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#32: Ch 12 Employee retirement Income security Act (erisa ) is the federal legislation passed in 1974 to protect employees retirement benefits from the potential mismanagement by retirement plan administrators. #39: Ch 15 Distributive bargaining is bargaining that focuses on convincing the other party that the cost of disagreeing with the proposed terms would be very high. #31: Ch 10 In a classification system, job descriptions are sorted into grades without using a point system as in the federal civil service job classification system. #21: Ch 13 Union grievance procedure is a formal appeals procedure used by all employees working under a union contract that entails multiple steps leading to a final and binding decision made by a neutral decision maker called an arbitrator. #30: Ch 7 One of the most prominent rater errors occur when the tendency is to rate similarly across dimensions is called halo error. #42: Ch 12 pay-for-time not worked can be holiday pay, sick pay, and vacation pay. #11: Ch 10 Under the job system, the job becomes the unit of analysis for determining base compensation, not the individuals performing that job.
#20: Ch pour 14 In positive discipline, discipline procedure starts with an initial counseling session, follow-up session, final warning, and discharge. #1: Ch 12 Benefits that are required by law to provide to all employees are called Medical Benefits Direct Benefits Indirect Benefits Statutory benefits #2: Ch 12 All of the following are statutory benefits except Social Security Unemployment Insurance medical Insurance workers Compensation #3:. #41: Ch 7 The most significant court test of discrimination in performance appraisal is Brito. #23: Ch 11 A psychological contract is a set of expectations based on prior experience, and it is very resistant to change as it deals with equity and expectancy. #1: Condyline podofilox cream Condyline is a doctor-recommended topical solution widely used for hpv genital warts treatment, with prescription required.
#15: Ch 10 a wage and Salary Program is one of the fundamental tools in the management of total compensation. #36: Ch 10 Benchmark or key jobs, a job that is similar or comparable in content across firms. #42: Ch 7 peer review is a performance appraisal system is which workers at the same mare level of the organization rate one another. #31: Ch 15 The three phases of labor relations process are union organizing, collective bargaining, and contract administration. #2: Ch 14 Statutory rights are protection provided by laws (e.g., civil Rights Act, osha, etc.) #3: Ch 14 Contractual rights protections and privileges negotiated for, and provided by, a legal and binding contract (e.g., union contract, employment contract, etc.) #4: Ch 14 Right. #36: Ch 7 Comparability refers to the degree to which the performance ratings given by supervisors in an organization are similar. #14: Ch 17 Ethnocentric approach is an approach to managing international operations in which top management and other key positions are filled by people from the home country.
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#14: Ch 15 Right-to-work law is a state law that makes it illegal within that state for a union to include a union shop clause in its contract. # # nppc is the global voice for the. #39: Ch 10 The practice of replacing narrowly defined job descriptions with broader categories (bands) of related jobs is known as job banding. #42: Ch 10 Non-exempt employees are those that have to be paid overtime under the flsa. #33: Ch 7 Restricting ratings to the middle points of the scale are called central tendency errors. #29: Ch 15 Some of the policies followed by those taking the union avoidance approach are job security policies (protect jobs of full-time workers promoting from within, profit-sharing and employee stock ownership plans, employee input, open-door policies and grievance procedures.
#40: Ch 7 Adverse Impact may occur in performance evaluation when members of one group are promoted at a higher rate than members of another group based on their appraisals. #10: Ch 10 Membership-contingent compensation provide the same or similar wage to every employee in a given job, as long as the employee achieves at least satisfactory performance for logging in a prescribed number of hours of work per week. #33: Ch 15 For union solicitation to be successful, at least 30 of the employees must sign an authorization card indicating they want to be represented by a union. #3: Ch 11 Of the individual-based plans commonly used, merit pay is by far the most popular and its use is almost universal and consists of an increase in base pay normally given once a year. #37: Ch 7 Frame of Reference Training is a type of training that presents supervisors with fictitious examples of worker performance, asks the supervisors to evaluate the workers in the examples, and then tells them what their ratings should have been. #3: Ch 17 In stage 1 of internationalism called domestic operations, the firms market is exclusively domestic. #14 Laser Therapy laser treatments work by destroying sebaceous glands to reduce oil production.
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#37: Ch 15 Bargaining power is one partys ability to get the other party to agree to its terms. #10 led treatments Blue light Therapy regular treatments required. #38: Ch 15 Bargaining power can be either distributive bargaining or integrative bargaining. #1: Ch 15 The presence of union representation adds a level of complexity to the fundamental relationship between management and employees across the full range of hrm process areasbut it doesnt change the underlying objective. #36: Ch 12 Pension plans are the traditional retirement benefit program design and were the preferred model for most large corporations in the. #43: Ch 15 Permissive bargaining topics may be discussed during collective bargaining if both parties agree to do so, but neither party is obligated to bargain on these topics such as provisions for union members to serve on companys board of directors or collect benefits. #21: Ch 10 The second step in the job evaluation process is having a written document that identifies, defines, and describes each job in terms of its duties, responsibilities, working conditions, and specifications called a job description. #43: Ch 10 Exempt employees are those that do not have to be paid overtime and are not covered under the flsa. #16: Ch 12 The benefits amount behandeling choice governs the percentage of the total compensation package that will be allocated to benefits compared to the other components of the package such as base salary and pay incentives.
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#17: Ch 13 Appeals Procedures are structured processes that allow an employee to zeezout voice disagreement over a management decision or action and to work with management toward resolution #18: Ch 13 The most informal appeals procedure is the open-door program where all employees have direct. #3: Ch 10 The perceived fairness in pay relative to what other employers are paying for the same type of labor is called external equity. #15: Ch 13 Employee feedback Program is a program designed to improve management-employee relations by giving employees a voice in decision making and policy formulation and making sure employees receive due process on any complaints they lodge against managers. #25: Ch 15 A labor relations strategy of union acceptance occurs when Management accepts union as legitimate working relationship is formed and is the focus of the process Collective bargaining is cooperative labor-management relationship is sustained #26: Ch 15 Types of Labor-Management relations are open. #10: Ch 11 gainsharing is a plantwide pay-for-performance plan in which a portion of the companys cost savings is returned to workers, usually in the form of a lump-sum bonus. #33: Ch 12 erisa has strict rules for retirement plans such as Eligibility guarantees participation by employees who are at least 21 years old and have 1 year of service vesting guarantee that accrued and earned benefits will actually be given to employees Funding describes. #14: Ch 10 Elitist pay system is a pay plan in which different compensation systems are established for employees or groups at different organizational levels. #12: Ch 9, career Resource center is a collection of career development materials such as workbooks, tapes, and texts. #42: Ch 15 Mandatory bargaining topics are wages, hours, and employment conditions.
#2: Ch 17 The higher the stage that firms progress through as they internationalize their operations, the more hr practices must be adapted to diverse cultural, economic, political, and legal environments. #43: Ch 12 Many organizations today are allocating a paid Time Off bank to employees that accumulates personal days, sick leave and vacation into one pool and gives employees the ability to use the time flexibly (with notification as needed. #18: Ch 11 Employee stock ownership plan (esop) is A low-cost retirement benefit for employees because stock contributions made by the company are nontaxable until the employee redeems the stock. #40: Ch 12 In a defined Contribution Plan, 401(k) is the predominant form of ranonkel dc plan and is used by for-profit employers (NFPs use a 403(b) plan) Company typically contributes in two ways matching employee contributions or making discretionary contributions at year-end from profits Employees. #34: Ch 10 Achieving External Equity for pay is through market surveys. #38: Ch 7 The goal of appraisal from a rational perspective is accuracy. #31: Ch 7 Restriction of range error occurs when a manager restricts all of his or her ratings to a small portion of the rating scale.
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