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95 Cards in this Set
- Front
- Back
What are the two objectives when hiring?
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1) Predict performance (can they do the job well) 2) Assess fit (do they fit in our organization) |
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Job analysis for performance appraisal can have what uses?
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Identify training needs, making promotion decisions
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Job analysis for hiring is to help with what?
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Identify what we need to look for in potential job candidates
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We use job analysis to:
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Create our hiring procedure & a job posting/advertisment
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List the steps in Job Analysis:
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1) Gather info on activities & tasks for that position (brainstorm) 2) Rate importance & frequency of each task 3) Group tasks into Task Dimension 4)Determine KSAO's necessary |
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Knowledge
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Body of information that can be applied directly to performance of tasks
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Skills
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An observable competence for working with or applying knowledge to perform a particular task or closely related set of tasks (not enduring, needs experience & practice)
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Abilities
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An underlying, enduring trait of the person useful for performing a range of different tasks (less likely to change over time) |
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Other Characteristics
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Other requirements
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Customer & Personal Service (KSAO's)
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Knowledge - knowledge of principles & processes for providing CPS. Includes customer needs assessment, meeting quality standards for services & evaluation of customer satisfaction
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Social Perceptiveness (KSAO's)
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Skills - being aware of other's reactions & understanding why they react as they do |
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Active Listening (KSAOs)
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Skills - giving full attention to what others are saying, taking time to understand points being made, asking questions when appropriate, & not interrupting at inappropriate times
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Service Orientation (KSAOs)
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Skills - actively looking for ways to help people
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Speaking (KSAOs)
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Skills - talking to others to convey info effectively
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Critical Thinking (KSAOs)
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Skills - using logic & reasoning to identify the strengths & weaknesses of alternative solutions, conclusions, or approaches to problems
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Monitoring (KSAOs)
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Skills - monitoring/assessing performance of yourself, others, or organizations to make improvements or take corrective action
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Speech Clarity (KSAOs)
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Abilities - ability to speak clearly so others can understand you
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Oral Expression (KSAOs)
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Abilities - ability to communicate information & ideas in speaking so others understand
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Oral Comprehension (KSAOs)
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Abilities - ability to listen to & understand information & ideas presented through spoken words & sentences
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Problem Sensitivity (KSAOs)
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Abilities - ability to tell when something is wrong or likely to go wrong. It doesn't involve solving a problem, only recognizing there is one |
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Speech Recognition (KSAOs)
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Abilities - ability to identify & understand the speech of another person
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Deductive Reasoning (KSAOs)
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Abilities - ability to apply general rules to specific problems to produce answers that make sense
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Inductive Reasoning (KSAOs)
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Abilities - ability to combine piece of information to form general rules or conclusions (Includes finding relationships among unrelated events)
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Near Vision (KSAOs)
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Abilities - ability to see details at close range (within few feet of the observer)
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Written Comprehension (KSAOs)
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Abilities - ability to read & understand information & ideas presented in writing
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HS Diploma, College Degree, security clearance/criminal record, citizenship, availability are all examples of which KSAO?
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Other Characteristics
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This mostly describes the physical setting such as environment, attire, body positioning (standing/sitting), hazards, etc. of a job |
Job Context
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All jobs analyses will be the same based on preferences, job design, & organizational values - T/F
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False
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What should be accounted for when deciding what's important for hiring?
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The company's mission & values
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With this, individuals are attracted to organizations matching their personality
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Attraction-Selection-Attrition (ASA)
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Attraction
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An organization's "brand" that's influenced by their leadership, history, culture, values & any other contributing factor will attract those who like these factors & deter those who don't |
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Selection
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Organization's with certain values are more likely to select those with similar values
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Attrition
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Employees in the organization whose values conflict with the organization or leadership are more likely to be dissatisfied or leave
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Optimal decision making requires what 3 things?
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1) Diversity of thoughts 2) Diversity of experiences 3) Diversity of perspectives |
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To have a balance, we should attract people with similar core values while not being too similar - T/F
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True
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What are the two absolutes in resume writing?
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1) Don't lie 2) Don't make spelling errors |
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The person hiring will always be an HR Representative or the person actually supervising the position - T/F |
False
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Why is the look & feel of your resume important?
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So that it is easy & pleasant to read and because it is a reflection of your work
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Fonts for resumes (not as important to know)
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Arial, Calibri, Century Old Style, Helvetica, Garamond, Georgia, Trebuchet, Times New Roman |
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Popular advice is on the Sans Serif fonts and is universally accepted - T/F
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False
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This type of software is for jobs with large amounts of applicants and uses key words from submitted resumes
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Digital Talent Acquisition Software
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What is the purpose of your resume (& cover letter)?
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To advance you to the next phase of the hiring process
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When hiring managers look for specific KSAOs, they generally sort candidates into these 3 things:
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1) Highly qualified 2) Adequately qualified 3) Minimally (or not) qualified |
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These are usually unnecessary to put in a resume but can help if they're looking for a certain type of candidate (i.e. wants to work in baseball)
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Objectives
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This list shows you have specific KSAOs they're looking for
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Position Descriptions
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List the 12 different sections of a resume |
Name, contact information, objective, education, extracurriculars, relevant experience, volunteer work, work experience, skills, languages, leadership, references
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To avoid wasting time & money with additional tests, some selection procedures can be applied in the initial selection phase - T/F
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True
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No KSAOs can be trained later & they're necessary to look for when hiring - T/F |
False
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This test is common & reliable to predicting how a candidate will behave & perform on the job
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Written test - situational judgment test typically posed as hypothetical scenarios
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When using written tests, it is not important to have a set score to evaluate the answers - T/F
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False
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This is a way to see if applicants posses requisite knowledge to perform the job:
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Job Knowledge test - job-specific & focused on knowledge that's necessary based on what you found in job analysis; candidates can be filtered out if they don't meet a minimum criteria
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This interview type if used to predict an applicant's future behavior
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Situational
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This interview type is used to examine past behaviors & is a good predictor of future behavior
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Experience-based
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How do you decide which interview to use? (Selection Methods) |
- Level of experience (hiring for entry level job that attracts recent grads or career switchers) - Similarity of work (if your job is so unique that KSAOs from other jobs don't transfer/apply) |
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Questions based on job analysis, consistency between applicants, responses being numerically rated and detailed scoring procedures & notes are all examples of what?
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Structured Interviews
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Interviews should be structured & focus on certain KSAOs - T/F
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True
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What were the 5 steps of the Hiring Plan Project?
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1) Job Analysis 2) Recruiting Method (what channels exist for hiring a certain role) 3) Job Posting (based on KSAOs, org's culture & values) 4) Selection Method 5) Predicting Fit |
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What are the 6 types of Part-Time workers?
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1) Primaries 2) Married supplementers 3) Single supplementers 4) HS/College students 5) Part-Time Moonlighters 6) Full-Time Moonlighters |
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Benefits/Consequences of PT workers? |
- Types of commitment they experience - Turnover decision making - Type of motivation that might work - Career development - Process through which an identity with the organization is formed |
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Full-Time are more emotionally committed to organization than volunteers/Part-Timers
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Affective Commitment
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Interns are more emotionally committed to organization than Part-Timers
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Affective Commitment
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Volunteers & interns feel more obligated to organization than Part-Time
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Normative Commitment
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Interns & Full-Timers identify more with this than volunteers or Part-Time
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Sport Identity
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Sport organizations do not rely on many types of Part-Time workers - T/F |
False
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This is a negotiation between organized workers (labor) & their employer(s) (management) to determine wages, hours, rules & working conditions
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Collective Bargaining (dictionary definition)
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This uses various methods in bargaining process, but the desired outcome is always mutual acceptance by labor & management of a CBA/Contract
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Collective Bargaining (sport business definition)
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What does NLRA stand for? |
National Labor Relations Act
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What are the mandatory subjects that must be bargained collectively?
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-Hours -Wages -Terms & Conditions of employment |
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Bargaining must be done in '____ _____' over mandatory subjects in order to achieve a contract (aka CBA)
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'Good faith'
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CBA in sports: training camps, practices, season, schedule, # of games, etc. all represent:
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Hours
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CBA in sports: salaries, bonuses, severance/termination pay, health coverage/insurance, anything else of monetary value all represent:
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Wages
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CBA in sports: seniority, medical issues, grievance arbitration provisions, drug testing, safety concerns, etc. all represent:
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Terms & Conditions
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Issues that management is not obligated to negotiate over & the union cannot strike over are:
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Permissive Subjects
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CBA - Concerted Activity: the right to engage in concerted activity gives employees the right to strike or take similar actions (picket, work slowdown, etc.). But what's not protected is:
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Interfering with the employer's ability to conduct business with customers (i.e. threatening customers/blocking entrances) |
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Unions & collective bargaining are unique to pro sports and all pro sports have CBAs - T/F
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False
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Unlike Major League players, Minor Leaguers are not unionized, do not negotiate a CBA & do not share revenue with the owners - T/F
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True
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What are the barriers to change for minor leaguers and who are they similar to?
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Similar to college athletes & interns - Transient & temporary - Lack of power - Retaliation & reputation - Culture of sacrifice |
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Although some say increasing minor league game prices would rob fans of an affordable joy, ticket prices are base on demand. Who said this?
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Dan Kascher, Sport Economist of the University of San Francisco
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What is said to be the most important element of sports business education programs?
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Internship Opportunities
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What does NACE stand for?
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National Association of Colleges & Employers
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What are the defining characteristics of an internship? (No consensus exists)
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Course credit, unpaid, learning experience, time commitment
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Fair Labor Standards Act: All 6 criteria must be applied when making the determinations for a non or for-profit business?
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Applies to for-profit
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What are the 3 most important criteria under FLSA?
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2) Internship is for the benefit of the intern; 3) Intern does not displace regular employees, but works under close supervision of existing staff; 4) The employer that provides the training derives no immediate advantage from the activities of the intern; & on occasion its operations may actually be impeded |
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What are the 1st, 5th, and 6th criteria for FLSA?
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1) The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment; 5) The intern is not necessarily entitle to a job at conclusion of the internship; & 6) Employer & intern understand the intern is not entitled to wages for time spent |
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All athletes receive full scholarships - T/F
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False
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What two arguments tend to get mixed when discussing the NCAA history of rules?
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- Fair market value - Basic [employment] rights & a voice in the process |
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Who is associated with the NCPA? |
Ramogi Huma; non-profit advocacy group formed by UCLA football alumni
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Who is associated with the CAPA?
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Kain Colter; Northwestern football players who petitioned the National Labor Relations Board for the right to unionize |
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This was enacted by congress in 1935 to protect the rights of employees & employers, to encourage collective bargaining & to curtail certain private sector labor & management practices |
National Labor Relations Act (NLRA)
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Northwestern Situation: contends that FB players receiving grant-in-aid from the Employer are "employees" within meaning of the Act & therefore are entitled to choose whether or not be represented for purposes of collective bargaining |
The Petitioner
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Northwestern Situation: asserts that its FB players receiving grant-in-aid are not "employees" under the Act. It further asserts these players are more akin to grad students in Brown University ('04) whom the Board found not to be "employees" under the Act.
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The Employer
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Who argued they are already employees; receiving compensation through scholarships?
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CAPA (the players union)
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Frequent cited arguments against paying student-athletes:
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- Title IX - Receiving free education - Play for love of game; paying would ruin everything - Weren't forced into these terms; can leave - System can't afford it. It'd fall apart. Most programs lose money |
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This type of argument focuses on why we can't do it rather than whether or not we should do it or if we're legally obligated to do it
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Logistics Argument; arguing is too disruptive to the system, everything would fall apart
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Real reasons NCAA doesn't want to pay?
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- Maintain power structure in place - Major shift in operating resources, budgets & expenses. Must adjust HR departments & collective bargain with athletes |