exam 4 z440

  1. 432 2. what are the three types of justice
    • Procedural- the fairness of the process
    • Distributive- the fairness and justice of a decision's results
    • Retributive- people should be treat the same they treat others
  2. 436 3. how do manager create organizational culture
    • Clarifying expectations-
    • Using signs and symbols-
    • Providing physical support-
  3. 310 5.termination at will
    • in the absence of a contract, either the employer or the employee can terminate at will the employment relationship
    • statutory exceptions-
    • common law-
    • public policy
  4. 441 6. how to create a discipline procedure
    • rules and regulations-
    • penalties-
    • appeals process-
  5. 440 7.electronic communication privacy act (ECPA)
    • intended in part to restrict interception and monitoring of oral and wire communication, (infringe on your privacy) but with two exceptions
    • -employer who can show a legitimate reason
    • -employer who have employees' consent to do so
  6. what are three alternatives to layoff employees
    • reduce your work week-
    • extend time off-
    • challenge employees to save money-
  7. The Worker Adjustment and Retraining Notification Act (WARN)
    WARN offers protection to workers, their families and communities by requiring employers to provide notice 60 days in advance of covered plant closings and covered mass layoffs. This notice must be provided to either affected workers or their representatives (e.g., a labor union); to the State dislocated worker unit; and to the appropriate unit of local government.
  8. 459 11.different types of union security
    • closed shop-(is illegal) a form of union security in which the company can only hire union members
    • union shop- the company can hire nonunion members but they must join the union after a prescribed period of time and pay dues 
    • agency shop- employees who do not belong to the union must still pay union dues on the assumption that union efforts benefit all workers
    • preferential shop- union members get preference in hiring, but the employer can still hire nonunion members
    • right to work- banning the requirement of union membership as a condition of employment
    • maintenance of membership- you must keep paying union until contract is up
  9. 460 13. Norris-LaGuardia Act and Taft-Harley act
    • this law marked the beginning of the era of strong encouragement of unions and guaranteed to each employee the right to bargain collectively "free from interference, restraint, or coercion"
    • this law prohibities unfair union labor practices and enumerated the rights of employees as union members. It also enumerated the rights of employers (it constrains unions some what)
  10. 473 14. third party involvement types
    • mediation- intervention in which a neutral third party tries to assist the principals in reaching agreement
    • fact finder- a neutral party who studies the issues in a dispute and makes a public recommendation for a reasonable settlement
    • arbitration- the most definitive type of third-party intervention, in which the arbitrator usually has the power to determine and dictate the settlement terms
  11. 470 15. collective bargaining and terms
    • this means that both management and labor are required by law to negotiate wage, hours, and terms and conditions of employment "in good faith"
    • voluntary (permissible) bargaining items- items in collective bargaining over which is neither illegal nor mandatory- neither party can be compelled against its wishes to negotiate over those items
    • illegal bargaining items- items in collective bargaining that are forbidden by law
    • Mandatory- you have to talk about pay,wages hours
  12. 473 16. different types of strikes
    • strike- a withdrawal of labor
    • economic strike- A strike that results from a failure to agree on the terms of a contract that involves wages, benefits, and other employment conditions
    • unfair labor practice strike- a strike aimed at protesting illegal conduct by the employer
    • wildcat strike- a unauthorized strike occurring during the term of a contract
    • sympathy strike- a strike that takes place when one union strikes in support of the strike of another
  13. how OSHA determines who gets inspected
    • Imminent danger- top priority
    • Catastrophes and fatal accidents- employer must report accident to OSHA within 8 hours
    • Complaints and referrals- employee have the right to request OSHA inspection
    • Programmed inspections- inspections aimed at high hazard industries
    • Follow up inspection- make sure employer has corrected violations
  14. 560 26. how are small business HR management is different
    • size-federal and state might not apply until threshold
    • priorities-no a big priority in small companies
    • informality- policy and procedures are loose
    • entrepreneur- they are the vision of the organization
  15. what shapes ethical behaviors
    • managers (lead by example)
    • culture
    • individual values/morals
    • policies/practices
    • Org. factors
  16. HR foster ethics and fair treatment through
    • selection-interviews, background checks
    • training- make sure they understand
    • performance appraisals- give feedback
    • rewards- you can give incentivizes
  17. what are characteristics associated with violence on the job ?
    • change in employee behavior
    • layoffs/ downsizing
    • didn't get the promotion
  18. national labor relations (wagner)
    banned unfair labor practices
  19. 12. union organizing process 5 steps
    • 1. initial contact
    • 2. Obtaining authorization cards - 30% of eligible employees must sign union can call for election
    • 3.hold a hearing- consent election, stipulated election
    • 4. the campaign- both sides present their platforms
    • 5. the election- held within 30 to 60 day (only need majority of votes cast the election)
  20. OSHA
    make sure organization are maintaining a safe environment. 11 or more people you must record-keep with OSHA
  21. 19. causes of accidents different types
    • 1. chance (you cant do anything about it OSHA not going to do anything most likely)
    • 2. Unsafe Acts (make sure employee are trained properly)
    • 3. Unsafe conditions (if equipment isn't maintained)
  22. reducing violence at work
    • security measures
    • employee screening
    • training
    • natural security- take advantages of environment
    • Mechanical-
  23. biggest HR risk in small companies
    • 1. rudimentary HR practices
    • 2. lack of specialized HR experts
    • 3. might not be complying with laws/regulations
  24. selection test for small business
    • wonderlic
    • make your own test
    • you can buy different test
  25. firststep law advisory
    if you have legal question this is a good place to go, doesn't cost as much.
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exam 4 z440