amount he or she should have been paid. The amount of this sum is often referred to as "back pay." Among other Department of Labor programs, back wages may be ordered in cases under the Fair Labor Standards Act (FLSA) on the various federal contract labor statutes.
Background check/investigation
Background Investigations and Reference Checks are the principal means by which employers actively check into the backgrounds of potential hires. Background investigations and reference checks fall within the HR Discipline of Staffing Management. Each can involve both verifying information provided by applicants, and ascertaining pertinent information not provided by applicants themselves. A background investigation generally involves screening out persons who are not qualified due to criminal convictions, poor driving records, poor credit history, or misrepresentations on résumés or application forms about education or prior work history. Reference checks generally involve contacting applicants’ former employers, supervisors, co-workers, educators, and athletic coaches for information about the knowledge, skills, abilities (KSA’s), and character of applicants.
Balanced scorecard
A popular strategic management concept developed in the early 1990s by Drs. Robert Kaplan and David Norton. The balanced scorecard is a management and measurement system that enables organizations to clarify their vision and strategy and translate them into action. The goal of the balanced scorecard is to tie business performance to organizational strategy by measuring results in four areas: financial performance, customer knowledge, internal business processes, and learning and growth.
Baldridge National Quality Award
The Baldrige Award is given by the President of the United States to businesses—manufacturing and service, small and large—and to education and health care organizations that apply and are judged to be outstanding in seven areas: leadership; strategic planning; customer and market focus; measurement, analysis and knowledge management; human resource focus; process management; and results.
Bankruptcy
A federal law consisting of different chapters (i.e. chapter 7, chapter 11 or chapter 13) that allows individuals and businesses that are experiencing extreme financial duress and are unable to meet their financial obligations to eliminate or restructure their debts. 
Barrier analysis
The process of reviewing an organization’s policies and procedures to identify and eliminate impediments in recruitment, selection, transfer, or promotion of protected class individuals throughout the organization.
Behavior modification
A conscious attempt to change or eliminate an individual’s undesirable behavior by specifying expected behavior and reinforcing and rewarding desired behavior.
Behavioral risk management
The process of analyzing and identifying workplace behavioral issues and implementing programs, policies or services most suitable for correcting or eliminating various employee behavioral problems.
Behavioral-based interview
An interview technique that focuses on a candidate’s past experiences, behaviors, knowledge, skills and abilities by asking the candidate to provide specific examples of when he or she has demonstrated certain behaviors or skills as a means of predicting future behavior and performance.
Behaviorally anchored rating scale (BARS)
An appraisal that requires raters to list important dimensions of a particular job and collect information regarding the critical behaviors that distinguish between successful and unsuccessful performance. These critical behaviors are then categorized and appointed a numerical value used as the basis for rating performance.
Bell-shaped curve
The curve representing the normal distribution of a rating or test score.
Benchmarking
The systematic process of comparing an organization’s products, services and practices against those of competitor organizations or other industry leaders to determine what it is they do that allows them to achieve high levels of performance.
Benchmarks
The standards used as a basis for comparison or measurement.
Bereavement leave
An employer policy that provides a specific number of paid days off following the death of an employee’s spouse, parent, child, grandparent or in-law so that the employee may attend funeral proceedings, etc.
Best practices
Defined in a variety of ways, but typically refers to the practices of an organization that enables them to achieve superior organizational performance results.
Bidding
The practice of posting all job openings internally so that current employees may be allowed the opportunity to apply for vacant positions prior to the employer seeking qualified candidates through other external recruitment measures.
Bisexual
An individual physically, romantically, emotionally and/or spiritually attracted to men and women. Bisexuals need not have had equal sexual experience with both men and women, nor any sexual experience at all, to identify as bisexual.
Blended workforce
A workforce is comprised of permanent full-time, part-time, temporary employees and independent contractors.
Blind ad
A job advertisement placed in a newspaper, trade journal/publication, magazine or Internet job board that contains no identifying information about the employer placing the ad.
Blood-Borne Pathogens Standard
An OSHA standard that sets forth requirements for employers with workers exposed to blood or other potentially infectious materials. In order to reduce or eliminate the hazards of occupational exposure, an employer must implement an exposure control plan for the worksite with details on employee protection measures. The plan must also describe how an employer will use a combination of engineering and work practice controls, ensure the use of personal protective clothing and equipment, provide training, medical surveillance, hepatitis B vaccinations, and signs and labels, among other provisions. Engineering controls are the primary means of eliminating or minimizing employee exposure and include the use of safer medical devices, such as needleless devices, shielded needle devices and plastic capillary tubes.
Blue collar workers
Hourly paid workers employed in occupations that require physical or manual labor.
Bona fide occupational qualification (BFOQ)
A very narrowly interpreted exception to EEO laws that allows employers to base employment decisions for a particular job on such factors as sex, religion or national origin, if they are able to demonstrate that such factors are an essential qualification for performing a particular job.
Bonus plan
An incentive pay plan which awards employees compensation, in addition to their base salary, for achieving individual or group performance and productivity goals.
Boundaryless organization
Defined as an organization that removes roadblocks to maximize the flow of information throughout the organization.
Branding
The process of identifying and differentiating an organization’s products, processes or services from another organization by giving it a name, phrase or other mark.
Breach of contract
Occurring when an individual who is a party to a contract or agreement does not uphold or violates the terms of the contract.
Break-even analysis
A measure used to determine the approximate sales volume required to cover the costs associated with producing a particular product or service.
Broadbanding
A pay structure that consolidates a large number of narrower pay grades into fewer broad bands with wider salary ranges.
Buddy system
A form of employee orientation whereby a newly hired employee is assigned to another employee (typically within the same department) who shows the new employee the ropes, introduces him or her to coworkers, gives personal assistance and answers questions on an as-needed basis.
Budget
A numerical summary of an organization’s available resources and how those resources are to be allocated based on anticipated future expenditures for various items, such as equipment, training and development programs, benefits, implementing new processes or services, etc.
Bumping
The practice of allowing more senior level employees whose positions have been slotted for elimination or downsizing the option of accepting an alternative position within the organization, for which they may be qualified to perform and which is currently occupied by another employee with less seniority.
Burden of proof
The burden placed on an employer, as a result of a claim of discriminatory treatment, to provide a verifiable, legitimate and nondiscriminatory reason for any employment action taken which may have resulted in adverse treatment of a member(s) of a protected group.
Bureau of Labor Statistics (BLS)
The principal fact-finding agency for the federal government in the broad field of labor economics and statistics. The BLS is an independent national statistical agency that collects, processes, analyzes and disseminates essential statistical data to the American public, the U.S. Congress, other federal agencies, state and local governments, business and labor. BLS also serves as a statistical resource to the Department of Labor.
Burnout
Physical or emotional exhaustion, lack of motivation or decreased morale resulting from an individual being exposed to excessive or prolonged stress and frustration caused by personal problems, work pressures, financial difficulties, etc.
Business continuity planning
Broadly defined as a management process that seeks to identify potential threats and impacts to the organization and provide a strategic and operational framework for ensuring the organization is able to withstand any disruption, interruption or loss to normal business functions or operation.
Business literacy
The knowledge and understanding of the financial, accounting, marketing and operational functions of an organization.
Business necessity
A defense available when the employer has a criterion for selection that is facially neutral but which excludes members of one sex, race, national origin or religious group at a substantially higher rate than members of other groups, thus creating adverse impact. The employer must be able to prove that the challenged practices effectively carry out the business purposes they are alleged to serve and that no alternative, nondiscriminatory practices can achieve the safe and efficient operation of its business.
Business plan
A document that provides relevant information about a company by outlining items such as the company’s business description, market or industry, management, competitors, future prospects and growth potential, etc.
Cafeteria plan
A benefit plan which allows employees to choose between one or more qualified tax-favored benefits and cash.
Call center
The area in an organization responsible for screening, forwarding and logging large volumes of customer-related calls at the same time through the use of technology and other resources.
Career center
An office set up within an organization to be used for the purpose of providing outplacement counseling and job placement services to displaced workers.
Career counseling
Guiding individuals through the career planning and career decision-making process by helping them to make informed decisions regarding educational and occupational choices, as well as providing resources needed to further developing job search and placement skills.
Career development
The process by which individuals establish their current and future career objectives and assess their existing skills, knowledge or experience levels and implement an appropriate course of action to attain their desired career objectives.
Career ladder
The progression of jobs in an organization’s specific occupational fields ranked from highest to lowest based on level of responsibility and pay.
Career mobility
The propensity to make several career changes during an individual’s lifetime instead of committing to a long-term career within a specific occupational field.
Career path
The progression of jobs in an organization’s specific occupational fields ranked from lowest to highest in the hierarchal structure.
Career planning
The process of establishing career objectives and determining appropriate educational and developmental programs to further develop the skills required to achieve short- or long-term career objectives.
Career plateau
Occurs when an employee has reached the highest position level he or she can possibly obtain within an organization and has no future prospect of being promoted due to a lack of skills, corporate restructuring or other factors.
Case study
A case study uses real scenarios that focus on a specific issue(s). It looks deeply at a specific issue, drawing conclusions only about that issue and only in that specific context.
Casual dress
Refers to attire such as jeans, casual slacks, t-shirts, sport and polo shirts and other apparel used for leisure.
Casual employment
The practice of hiring employees on an as-needed basis, either as a replacement for permanent full-time employees who are out on short- and long-term absences or to meet employer’s additional staffing needs during peak business periods.
Caucus
A labor relations term used to define periodic suspensions of negotiations in order to provide both sides with an opportunity to consider their relevant positions.
Centralization
The process of consolidating all decision-making authority under one central group or location.
Change agent
A term used to define an individual or group of individuals who directly or indirectly cause or accelerate social, cultural, or behavioral change.
Change management
The systematic approach and application of knowledge, tools and resources to deal with change. Change management means defining and adopting corporate strategies, structures, procedures and technologies to deal with changes in external conditions and the business environment.
Charge determination
A letter issued by the Equal Employment Opportunity Commission  (EEOC) to both parties involved in an employment discrimination claim, stating that there is reason to believe that discrimination occurred and inviting the parties to join the agency in seeking to resolve the charge, through an informal process known as conciliation.
Child-labor law
Provisions under FLSA are designed to protect the educational opportunities of youth and prohibit their employment in jobs that are detrimental to their health and safety. FLSA restricts the hours that youth under 16 years of age can work and lists hazardous occupations too dangerous for young workers to perform.
Civil rights
The rights guaranteed by the U.S. Constitution and federal and state statutes enacted to protect a wide range of individual rights, such as right to vote, freedom of speech, the right to assemble, the right to equal treatment, etc.
Civil Rights Act of 1964
A federal statute enacted to further guarantee the constitutional rights of individuals and prevent employment discrimination based on race, color, sex, religion, national origin or age.
Civil Rights Act of 1991
A federal statute that amended the Civil Rights Act of 1964 enacted to strengthen and improve federal civil rights laws by providing for damages in cases of intentional employment discrimination, clarifying provisions regarding disparate impact actions and for other purposes.
Civil union
Legal recognition of committed same-sex relationships in Connecticut, New Jersey, and Vermont.
Class action suit
A lawsuit filed by one party on behalf of themselves and other people in a group who share the same complaint.
Climate survey
A tool used to solicit and asses employee opinions, feelings, perceptions and expectations regarding a variety of factors pertinent to maintaining the organizations climate, such as opportunities for growth, management, working relationships and environment, etc..
Coaching
A training method in which a more experienced or skilled individual provides an employee with advice and guidance intended to help him or her develop skills, improve performance and enhance the quality of his or her career.
Co-employment
The relationship between a Professional Employer Organization (PEO) or employee leasing firm and an employer, based on a contractual sharing of liability and responsibility for employees.
Cognitive ability testing
A testing instrument used during the selection process in order to measure the candidate’s learning and reasoning abilities.
Collective action
A federal agency procedure that  permits the aggregation of hundreds or thousands of claims requiring only that the employees be “similarly situated.”  The collective action may be maintained in either state or federal court, although as a practical matter, defendants will remove most actions when the federal statute is pleaded.  In states with strong independent state wage and hour law, plaintiffs will typically plead state law claims in the same complaint.
Color discrimination
color discrimination occurs when a person is discriminated against based on the lightness, darkness, or other color characteristic of the person. Even though race and color clearly overlap, they are not synonymous
Common law employment test
Refers to the IRS’s 20-question common law test which examines the level of control exercised over a worker by an employer in order to determine whether the individual is an employee or an independent contractor.