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list the 8 classes that are protected by employment laws:
- sex
- race
- color
- national origin
- religion
- age
- disability
- military status
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list the 5 classes that some state/local laws also recognize the following as protected characteristics as per the employment laws:
- parental status
- sexual orientation
- gender identity
- marital status
- arrest records
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the federal agency responsible for enforcing federal antidiscrimination laws in employment is called:
the equal employment opportunity commission (EEOC)
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the EEOCs uniform guidelines on employee selection procedures, have content specific to which 4 topics:
- job postings
- questions asked within interviews
- employee testing procedures
- other pertinent areas
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employment laws that allow for specific circumstances where large portions of the population are excluded from the hiring process is called:
bona fide occupational qualifications (BFOQ)
example: foreign language requirement
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list 6 federal labor laws that affect certified AT who recruit, hire, & eval employess:
- fair labor standards act '38
- equal pay act '63
- title VII of the civil rights act '64
- discrimination in employment act '67
- americans with disabilities act '90
- family & medical leave act '93
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sexual harassement is harassemnt that includes which 4 things:
- has sexual overtones
- includes unwelcome sexual advances
- requests for sexual favors
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a latin term for "this for that" is called:
quid pro quo
- employer/manager toward employee
- employment/pay/benefits are dependent on sexual favors
- employer follows through on threat
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employee is regularly exposed to offensive sexual environment, making work duties difficult is called:
a hostile work environment
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a hostile environment can be created through any offensive materials, not only sexually oriented materials, conduct must be: (3)
- repeated sexual (racial, religious) behavior that pervades the workplace
- offensive to a reasonable person
- offensive to the recipient
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a planned process that follows labor laws is called:
recruitment
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to ensure that everyone who has a say in the hiring decision is on the same page with respect to what the job entails is called:
position description
- the basis for key hiring criteria
- provides candidate a clear idea of what to expect if, indeed, you hire him/her
- reference tool during the evaluation process
- a benchmark for performance after you hire the candidate
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list 7 ways in which a "position description" improves position retention:
- position title
- department
- who this person reports to
- job responsibilities
- qualification required
- preferred professional attributes
- experience required
*provides a means to evaluate candidate based on position requirements
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list 2 things that can dictate what employment laws and regulatory issues need to follow:
- size of an institution
- demographics of employment
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employee classifications affect which 3 things:
- salary
- payroll tax
- benefits
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list 5 things that employment classifications include:
- full time
- regular part time
- per diem
- temporary
- contingent
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working a full week, eligible for full benefits, in which the company must withhold taxes is called:
full time
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working sub-40 hour week with regular schedule is called:
regular part time
- has set tasks
- set location for work
- benefits often the same as full time
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working when the company needs them to work is called:
per diem
- irregular work schedules
- typically no benefits
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working as contracted to orginization by outside party or are independent contractor is called:
temporary
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working for multiple agencies in a given year is called:
contingent
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list 6 sources you would look if on a job search:
- NATA career center
- list-serves
- school district Web pages/state athletic associations
- NCAA publications
- NATA district and state publications
- american college of sports medicine publications
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why is interviewing important:
employing the wrong person is far costlier than extensive & effective interviewing
- expensive & time consuming
- extremely important
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list messmers 4 tasks of the interview process:
- obtain 1st hand info about candidates background, work experience, skill level & confirm that information with candidates resume and or previous interviews
- get a general sense of the candidates overall intelligence, aptitude, enthusiam, & atttidues & how these qualitites
- better sense of the candidates basic personality traits & motivation for the job
- estimate candidates ability to assimmilate to the organizations enviroment
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the document in which provides information that will help decide b.w several candidates
application
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