Human Resource Management Test #2
DAVIS-BACON ACT:
The Davis Bacon Act covers workers employed on public works projects worth more than 2,000. The law requires employees to pay overtime rate of 1 1/2 times this rate.
WALSH HEALY ACT:
This law covers workers employed on government contracts in excess of $10,000. The Walsh Healy Act requires employers to pay the prevailing rates for the area, often taken to mean the union rate for jobs in question. The act requires covered employers to pay overtime of 1 1/2 times the regular rate for all work performed in excess of eight hours in one day or forty hours in one week, depending on which payment method provides the larger premium.
INTERNAL RECRUITMENT
Advantages to internal recruitment are it costs less, know them/us, good motivation, faster, and individual goals. Disadvantages are small group to choose from, conflict, no new ideas from new people "group think", and promote for wrong reasons.
Criterion Deficiency
Does not capture the full range of the job.
FAIR LABOR STANDARDS ACT
Federal law establishes a minimum wage of $7.25. Employers must pay overtime at the rate of 11/2 times OT of forty hours in a given week. Training wage for first 90 days to unskilled workers. The FLSA does not require employers to pay severance pay, sick, leave, vacations, or holidays. Child labor under age of 18 cannot work hazardous Ind. including mining, lumber, meat packing. Exception in a family owned business. Exempt from overtime are professional, executive, administrator, outside sales, computer sales. Equal Pay men + women same job
POLYGRAPH PROTECTION ACT
Must be telling the truth on application must be able to back up on documentation. Polygraph Protection Act of 1988 prohibits most private employers from using a lie detector for prehire screening and random testing. prohibits employers from using hiring, promotion, termination, etc. Exceptions government jobs, local gov, federal, state, national security, private security, pharmacuetical. Significant lose money => theft. Also in order to be able to use a polygraph test you must need a written consent from applicant, written certificate, and purpose.
Criterion Contamination
Outside forces out of our control effect on job performance
APPRAISAL LEGAL GUIDELINES
Two reasons for appraisals are administrative promotion, demote, and terminate. Also employer can see where there're at and how to move on. 2. Fail? Must be accurate (tell truth) Must be fair Employee should be involved 3. Standards, Do they have strategic relevance (reflections on company) Criterion deficiency - do not capture the full range of job. Criterion Contamination- outside forces out of our control effect on job performance. Reliability of appraisal - consistent standard that is quantifiable(measured). Example Portland City Bus Driver Punctuality at stops (average/routes the same) # of complaints # of accidents (where they're at fault) checklist Do they get to the stops on time and are they ever late to school and if so how many times. 4. Complying with the law Performance ratings must be job related (job description must be written down as well) B. Employees should have copied of standards. C. Employee performances should be observable. D. Supervisors should be trained on how to do appraisal. E. Openly discuss the appraisal. F. Appeal process (if you don't (like appraisal) 5. Who Should do Appraisal Self (Employee) Direct supervisor Subordinate (fellow employee) Customer ( teacher evaluation) Peer Evaluation ( sitting in on a class by one professor observing another) 6. Training Supervisors Bias: (should women be in the work place) Leniency Error: Don't want to hurt anyones feelings Strictness Error: very rare that they give good evaluations Central Tendency Error: marking everyone the same. Recency Error: "what have done for me lately). Construct Error: Comparing one employee to another instead of the standard. Similar to Mr. Reucher connecting with someone with similar interests.