aPHR 2023
age groups for FLSA
14, 14 & 15, 16 & 17, 18
when must an employee file a complaint charge of discrimination with EEOC
180 days of alleged incident
What employers are required to have an affrimative action plan?
50 or more employees and $50,000 in federal contracts member of federal banking system issue, sell, or redeem US saving bonds
how long are benefit files required to be kept
6 years none for COBRA (recemmonded 6)
utilization analysis
AAP compares the availability of women and miniorities to their current representation within each job group at company
Availability analysis
AAP examines internal and external population of women and minioriites to determine their theoretical opportunity for employment
cause-and-effect diagram
Determine why objectives were not met
Laws that are administered by EEOC
EPA ADEA Title VII of Civil Rights Act
how long are medical files required to be kept
FMLA - 3 years
collective bargaining
act of negotiation between an employer and its employees, where a union represents employees' interests
COBRA
allows for continuation of healthcare coverage is such coverage would end due to certain situations covers employers with 20 or more employees can pay for up to 36 months for death or divorce can pay for up to 18 months for employee separation
code of conduct
an organization's policies that govern employee's actions, describe acceptable and unacceptable behaviors, and guide employee behavior with specific details
why is it necessary for an organization to pay attention to legislative and regulatory environment
anticipate changes and craft governnce policies that address new regulations enageg in lobbying efforts to fight proposed changes that could be damagaing to corporation modify new legislative changes more palatable
competitive advantage
anything that gives an organization an edge over its compeititors maintain maximum competitiveness by pursuing policies and programs that increase one's advantage
direct costs
associated with a single project, its processes, and its outcomes
external salary data
best source of data to review and analyze whe determine if a company is paying thier employees a salary that is competitive against industry standard
Landrum-Griffin Act
bill of rights for union members
semi-stuctured interviews
broad questions and new questions that come about form discussions that take place
illegal subjects: collective bargaining
can't be discussed during negotiations and generally involve actions that fall outside realm of contract negotiations ex: hot cargo agreements
Corporate Restructuring
change in a firm's operations, legal code, or wonership to make it more compeititve by increasing productive potential and lowering costs ex: offshoring
strategy development
collecting information that is both internal and external to the company ex: SWOT
After conducting a survey, what should HR do?
communicate with employee after requesting their participation in a survey let them know they are important to process and that their feedback is vital to ensuring that proper programs are implemented
paired comparison
comparing each job to every other job
point factor method
compesnable factors to evaluate the relative worth of the job each job gets a total value to be compared to everyone else most commonly used
job description
detailed breakdown of specific tasks, skills, and knowledge required for a position most important features of a job
job specification
detailed description of specific qualifications, experience, or education needed to perform the tasks what is necessary ofr satisifactory performance
Job competencies
detailed list of broad skills or traits needed for a position align with key business objectives
training needs assessment
determine whether a training program will be an adequate solution to correct a performance issue training program needed when poor performance is due to employee's lack of knowledge
how to evaluate total reward package
determined by taking value an employee adds to organization and comparing it to amount that is spent to retain that employee ex: analyze relevant performace metrics
security plan training
emergency communication systems alarm locations, secure rooms, and security guard locations employee badges and facility security protocols
Indirect Compensation
employee benefits provided as a form of compensation ex: healthcare coverage, retirement, PTO, short-term and long-term disability
learner analysis
employees' performance issues are occuring due to lack of knowledge or lack of motivation identifies which employees need training and determines their readiness for training
expressed contract
employer's written or oral words and is a formal agreement that outlines details of employment engagement Used for: executive, senior management, techinal, and highly specialized employees
Broadbanding
employers decide to combine multiple pay levels into one easier to administer, create flatter org structure eliminates green and red circle rates
taft-hartley act
employers have the right to NLRB and allows protections to them unions are prohibited from: forcing employees to join, to bargain in good faith, carry out certain strikes, charge excessive fees provides cooling-off period in negoitation
enhance organization as emploer of choice
enhance organizations social media presence
organizational analysis
ensure that company is on baord with training initiative and will be supportive training is aligned with overall business strategy
Strategy Evaluation
evaluating success of the implemented strategy while continuing to monitor it and make any necessary tweaks FEEDBACK AND CORRECTIVE ACTIONS
compa-ratio
find the mid-point in the salary range pay level of employee/mid-point salary range
disenegaged and unethusiastic process about performance evulation
focus on future goals and professional development
hardship withdrawls
funds distributed from an individual's elective deferral account in case of an immediate and heavy financial need limited to amount required to fulfill financial need and is taxed to participant reduces employee's account balance permanently
Job classification
grouping jobs into a predetermined number of grades each has their own class descriotion to use for job comparsions
medicare part C
have part A & B hospital and medical coverage and dental provide substanial cost savings for individuals who are eligible to enroll in them once a year
medicare part A
hospital insurance mandatory
strategy formulation
identifying where a company currently is and defining where it wants to be in the future and how it can arrive there learning how to communicate
example of downsizing
implementing a hiring freeze
strategy implementation
implementing a plan for the strategy that is chosen motivating employees by developing action plans to achieve objectives
unstructured interview
improvise and ask appliciants questions that were not prepared prior to start of interview hwo well appliciants acts on their feet
Best guideline for employee handbook
include a disclaimer that states handbook is not intended to be any type of contractual agreement between company and employee guartnee that employment-at-will remains in effect
job enrichment
increasing a job's depth by adding new responsibilities to an existing job title
characterstics of an inadequate salary survey
inflexible design don't address controversial issues may not reflect comparable industries
organizational branding
intent is letting customers know when they walk into a store establish a distinctive image for consuemrs to automatically recognize allows entities to create a perception of values and ethics for which it stands
When receiving complaints what is the first step to do
investigate complaints received and do whatever is necessary to resolve issues
when is the first time an employee should encounter company's policies and standards?
job posting, share the company's mission attract candidates with similar values to apply
job ranking
job to job comparison by developing a hierarchy of jobs from the lowest to the highest based on importance to org used for small organizations
structured interview
list of specific job-related questions prepared prior to start of interview same questions are asked to all appliciants
applicant tracking system
make selection process more efective electronically process a company's recruitment needs sort thorugh resumes that are submitted to find candidates who are best possible fit for a specific position
non-discretionary benefits
mandated to provide based on certain statues ex: social security
medicare part B
medical insurance (ex: physicans' service) optional
WARN Act
min 60 days' notice be given in advance of plant closing and mass layoffs 100 or more full-time employees or total number hours being worked is greater than 4,000 plant closing - temp or permanent shutdown of an entire site or on or more faciliates during any 30 day period of 50 or more full time employees mass layoff - reduction in force during any 30 day period that results in an employment loss as same amount
Rule
more specific to situation used to regulate and/or restrict an individual's behavior
mandatory subjects: collective bargaining
must be discussed during negotiations involve basics of employees' working conditions and terms, hours, benefits, pay, and worker safety concerns
hardship withdrawls requirement
must not exceed amount of financial need must have taken advantage of all other distributions available to them as well as notaxable plans must not permitted to make elective defferals to their retirement plan for 6 months minimum after HW
How to calcuate turnover
number of separations per year/ average number of individuals employed per month * 100
organizational socialization
onboarding process for new hires to learn about knowledge, skills, and behaviors needed to be valued and productive members of team and organization
how long are employment records required to be kept
one year after their creation or following the hire decision federal contractors must keep them for 3 years drug test are kept for 5 years for the department of transportation
Non-directive interview
open-ended questions that are developed from appliciants previous questions most subjective
needs analysis
organization gathers information about the princiapl needs and requests of its members studies the expectations and requirements of subjects who are affected by workplace programs
employer brand
orhanization's mission, values, vision, culture, and work environment
defined benefit plan
pension plan that guarantees a specified level of retirement income employer bears the burden of finacial risk create higher rewards for longer-tenured employees ex: cash balance plans
common situs picketing
picket at a location used by targeted employer as well as other organizations make clear which employer is being protested so that other organizations are not adversely affected
informational picketing
picket to announce to public that they are not represented by any one authority and thus plan to organize
organizational picketing
picket to convince employees to join or support their union
consumer picketing
picket to discourage public from doing business with employer in question
Recognitional picketing
picket to encourage employer to recognizr their union as employees' representative
corporate governance
policies and institutional code that a firm establishes to fulfill its role as a for-profit entity and an intergral stakeholder in the community public policy also adds to this valuable tool for cultivating a firm's self-image
Portal-to-Portal Act
preliminary and postliminary tasks for employees requires employers to pay employees who are covere dunder FLSA for time spent traveling to perform job-related tasks paid for hours spent in job-related training that is outside of their normal workday
medicare part d
prescription drug coverage optional have part A & B
How HR should update its policies to better address issues of workplace misconduct?
prioritizing diversity when hiring new HR employees ensuring that HR follows same DEI hiring standards as the rest of the organization sets the stage for building rapport
pro and con of using large job boards
pro: reach many applicants con: expensive in terms of price-per-click relative to click-to-hire
milestones
progressive periods by which certain business activities are expected to be completed ex: fiscal periods
civil rights act of 1964
prohibits discrimination against sex and race
enagge management and supervisory
provide training to management
Bona Fide Occupational Qualification (BFOQ)
qualification that has been determined to be jutisifed by a business purpose reflect what experience would be needed to do the job being recrutied for
Factor comparison method
ranking of each job by each selected compensable factor and then identify dollar values for each level of ech factor to develop a pay rate use this method when wages aren't changing frequently
360-degree feedback
receive anonymous feedback from their managers, peers, direct reports, and customers
total remuneration survey
report of market data on compensation and benefits plans helps HR design ottal rewards plans for organization that are competitive
If EEOC finds no probable cause and dismiss the case, what is the next step for the employee
request a right-to-sue letter and sue employer in court of law
drawbacks of using new technology
requires some time for users to learn how to operate and optimize system's functionality
When a new job requirements are needed, what should HR do
research and design meaningful job descriptions fo rdesired new roles look at similar jobs in other organizations to determine what to include in scope of job description
Standard initiatives for HR professionals
review, update, and implement a robust and flexible recruitment process establish a new exit interview process with specific questions based on employee's tenure conduct an annual salary survey to ensure salaries are aligned with industry
external recruiting
seeks individuals from outside the organization for employment and emphasizes the advantages of employment with organization adds to workforce diversity (demographics, backgrounds, and personalities)
Equal Pay Act: areas that are required to be equal when establishing if jobs are equivalent
skill working conditions effort responsibility
who should be a speaker for anything change
someone from C-suite if employee sense that rules about workplace hold for their execs, they will follow
task analysis
specific tasks employees must complete to successfully perform their jobs define what good performance looks like
glass ceiling
study how business filled management positions and whether there were significant barriers to protected groups that were preventing them from reaching those positions
Job Analysis
systematically gathering and analyzing information about context of jobs within an organization methods: observations, interviews, and highly structured questionnaires
voluntary subejcts: collective bargaining
topics that parties are permitted to discuss but may choose not to
Wagner Act
unfair labor practices
long-term disability
when an employee is still unable to return to work after being out on short-term disability pays an employee a percentage of their salary until they can return to work for number of years listed in company's policy