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100 Cards in this Set
- Front
- Back
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All HR does has to |
offer Equal opportunity |
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4/5 rule - Discrimination - Adverse Impact |
Quantify to Justify(when the selection ratio of the protected group is less than 80%, adverse impact could occur) 4/5 = 80% |
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Selection Ratio |
proactive way to prevent suit over DISCRIMINATION. #HIRED/#APPLICANTS EX: applicants: m=40 f=30; Hired: m=20 f=6 so: hired males (20/40)=50%; hired fem:(6/30)=20% |
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Steps in Evaluating the 4/5 Rule |
1.convert the # into selection ratio 2. identify group with the highest selection ratio 3. identify the protected group 4. divide high rate into protected group Ex: m select ratio=50%; F= 20% so... 20/50=40% this is LESS THAN 80% so poss of discrim is high |
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Mobility within Organization |
move up- Promotion move down- Demotion move departments- lateral or transfer move organizations- organizational exit |
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Career Strategies |
-mentoring(formal/informal) -coaching (next level;feed back) -tuition reimbursement -cross train |
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Designing a Career Path |
-complete job analysis -line up job descriptions -written/ verbal communication -obtaining data on employees about KSA's -determine training/development |
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Career planning/ Development |
*Probability -career planing: employee perspective -development: organization perspective our attempt to enhance employee capacity to handle more responsibility/ authority w/ accountability successfully |
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Types of Validity |
-content: measure the degree of KSA's -construct: measure any type of testing that measures personal traits/ characteristics -criterion: related to results( # $ %) that is directly linked to job perf. |
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Pre- Employment Testing |
-performance/ work sample -abilities test -aptitude test -personality test -substance abuse test -psycho motors -honesty/integrity -polygraph -assessment center |
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Affirmative Action Plan |
written documentation produced by an organization that explicitly states the steps that will/ are being taken to ensure EEO principles are implemented. -voluntary -court order/ consent decree -required by law by gov. agency |
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Establishing Validity |
Reliability- must measure what it intends to measure and consistently measure results. Validity- it must measure what it intends to measure |
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Organizational Exit |
*Termination -decruitment: process of managing the way a person leaves the organization -voluntary termination: associate initiates exit -involuntary termination: organization initiates exit |
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Employment at Will |
*originally catered to employers; employers could manage employees however they pleased. -employment at will changed to cater employees; model termination act. -required employers to give a reason for employee terminations. |
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Displacement/ Misplacement |
-displacement: lose employment thru no fault of your own ( laid off) -misplacement: inappropriate match of KSA's in job position ( bad hire) |
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Concept of EEO *disparate treatment |
-when a protected group is intentionally treated differently and evaluated at different standards. |
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Recruiting/ Staffing |
Staffing = Recruiting + Selection Recruiting = marketing/ adv. -the process of identifying candidates and encouraging them to apply |
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Warn Act 1988 |
Worker Adjustment Retaining Notification -require employer to give a 60 day notice to wall street when going to do major layoff 1/3 full- timers affected. - determined based on management style *Does NOT have to give employee notice |
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8 Factor Availability Analysis & Utilization Analysis |
-break down of info regarding demographics; communicates in which you operate *multiple locations-give demographics Utilization Analysis-analyze whether you are using all of your demographics |
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Performance Management |
managing the degree in which employees conduct themselves and carry out their work |
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Why document performance? |
to continue good behavior provide proof of issues or actions turnaround below standard behaviors |
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Disciplinary actions is used to... |
Teach NOT to punish |
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SMART goals |
Specific Manageable Action-Oriented Realistic Time Bound |
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Elements of Affirmative Action |
workforce analysis: break down of data on current employees
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Recruiting & Staffing: External Sources |
-internet (media) -job position -two ways to contact/ apply -reason to apply (benefits) -third party agencies -career/ job fairs -walk - ins -direct recruiting (business cards) |
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Recruiting & Staffing: Evaluating Effectiveness |
-Result = #, %, $ -Cost per hire = total cost / #hired -Yield Ratio = ?/# Short/ Long term considerations short- quantity of hires, quality, avg. time to fill position; performance long- turnover, tenure, performance |
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Selection Hierarchy |
process of hiring the most suitable candidate for the open position/ vacancy. |
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Selection Hierarchy Breakdown |
Analysis of app/ resume Pre- screen interview Pre- employment testing Background info Contingent offer Final offer Accept Offer letter granted |
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Types of Applications |
-documentation = proof/ evidence *traditional long form *short form |
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Conflict Management |
-failure to manage; LIABILITY |
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Conflict/ War |
Hostility Anger Open Disagreement Frustration Heighten Tension Irritation Annoyance Discomfort Awareness of Difference (emotions) |
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Workplace Violence |
ANY assault verbal/ physical on ANY violent act/ behavior and threats which occurs in workplace |
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Types of Workplace Violence: Criminal intent |
- the offender has no legit relationship w/ business or employees but comes on property and commits violence |
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Types of Workplace Violence: Customer Client |
- offender has a relationship as a customer/ client and commits violence |
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Types of Workplace Violence: Work on Worker |
past/ current employee becoming violent w/ employee |
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Types of Workplace Violence: Personal Relationship |
offender does not have legit relationship with/ business but has one w/ the employee |
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Compensation Programs (5) |
hourly (can get OT after 40 hours) salaried (lump sum for work week; no OT) PRODUCTIVITY BASE (commission) VRO (variable rate of OT;catered to employer; OT=.5% not 1.5% flat rate (certain amount for the job itself) |
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Inappropriate Scales |
Red Circle=person paid over the max for a position Green Circle=person paid under the minimum(correct this by bringing person to min) Pay Compression(when starting pay of the new employee is higher than everyone else) |
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Compensation for Executives |
-board of directors determines pay -base salary guaranteed & normally six figures usually 125-500k -perf is based on company perf -they will get stock(ownership) so vested interest to make the comp perform -perks are based on who's in leadership on board of trustees -"Parachute clause"=if acquisition/merger,the exec will be fully vested & can take that finan piece with them |
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UNemployment Insurance |
unemp check; employer paid insur prog that helps workers who are unemployed thru not fault of their own by providing temporary finan help while they search for work |
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TWC (what is it?) (what does it do and for how long?) |
Texas Workforce Commission -it administers unemp insur -each state has one -finan help ranges $0-493 based on earnings -paid out biweekly for 26 wks max (congress has to vote to extend-only in times of econ stress) -must be available,willing, and able to work (Physically &mentally able,no restrictioms on availability,willing to accept work) -actively seeking work (3-5 apps) -registered on state job board (work in tx) -must call or report work searches and req pmt. Keep a log |
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Compensation and Benefits |
*Must be -cost effective -motivating -contribute to overall company performance |
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Compensation and Benefits: Internal/ External Factors |
Internal -size of org. -company culture -nature of workforce -budget ( MUST stay w/in) External -competition (domestic/ abroad) -union or non union -gov't regulations - what's going on in economy |
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Economic Factors of Business Cycle |
-recession -depression -expansion -peak |
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Compensation is a fixed cost |
-distributed variably Compensation-all forms of final returns/ rewards that an employee can receive from the employer 1. Direct : base pay 2. Indirect : all benefits received other than base pay |
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HR controls in Comp & Admin. Authority |
1. comp/ benefit budget 2. policies & procedures 3. performance management |
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Compa- ratio |
deciding structure |
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Health Care : Types |
-PPO (preferred provider org.): network of dr. that come up w/ discounts -HMO (health maintenance org.): requires primary care physician; can only be referred by PCP -CDH (consumer driven health care): only go when needed -AHP: Associations Health Plan for small business to come together as a network tp purchase big health care to stay in competition |
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Dental |
1. basic- 80/20 2. enhance- whitening, ortho, etc. (cosmetics) |
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Other Options |
-paid holidays -paid vacations -reimbursement -EAP -car allowances, transportation discounts -parking -care -leave -associate discount |
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Funding of Health Care |
-self insured: the company funds itself -fully insured: vendor takes on cost -combo: program has use for both |
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Ways to protect your income |
1. Disability Protection: STD ,LTD 2. Life Insurance: company has term life *add. life- take out add life insurance for family 3. Severance Package: job loss/ elimination at no fault of your own -given 2 weeks pay if worked for 1 yr -add. week pay for every add. yr 4. Supplemental Unemployment Benefits: negotiated under union contract |
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Job group analysis *TU POSSESS |
-categorize our jobs into 9 EEO job categories 9 EEO job categories -technicians -unskilled laborers -professionals -office/ clerical -service workers -salesworker -executives/ officers -semi-skilled workers -skilled craftworkers
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Reverse Discrimination |
when the majority is denied an opportunity in favor for someone in protected group |
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In- House Program/ Community Service |
-what are we doing inside and outside the organization in order to offer an equal opportunity |
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Audit |
Inside- HR and Legal dept Outside- EEOC, OFCCP, Court *OFCCP- office of federal compliance and contract program |
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Most Common Areas of Discrimination |
Title VII -sex, religion, color, race, disability, national origin, age |
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Compa-ratio 2 types of pay structure |
deciding your pay structure (2 types) -Job grades: group positions that are assigned the same work(no pay negotiation; change worth=change pay grade) -Pay Ranges: min to midpoint to max(flex to negotiate pay) Your ACTUAL pay/MidPoint 1st find: (Max-Min/2) + Min= midpoint -If below 1.0, you have room to negotiate -If above you're being paid above market avg |
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To be eligible for unemp check |
-must have worked @ least 1 day b4 being unemployed -cannot have been terminated for gross misconduct -must available,willing, & able to work *physically & mentally able,no restrictions on availability,willing to accept work* - |
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ERISA 1974 |
Employee Retirement Income Security Act -regulates all benefit retirement plans |
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Retirement Plans |
1. Qualified Plan- tax favorable 2. Defined Benefits Plan- employer defines the amount you receive for retirement 3. Defined Contribution Plan- employee defines how much they will contribute ( 401K, 401A, etc) 4. Non Qualified Plan- non tax favorable |
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Union Membership |
-based on Maslow Hierarchy of needs theory Self actualization Belonging Safety/ Security Basic Need |
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Negotiation Issues |
Collective Bargaining Mandatory negotiations -pay scale structure Permissive negotiations -benefits *federal employees CANNOT bargain over wages |
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Strikes and Secondary Boycotts |
1.Protected- the group for boycott/ strike must get permission from national labor relations board based on : unfair labor relations or economy Threats, Interrogating, Promises, Spying 2. Unprotected- not approved by national labor relations |
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Safety and Healthy |
Safety: refers to the protection of the physical/ mental will being of employee on the job Healthy: one who is free of illness, injury, mental/ emotional problems that impairs normal human activity. |
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Types of Health Hazards |
1. Physical: noise, heat, vibrations, radiation, sanitation, air, drinking water 2. Environmental: dust, fumes, gases, bacteria, fungus, toxins, insects, smoke |
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Employee Wellness Programs |
-EAP -immunizations |
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Safety Issues- OSHA Goals |
-improve the workplace -increase the employer/worker awareness and their commitment to keep work environment safe, healthy, and free of accidents - secure public's confidence that we are keeping the society safe, healthy and free of accidents |
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Safety Issues- OSHA Hierarchy |
-eliminate hazards completely Safe guards Warning signs Train Prescribe protection |
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Safety Issues- OSHA Employee rights |
-employee has the right to work in a safe, healthy, & free of accidents environment -to file a complaint - request inspection -accompany the inspector -to be informed about any workplace hazards |
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Safety Issues- OSHA Employer rights |
-the employer has the right to be apart of any industry association for safety/ hazards -seek offsite consultation -be advised to the reason for inspection -request the I.D of the inspector -confidentiality to trade secrets |
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Indirect Cost of Accidents |
-cost to investigate -cost to replace employee -replace tools/ equip. -overtime -productivity |
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Safety Committees |
-visible -report on safe conditions -setting good examples |
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Safety Incentives |
- monetary -non monetary |
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Security |
state/ feeling of being free from fear, danger, and doubt -security dept -security cameras -security codes Workplace violence -crisis plan |
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Social Security/Medicare |
-SSA(worker based law) must have worked 40 quarters in life;Social Security Admin. Comes out of soc sec act -SSI (soc supplemental income) Adult welfare; medicaid;if never worked 40 quarters |
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Retirement Income Check(SSA) |
Monthly amount one can receive once they reach retieement age (early 65 , full 67) |
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Disability Benefit Check (SSA) |
Monthly check if physically/mentslly impaired and can't work for at least a year |
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Death Benefit Check |
Lump sum of 255.00 |
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Survivors Benefit Check (SSA) |
Spouse can get a check if: -60+ or is disabled and 50 -caring for kids 16 and under or disabled kids CHILDREN CAN GET A CHECK IF: unmarried, under 18, or disabled at any age or disabled by 22 and REMAIN so.. PARENTS CAN GET A CHECK IF: 62+ OR dependent on you in some way |
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Medicare |
Part A: covers hospitalized Part B: covers insur needs (rehab,meds,etc) |
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Workers comp |
Workers compensation act; federally mandated ,state regulated liability and disability insur designed to protect the worker and the employer agaiinst work related injuries |
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Risk Mngmt |
Employer goes out and finds their own insur . Can design the insur proceed the way they want |
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If no private insur, must subscribe to workers comp |
The law |
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For Workers to be compensated |
Injury must have happened at work or a work related function Had to be caused by work related activity Had to have happened suddenly on impact and not thru repetitive acts |
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The benefit of workers comp |
Get a portion of wages (60%) Pays for med care, precriotions, rehab, etc Death benefit will pay up to 60k Burial benefit |
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FMLA |
1 year or 1250 hours to qualify 12 weeks of unpaid job protect(must use your pto so insur premiums are paid) Job protection=like or similar position |
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Reasons to take FMLA |
Birth or care of a newborn Adootion or foster care placement Care for an immediate family member who has a serious medical condition Your serious health condition |
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After FMLA for 12 weeks is up if you dont come back, can be terminated the following day |
Fact |
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OSHA and OSHA |
The Law: Occupational safety health act The agency: " " " " " " " admin |
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Other EE Welfare Benefits |
Any wellness options for employee (gym, immunizations, etc) |
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Controlling healthcare costs |
-sect 125 -wellness: gym,massages,non smoker incentives -annual enrollment:benefit dept shops around to find the best deal that contains benefits needed and wanted |
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Labor Relations and Health & Safety OSHA |
Union: group of people with similar KSA come together |
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Labor management relations act Taft-hartley |
1947 Employers fought back and this gave management rights to speak and define SHOPS |
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Union shop |
Clause to define amount of time worker had to join a union |
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Agency shop |
Worker doesn't have to non union but must pay dues |
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Closed shop |
Required employees to join union before they even had the job |
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Open shop |
Even if the union is forged employee doesn't have to join "right to work" |
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Clayton act 1914 |
Twin rights est. Right to organize Right to collectively bargain |
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National labor relations act (wagner act) |
1935 -Est National labor relations board (NLRB) (fed agency) -Gave the Twin Rights to all workers -Established unfair labor practices(ULP) *allows you to make a complaint* |
