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15 Cards in this Set
- Front
- Back
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Comparable Worth
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Gender equity- pay disparaties existing between occupations dominated by women and men
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Traditional pay system
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based on position classification, seniority, membership- usually have multiple step salary ranges
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Expectancy
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Vroom's expectancy theory- those that expect a valued reward will strive for high performance more than those with no reward.
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mandated benefits
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those benefits mandated by government policy- Social security, unemployment compensation, worker's comp, family and medical leave act.
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Individual merit pay
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Pay tied to individual performance
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Employee competition
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supporters feel incentives create constructive competetion between employees. some feel it creates win-lose situations and is unfair.
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discretionary benefits
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Those offered at the employer's discretion. health care,retirement, educational reimbursement, training programs etc.
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group merit pay
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An incentive program or pay for performance that is tied to group performance. gainsharing and goalsharing.
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Employee Motivation
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supporters feel that incentives motivate employees by satisfying needs. Detractors feel they lower self esteem.
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Supervisory leverage
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a strong argument of merit pay supporters that gives supervisors control over employees by having them decide who gets merit pay.
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FLSA- fair labor standards act
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Regulates wages and hours. controls minimum wage and maximum hour provisions of law. administered by the DOL dept of labor.
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Pickering V. Board
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Free Speech- public school teacher could not be fired for speaking out on a matter of public interest.
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Procedural due process
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based on 5th and 14th ammendments protection of life, liberty, and property. require a hearing before action can be taken
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Rehabilitation Act 1973
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prohibits discrimination against those with disabilities by fed govt. contractors or those recieving fed aid.
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Family Medical Leave Act 1993
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unpaid leave (12 weeks) for private and public employees to care for illnesses them or family members.
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