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| payments such as base pay, variable comp, and pay for performance |
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| a union representation election that occurs after an NLRB pre-election hearing has resolved issues about jurisdiction, the bargaining unit, voter eligibility and the time and place of the election. |
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| discretionary contributions |
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Definition
| also known as profit-sharing programs, discretionary contributions allow employers to contribute deferred compensation based on a percentage of company earnings each year. |
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| occurs when an employment practice that appears to be fair unintentionally discriminates against members of a protected class. |
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| common law doctrine requiring an employee to act with reasonable care and skill in the course of performing work for the employer. |
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| a common law doctrine requiring employees to act in the best interest of the employer and not solicit work away from the employer to benefit themselves. |
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| common law doctrine requiring employees to act within the authority granted by the employer and to follow the employers reasonable and legal policies, procedures, and rules. |
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| time spent by nonexempt employees when the ER has asked them to wait for an assignment. FLSA defines this time as compensable even if the EE is not working. |
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| actuary in charge of analyzing insurance and annuity premiums who has been licensed jointly by the Dept of Treasury and the Dept of Labor to provide these services for US pension plans. |
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| FLSA coverage category requiring businesses employing at least two employees with at least 500k in annual sales or employers who are hospitals schools or givt agencies to comply with its requirements. |
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| approach to compensation based on rewarding employee longevity. This philosophy can foster a culture in which employees expect certain benefits and treatment. |
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| environmental health hazards |
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| hazards that come in many forms including physical such as noise, chemicals or biological hazards |
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| process used to collect information about an organization, industry, marketplace, ante technology for use in the strategic planning process. There are 2 elements to the scanning process - internal assessment and external assessment. |
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| Federal agency responsible for enforcement of Title 7 of the Civil rights act of 1964 |
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| (Adams) People are constantly measureing what they put into work against what they get from work. |
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| "(Alderfer) Theory of motivation; identifies three levels of needs: existence, relatedness, and growth" |
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| type of performance appraisal in which the appraiser writes a short description of an employee's performance during the year |
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| EEO-1 report required for locations with 50 or more employees |
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| list contianing the names and addresses of all ees in a bargaining unit desginated by the NLRB that must be provided bye the ER to the union within 7 days of the consent to or direction of an election |
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| method of reporting time worked in which only deviations from the regular work schedule ar recorded such as pto |
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| "presidential proclamations which, when published in the federal resiters, become law after 30 days" |
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| (Vroom) Theory of motivation maintains that people are motivated by the expectation of the reward they will receive when they succeed and that each individual calculates the level of effort required to receive a particular reward to determine if the reward is worth the effort that is required to attain it |
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Definition
| insurance providers sometimes calculate future premiums based on costs incurred by a group durin ghe current coverage period |
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Term
| experiential training methods |
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Definition
| "real time training with demonstrations, one-on-one training, or performance based training to provide experience" |
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Definition
| verbal or written agreement |
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| form of nonmonetary compensation in which esteem is achieved from others such as fulfillment from working with a talented team of peers |
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| absolves Ers from responsibility for worker injuries if a coworker's actions caused the injury |
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| "person, corporation, or legal entity that holds property or assets on behalf of or in trust for a pension fund" |
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| A narrative method of performance appraisal conducted by someone other than the supervisor |
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Definition
| "a comparison method of performance appraisal that requires managers to rank ees according to the bell curve, with the majority of ees receiving average ratings and fewer receiving either high or low ratings" |
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Definition
| an organizational or group incentive plan in which ees and mgrs come together for the common purpose of improving the org's productivity and sharing the benefits of the success |
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Term
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Definition
| 3rd step of a needs assessment in which the current situation is compared to the objective. Goal is to close the gap between where we are now and where we want to be |
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Term
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Definition
| "controls the input or output of a situation or activity. IE, doctor is the gatekeeper of determining the pt's need to see a specialist" |
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Term
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Definition
| "OSHA's general duty stndard requires employers to provide jobs and a workplace environment that are free from recognized safety and health hazards that could potentially cause death or serious physical harm. This standard also requires employers to comly with all OSHA rules, regulations and standards. " |
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Definition
| staffing strategy that places the best qualified person into a position regardless of the country of origin |
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| form of compensation designed to ensure that ee pay is competitive within local labor markets |
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| term to describe the liitations faced by women and minorities when it comes to advancing into the senior ranks of corporate management |
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Definition
| "aka graduated or gradual vesting; delayed vesting schedule that provides for partial vesting each year for a specified number of years. Graded vesting schedul in a qualified plan must allow for at least 20 % besting after 3 years and 20% per year after that, with participatns achieving full vesting after 7 years of service." |
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Term
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Definition
| salaries that are below the minimum of the salary range |
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Term
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Definition
| "benefits or bonuses shared by all ees within the organization / department, put in to place to increase productivity and teamwork. Gainsharing, improshare, scanlon plan, profit sharing, and ESOPs" |
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Term
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Definition
| the interviewer relies on intuition to determine whether or not a candidate will be a good or bad fit for the position |
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Term
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Definition
| interviewer bases a positive assessment based on a single characteristic and allows it to overshadow negatives |
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Term
| harshness bias / horn effect |
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Definition
| "interviewer rates a candidate negatively based on a single characteristic, allowing it to overshadow other positives. " |
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Definition
| "(Hay) classifcation system for job evaluation that utilizees a complex point factor method; knowledge, problem solving, and accountability." |
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Term
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Definition
| addt'l pay provided for dangers and / or extemely uncomfortable workign conditions |
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Term
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Definition
| EEO-1 report required for the principal office of an organization |
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Term
| health purchasing alliances |
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Definition
| an allegiance that small employers make with other employers in a geographic area to take advantage of economies of scale. HPA will negotiate and contract for benefit plans on behalf of all members of the group. |
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Term
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Definition
| Rely on non-verbal cues and relationship to discern meaning |
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Term
| high involvement organizations |
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Definition
| "HIO involves ees in designing their own work processes, taking actions necessary to complete their work,and being accountable for the results. Jobs in these organizations are broadly defined within self-directed work teams. These organizations are characterized as flat hierarchies in which continuous feedback is provided and information flows between and among work teams. " |
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Term
| Highly compensated employee (HCE) |
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Definition
| "401k plan participant who earned $90k or more, owns 5% of the company, and is one of the top 20% paid ees." |
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Term
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Definition
| "individual is subjected to unwelcome verbal or physical conduct when submission to or rejection of this conduct explicityly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. " |
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Definition
| when a union asks an employer to stop doing business with another employer to put pressure on the 2nd employer to recognize the union |
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| vesting that occurs 100% or fully as soon as ees meet the eligibility requirements of the vesting plan |
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| a contract that can be created by an er's conduct and need not be specifically stated or written |
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Term
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Definition
| "developed in the 1970s by Mitchell Fein, Improshare plans are group incentive plans that establish a baselin of productivity and reward ees with 50% of any gains made over the base" |
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Definition
| indirect compensation paid on behalf of ees |
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| incentive stock options (ISO) |
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| stock options that can be offered only to ee's |
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| "compensation not associated with wages; ie, fringe benefits and gov't mandated benefit programs" |
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| form of principled bargaining in which the parties look at all the issues on the table and make mutually agreeable tradeoffs among those issues |
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