HRCI APHR Certification Exam Study Guide: Key Concepts and Correct Answers, Exams of Advanced Education

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2024 HRCI APHR CERTIFICATION

EXAM WITH CORRECT ANSWERS

Injury and Illness Prevention Plan (IIPP) - CORRECT ANSWERS-Not mandated by OSHA. Some corporations have this plans in place. Modified Duty Assignment - CORRECT ANSWERS-employer can determine their own policy about their ability to have someone working with restrictions. Ergonomics - CORRECT ANSWERS-The study of workplace equipment design or how to arrange and design devices, machines, or workspace so that people and things interact safely and most efficiently. Professional Certification - CORRECT ANSWERS-based on work experience, education, and require re-certification Certificate Program - CORRECT ANSWERS-Does not require work experience, education, or re-certification Reduction in Force (RIF) - CORRECT ANSWERS-Termination of employment of individual employees and groups of employees for reasons other than performance, for example, economic necessity or restructuring; also known as downsizing. outplacement support - CORRECT ANSWERS-hiring consultant to work with separating employees in developing resumes, identifying targets for new employment. Downsizing - CORRECT ANSWERS-A planned reduction in the number of employees needed in a firm in order to reduce costs and make the business more efficient 40 plus - CORRECT ANSWERS-nonprofit organization helps managers and executives over 40 find new employment General Duty Clause - CORRECT ANSWERS-Statement in Occupational Safety and Health Act that requires employers subject to OSHA to provide employees with a safe and healthy work environment.

Bloodborne pathogens - CORRECT ANSWERS-Pathogenic microorganisms that are present in human blood and can cause disease in humans. These pathogens include, but are not limited to, hepatitis B virus and human immunodeficiency virus (HIV). Needlestick Safety and Prevention Act - CORRECT ANSWERS-Revision to Bloodborne Pathogens standard that requires employers to minimize employees' exposure to blood through sharps injuries. Risk Mitigation - CORRECT ANSWERS-a process whereby the organization takes concrete actions against risks, such as implementing controls and developing a disaster recovery plan The Clayton Act (1914) - CORRECT ANSWERS-prohibits mergers and acquisitions that would less competition, a single person cannot be a director of two or more competing corporations, and restricts use of injunctions against labor, and legalized peaceful strikes, picketing, and boycotts. The Consumer Credit Protection Act (1968) - CORRECT ANSWERS-Limits the amount of wages that can be garnished or withheld in any one week and prohibits employee dismissal because of garnishments. The Copeland "Anti-Kickback" Act (1934) - CORRECT ANSWERS-Precludes a federal contractor or subcontractor from inducing an employee to give up any part of their wages to the employers for the benefit of having a job. The Copyright Act (1976) - CORRECT ANSWERS-Protection of "original works" for authors so others may not print, duplicate, distribute, or sell their work. The Copyright Terms Extension (1998) - CORRECT ANSWERS-Further extended copyright protection to the duration of the author's life plus 70 years for general copyrights and to 95 years for works made for hire and works copyrighted before 1978. The Davis-Bacon Act (1931) - CORRECT ANSWERS-Requires contractors and subcontractors working on federal government construction projects ($2000+) to pay their employees "prevailing wages". Only applies to laborers and mechanics. Allows trainees and apprentices to be paid less. The Dodd-Frank Wall Street Reform and Consumer Protection Act (2010) - CORRECT ANSWERS-Regulates the financial markets and protects consumers. Includes a non-binding vote for stakeholders on executive compensation, golden parachutes, and return of executive compensation based on inaccurate financial statements.

The Economic Growth and Tax Relief Reconciliation Act (EGTRRA) (2001) - CORRECT ANSWERS-Adjust pension vesting schedules, increasing retirement plan limits, permitting pretax catch-up contributions by participants older than 50. The Electronic Communications Privacy Act (ECPA) (1986) - CORRECT ANSWERS-Provides rules for access, use, disclosure, interpretation, and privacy protections of electronic communications, and they provide the possibility of both civil and criminal penalties for violations. Ex: monitoring employee emails, messages, recording calls, and cameras in the workplace. The employer needs to give proper notice. Employee Polygraph Protection Act (1988) - CORRECT ANSWERS-Federal law that prohibits the use or suggestion of lie detector tests in most employment situations The Employee Retirement Income Security Act (ERISA) (1974) - CORRECT ANSWERS-sets minimum standards for most voluntarily established retirement and health plans in private industry to provide protection for individuals in these plans. The Equal Pay Act (1963) - CORRECT ANSWERS-An amendment to the Fair Labor Standards Act, this act requires equal pay for men and women doing equal work. The FAA Modernization and Reform Act (2012) - CORRECT ANSWERS-Includes measures that amend the Railway Labor Act to change union certification election processes in the railroad and airline industries and impose greater oversight of the regulatory activities of the National Mediation Board. Requires a Government Accountability Office (GAO) review and audit of NMB operations every 2 years. The Fair and Accurate Credit Transactions Act (FACT) (2003) - CORRECT ANSWERS-Amendments to the Fair Credit Reporting Act to provide financial privacy of employees and job applicants. Requirements in third part investigations of employee misconduct charges. The Fair Credit Reporting Act (FCRA) (1970) - CORRECT ANSWERS-This law protects consumers against inaccurate credit reporting and requires lenders and creditors to correct errors. It permits consumer credit reporting agencies to issue credit reports to users only for specified purposes and only under certain circumstances, requires creditors to inform the consumer if credit has been denied because of information on the consumer's credit report (and also gives consumers the right to the source of such information), and provides the consumer with mechanisms by which to request a copy of his or her credit report and to challenge information contained therein.

The Fair Labor Standards Act (FLSA) (1938) - CORRECT ANSWERS-This federal law covers employers engaged in interstate commerce, regulates child labor, maximum hours, and minimum wages. The law, among other things, specifically prohibits children under the age of 14 from most types of work, making exceptions for, e.g., lawn care, newspaper delivery, and entertainment, and restricts the employment of children between the ages of 15-18 in various ways. It also requires employers to pay employees who agree to work more than 40 hours per week no less than one and a half (1½) times their regular pay for all hours over 40. FLSA: Record Keeping - CORRECT ANSWERS-• Personal information

• Hour & day work week begins
• Total hours worked per work day & per work week
• Regular hourly pay rate for any week involving overtime
• Total overtime pay for work week
• Deductions from or addition to wages
• Total wages paid each pay period
• Date of payment and pay period covered Child Labor Provisions - CORRECT ANSWERS-Limits hours of work for minors under 16 and lists hazardous occupations too dangerous for them Foreign Corrupt Practices Act (FCPA) (1997) - CORRECT ANSWERS-Prohibits American companies from making corrupt payments to foreign officials for the purpose of obtaining or keeping business. The Health Insurance Portability and Accountability Act (HIPAA) (1996) - CORRECT ANSWERS-Ensures that individuals who leave/lose their jobs can obtain health coverage even if they or someone in their family has a serious illness, injury, or pregnant. It allows people to change jobs without loss of coverage. The Immigration and Nationality Act (INA) (1952) - CORRECT ANSWERS- Fundamental body of US immigration law. Provisions apply to all employers. Addresses employment eligibility and employment verification; defines the conditions for the temporary and permanent employment of aliens in the US Immigration Reform and Control Act of 1986 - CORRECT ANSWERS-Federal law requiring employers to verify and maintain records on applicants' legal rights to work in the United States The IRS Intermediate Sanctions (2002) - CORRECT ANSWERS-Provides guidelines regarding the determination of reasonable compensation for executives of nonprofit organizations; allows the IRS to impose penalties

when it determines that top officials have received excessive compensation from their organizations The Labor Management Relations Act (LMRA) - CORRECT ANSWERS-Act that provides balance of power between union and management by designating certain union activities as unfair labor practices; also known as Taft-Hartley Act. The Labor Management Reporting and Disclosure Act - CORRECT ANSWERS-A federal law enacted in 1959 that established a system of reporting and checks intended to uncover and prevent fraud and corruption among union officials by regulating internal operating procedures and union matters. Also known as Landrum-Griffin Act. The Mine Safety and Health Act (1977) - CORRECT ANSWERS-Established mandatory mine safety and health standards and created MSHA, brought all coal, metal, and non metal operations together. National Industrial Recovery Act - CORRECT ANSWERS-A New Deal legislation that focused on the employment of the unemployed and the regulation of unfair business ethics. The NIRA pumped cash into the economy to stimulate the job market and created codes that businesses were to follow to maintain the ideal of fair competition and created the NRA. National Labor Relations Act - CORRECT ANSWERS-A 1935 law, also known as the Wagner Act, that guarantees workers the right of collective bargaining sets down rules to protect unions and organizers, and created the National Labor Relations Board to regulate labor-managment relations. Needlestick Safety and Prevention Act - CORRECT ANSWERS-A law enacted in 2000 requiring employers to identify, evaluate, and introduce safer medical devices to avoid needlesticks Norris-LaGuardia Act - CORRECT ANSWERS-Act that guarantees workers' right to organize and restricts issuance of court injunctions against nonviolent union activity such as strikes, picketing, and boycotts. The Occupational Safety and Health Act (OSHA) - CORRECT ANSWERS- Created to protect worker and health. Its main aim was to ensure that employers provide their workers with an environment free from dangers to their safety and health, such as exposure to toxic chemicals, excessive noise levels, mechanical dangers, heat or cold stress, or unsanitary conditions. The Omnibus Budget Reconciliation Act (OBRA) - CORRECT ANSWERS- Reduces compensation limits in qualified retirement programs and triggers increased activity in non-qualified retirement programs.

The Pension Protection Act (PPA) (2006) - CORRECT ANSWERS-Changes the laws that affect defined benefit and contribution plans, individual retirement accounts, and other issues related to retirement planning. The Personal Responsibility and Work Opportunity Reconciliation Act (1996) - CORRECT ANSWERS-Requires states to establish/maintain a new hire reporting system designed to enhance enforcement of child support payments. Requires Welfare recipients to begin working after 2 years of receiving benefits. The Portal-to-Portal Act (1947) - CORRECT ANSWERS-Law defines "hours worked" and establishes rules about payment of wages to employees who travel before/after and their scheduled work shift. The act provides that minimum wage and overtime are not required for traveling to and from the actual place of performance of the principal activity. The Railway Labor Act (1926) - CORRECT ANSWERS-provide a peaceful way for railroads and their employees to resolve their disputes; also applies to common carrier rail service and commercial airline employees The Rehabilitation Act (1926) - CORRECT ANSWERS-created support for the states to create vocational rehabilitation programs and provides protection against disabled employees. The Retirement Equity Act (REA) (1984) - CORRECT ANSWERS-Provides certain legal protections for spousal beneficiaries of qualified retirement programs The Revenue Act (1978) - CORRECT ANSWERS-Adds two important sections to the Tax Code relevant to employee benefits: Sections 125, Cafeteria Benefit Plans and 401(k) The Sarbanes-Oxley Act (SOX) (2002) - CORRECT ANSWERS-A federal statute that establishes rules to improve corporate governance, prevent fraud, and add transparency to corporate operations. The Securities and Exchange Act (1965) - CORRECT ANSWERS-Law provides for governance in the "secondary market" which is all trading after initial public offering The Service Contract Act (1965) - CORRECT ANSWERS-Required government contractors to pay prevailing wages and benefits The Sherman Anti-Trust Act (1890) - CORRECT ANSWERS-first federal action against monopolies; the law gave government power to regulate

combinations "in restraint of trade." Until the early 1900s, however, this power was used more often against labor unions than against trusts. The Small Business Job Protection Act (1996) - CORRECT ANSWERS- Redefined highly compensated individuals; detailed minimum participation requirements; simplified 401(k) tests; corrected qualified plan and disclosure requirements The Social Security Act (1935) - CORRECT ANSWERS-Provided old-age pension (retirement), and a program of unemployment insurance (temporary aid to help people who lose jobs to find a new job), and federal welfare program (aid for very poor). Most famous and important legacy of New Deal. Has resulted (along with Medicare) with drastic reduction in poverty among elderly in the US The Tax Reform Act (1986) - CORRECT ANSWERS-restricted the federal income tax exemption of interest for municipal bonds to public purpose bonds, which are bonds issued to finance projects that benefit citizens in general rather than particular private interests The Taxpayer Relief Act (1997) - CORRECT ANSWERS-Created a new savings programs called Roth IRAs and Education IRAs. Many individuals were able to achieve a better tax position through these tools. The Trademark Act (1946) - CORRECT ANSWERS-Created federal protection for trademarks and service marks. The Unemployment Compensation Amendments (UCA) (1992) - CORRECT ANSWERS-Established 20 percent as the amount to be withheld from payment of employee savings accounts when leaving an employer and not placing the funds (rolling over) into another tax-approved IRA or 401K. The Uniformed Services Employment and Reemployment Right Act (USERRA) (1994) - CORRECT ANSWERS-Protects the employment, reemployment, and retention rights of anyone who voluntarily and involuntarily serves or has served in the uniformed services. The Vietnam Era Veterans Readjustment Assistance Act (1974) - CORRECT ANSWERS-All employers subject to the law to post their job openings with their local state employment service for recruiting of veterans. The Wagner-Peyser Act of 1933 - CORRECT ANSWERS-created the U.S. Employment service (1939). The services offers job search and placement assistance. Offers recruitment services to job employers. In 1998, the Employment Services was amended to include One-Stop Delivery System, which provides many services under one roof

The Walsh-Healey Act (Public Contracts Act) (1936) - CORRECT ANSWERS-Act that extended concept of prevailing wage to employers who manufacture or supply goods under government contracts and required time and a half Work Opportunity Tax Credit (WOTC) (1996) - CORRECT ANSWERS-Income tax credit to encourage employers to hire people from targeted groups. Including, veterans, ex-felons, etc. The Labor Management Reporting and Disclosure Act (1959) - CORRECT ANSWERS-Provides for the reporting and disclosure of certain financial transactions and administrative practices of labor organizations and employers to prevent abuses in the administration of trusteeships by labor organizations. whistle-blowing - CORRECT ANSWERS-informing the press or government officials about unethical practices within one's organization Americans with Disabilities Act (ADA) - CORRECT ANSWERS-Comprehensive legislation that is designed to protect individuals with disabilities against discrimination. The Civil Rights Act (Title VII) (1964) - CORRECT ANSWERS-prohibits discrimination in employment on the basis of race, religion, color, sex, or national origin The Civil Rights Act (1991) - CORRECT ANSWERS-amended the original civil rights act, making it easier to bring discrimination lawsuits while also limiting punitive damages that can be awarded in those lawsuits The Drug-Free Workplace Act (1998) - CORRECT ANSWERS-Requires some Federal contractors and all Federal grantees to agree that they will provide drug-free workplaces as a precondition of receiving a contract or grant from a Federal agency. Equal Employment Opportunity Act - CORRECT ANSWERS-The absence of employment discrimination based on race, color, religion, sex, or national origin. The Genetic Information Nondiscrimination Act (GINA) (2008) - CORRECT ANSWERS-Prohibits employers from using genetic information to make employment decisions. Guidelines on Discrimination Because of Sex (1980) - CORRECT ANSWERS- Only thing at the time that employers were able to turn to for help in managing the problem of sexual harassment in the workplace

The Lily Ledbetter Fair Pay Act (2009) - CORRECT ANSWERS-each time a person is paid discriminatory wages, benefits or compensation, a cause of action arises and the victim has 180 days to file a complaint. The Pregnancy Discrimination Act (1978) - CORRECT ANSWERS-Treats discrimination based on pregnancy-related conditions as illegal sex discrimination The Uniform Guidelines on Employee Selection Procedures (1978) - CORRECT ANSWERS-Employers using selections tools (written test, oral test, interview, writing prompt, etc.) Needs to have validation and apply to the job. The Age Discrimination in Employment Act (ADEA) - CORRECT ANSWERS-Act that prohibits discrimination in employment for persons age 40 and over. The American Recovery and Reinvestment Act (ARRA) (2009) - CORRECT ANSWERS-Legislation to create government infrastructure projects such as highways, buildings, dams, and such. An attempt to find ways to re-employ many of the workers who had become unemployed since the great recession began in 2007. The Consolidated Omnibus Budget Reconciliation Act (COBRA) (1986) - CORRECT ANSWERS-Requires employers with group health insurance programs to offer terminating employees the opportunity to continue their health plan coverage after they are no longer on payroll or no longer qualify for benefit coverage. The Older Workers Benefit Protection Act (OWBPA) (1990) - CORRECT ANSWERS-Prohibits using an employees age as the basis for discrimination in benefits, targeting older workers during staff reductions, requiring older workers to waive their rights Affirmative Action - CORRECT ANSWERS-A policy designed to redress past discrimination against women and minority groups through measures to improve their economic and educational opportunities Family and Medical Leave Act (FMLA) - CORRECT ANSWERS-Federal law requiring organizations with 50 or more employees to provide up to 12 weeks of unpaid leave after childbirth or adoption; to care for a seriously ill family member or for an employee's own serious illness; or to take care of urgent needs that arise when a spouse, child, or parent in the National Guard or Reserve is called to active duty

Mental Health Parity Act (MHPA) (1996) - CORRECT ANSWERS-forbids health plans from placing lifetime or annual limits on mental health coverage that are less generous than those placed on medical or surgical benefits The Mental Health Parity and Addiction Equity Act (MHPAEA) (2008) - CORRECT ANSWERS-Requires that a plan offer both medical/surgical benefits and mental health and/or substance abuse treatment benefits provide parity between types of benefits. The National Defense Authorization Act (2008) - CORRECT ANSWERS- Provides additional FMLA leave for military families, expanding FMLA to include employees caring for an injured service member as well as those who have a family member called to active duty. The Affordable Care Act - CORRECT ANSWERS-An expansion of medicaid, most of employers must provide health insurance, have insurance or face surtax, prevents rejection based on pre-existing condition. Also referred to as "Obamacare", signed into law in 2010. Executive Order 13706: Paid Sick Leave for Federal Contractors - CORRECT ANSWERS-Federal Contractors are directed to provide up to 56 hours of paid sick leave annually. The leave is accrued at the rate of an hour for every 30 hours worked. The Worker Adjustment and Retraining Notification Notification (WARN) Act - CORRECT ANSWERS-Prevents employers from just shutting the door and walking away without any worker benefits. Must give 60 day notice of a plant closing or mass lay off (33% of workforce) The Civil Service Reform Act (1978) - CORRECT ANSWERS-recognized that many high level positions in the civil service have important policy making responsibilities and that the president and his cabinet officers ought to have more flexibility in recruiting, assigning, and paying such people. The Office of Personnel Management (OPM) - CORRECT ANSWERS-The office in charge of hiring for most agencies of the federal government, using elaborate rules in the process. The Merit System Protection Board (MSPB) - CORRECT ANSWERS-Prohibits consideration of marital status, political activity, or political affiliation in dealing with federal civilian employees. Federal Labor Relations Authority (FLRA) - CORRECT ANSWERS-Monitors the relations between unionized bureaucrats and the federal government

The Congressional Accountability Act (1995) - CORRECT ANSWERS-Required all federal employment legislation passed by Congress to apply to congressional employees The False Claims Act (1863) - CORRECT ANSWERS-An act that allows employees to sue employers on behalf of the federal government for fraud against the government. The employee retains a share of the recovery as a reward for his or her efforts. The Homeland Security Act (2002) - CORRECT ANSWERS-The E-verify system resides here and the rapid verification of Social Security Numbers to valid right to work in this country. The Privacy Act (1974) - CORRECT ANSWERS-Restricts the way in which personal data can be used by federal agencies Individuals must be permitted access to information stored about them and may correct any information that is incorrect. Agencies must insure both the security and confidentiality of any sensitive information. The USA Patriot Act (2001) - CORRECT ANSWERS-Strengthens the federal government's power to conduct surveillance, perform searches, and detain individuals in order to combat terrorism. E-1 Treaty Trader - CORRECT ANSWERS-E-1 = 2 Years / 2 Year Increments (not beyond 6 months exp. P.P.) P.P. / N.I.V. Must be a National of Treaty Country they Dependents can not work E-2 Treaty Investor - CORRECT ANSWERS-E-2 = 2 Years / 2 Year Increments (not beyond 6 months exp. P.P.) P.P. / N.I.V. Must be a National of Treaty Country they represent Dependents May Not work H1-B - CORRECT ANSWERS-H1-B is a visa for technical workers; employer fees are used to pay for training grants to prepare American workers for selected careers. Must have a Bachelor's Degree. H1-C - CORRECT ANSWERS-Immigration visa for registered nurses working in a health professional shortage area H-2A Visa - CORRECT ANSWERS-Immigration Visa for Temporary Agricultural Workers

H-2B - CORRECT ANSWERS-Immigration Visa for temporary worker: skilled and unskilled H-3 Nonimmigrant Trainee - CORRECT ANSWERS-Employees must be trainees receiving training in any field of endeavor, other than graduate medical education, that is not available in their home country. Or they are in a Special Education Exchange Visitor Program. L-1 Intra-Company Transferee - CORRECT ANSWERS-allows qualifying organization to move an employee from another qualifying country into the U.S for a temporary assignment either that is managerial in nature or requires specialized knowledge. L1-A Managers and Executives - CORRECT ANSWERS-Intracompany transferees coming to the U.S to work in a manager or executive capacity. Visa is maxed at 7 years. O-1 Alien - CORRECT ANSWERS-Immigration Visa for extraordinary ability in arts, science, education, business and athletics. Includes EB visas. hiring - CORRECT ANSWERS-Process of selecting your top choices and making an employment offer Staffing - CORRECT ANSWERS-includes all of the activities involved in obtaining, preparing, and compensating the people who work for a business employment - CORRECT ANSWERS-Agreement between an employer and employee Co-employment - CORRECT ANSWERS-Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as joint employment. Staffing, usually called unemployment, involves three activities: - CORRECT ANSWERS-human resource planning, recruitment, and selection Employee Relations - CORRECT ANSWERS-the activity that involves establishing and maintaining the positive employee-employer relationships that contribute to satisfactory productivity, motivation, morale, and discipline, and to maintaining a positive, productive, and cohesive work environment Records Management - CORRECT ANSWERS-the systematic control of all records from their creation or receipt, through their processing, distribution, organization, storage, and retrieval, to their ultimate disposition

Compensation - CORRECT ANSWERS-All forms of pay going to employees arising from their employment Training - CORRECT ANSWERS-teaching new employee the basic skills they need to perform their jobs Development - CORRECT ANSWERS-act of encouraging employees to acquire new or advanced skills, knowledge, and viewpoints by providing learning facilities and avenues where such new ideas can be applied. Human Resource Generalist - CORRECT ANSWERS-Person who devotes a majority of working time to human resource issues, but does not specialize in any specific areas. Human Resource Specialist - CORRECT ANSWERS-Members of a department who specialize in a particular human resource function, such as staffing, compensation, or employee relations. Organizational Strategy - CORRECT ANSWERS-the sum of the actions a company intends to take to achieve long-term goals mission - CORRECT ANSWERS-written declaration of organizational core purpose and focus that normally remains unchanged over time. Something to be accomplished. vision - CORRECT ANSWERS-Aspirational description of what an organization would like to achieve or accomplish in the mid-term. Something to be pursued for that accomplishment. Values - CORRECT ANSWERS-the ideas, beliefs, and attitudes about what is important that help guide the way you live Goals and Objectives - CORRECT ANSWERS-statements of an accomplishment of a task to be achieved, often by a specific time Organizational Culture - CORRECT ANSWERS-the set of values, ideas, attitudes, and norms of behavior that is learned and shared among the members of an organization Tradition - CORRECT ANSWERS-inherited, established, or customary pattern of thought, action, or behavior. One of the common complaints of executives is that human resource people do not understand the business.... - CORRECT ANSWERS-they do not know what is required to make a profit or how to speak the language of business

flat organization - CORRECT ANSWERS-one with an organizational structure with few or no levels of middle management between top managers and those reporting to them Functional Organization - CORRECT ANSWERS-Departmentalization around specialized activities such as production, marketing, and human resources. divisional organization - CORRECT ANSWERS-Departmentalization that groups units around products, customers, or geographic regions. Matrix Organization - CORRECT ANSWERS-An organization in which specialists from different parts of the organization are brought together to work on specific projects but still remain part of a line-and-staff structure. Advantage of functional departmentalization is that it promotes skill specialization, the disadvantages are... - CORRECT ANSWERS-it reduces communication and cooperation between departments HR policies and procedures - CORRECT ANSWERS-Continuing guidelines on the approach of the organization intends to adopt in managing its people. Must be a written statement. 3 major purposes on HR policies - CORRECT ANSWERS-1. Reassure employees they will be treated fairly and objectively

2. Help managers make rapid and consistent decisions
3. Give managers the confidence to resolve problems and defend their decisions ADA HR policy - CORRECT ANSWERS-Title I of ADA requires employer to provide "reasonable accommodation" Employers adopt a written policy with a formal ADA approach to attain diversity goals, access larger labor pool, and take advantage of tax incentives EEO HR policy - CORRECT ANSWERS-Require covered employers to inform their employees of their right to be free from workplace discrimination. Post in employee handbook and other distributed literature. Progressive Discipline Policy - CORRECT ANSWERS-Severe penalties for repeated offenses, typically beginning with counseling or verbal warning. Used for warning off unionization and ensure uniformity and consistency. Employee Handbooks and Policy Manuals - CORRECT ANSWERS-describe your legal obligations as an employer and your employees rights

Non-Disclosure Agreement (NDA) - CORRECT ANSWERS-a formal legal agreement between two or more parties undertaken by the parties to keep information shared or provided by one party to another confidential. Things included in the Employee Handbook - CORRECT ANSWERS-NDAs, Anti- Discrimination policies, compensation, workers compensation, work schedules. standards of conduct, general employment information, safety/security, and computers technology HR Metrics - CORRECT ANSWERS-determine the value and effectiveness of HR initiatives, typically including turnover, training, return on human capital, cost of labor, and expenses per employee Top 5 Employee Relations Metrics you should be tracking - CORRECT ANSWERS-1. # of grievances per month/quarter/year

2. cost of grievances
3. Root cause of grievances
4. Average close time of grievance
5. Return on Investment (ROI) Data Compilation Tools - CORRECT ANSWERS-include resumes, employment applications, project management records, capability statements, workflow documents, performance appraisals. Data mining and warehousing techniques. Consider the following when choosing what HR Metrics to focus on - CORRECT ANSWERS-1. Long/Short Term goals with C-suite to ensure HR is aligned
6. Define each HR metric and its formula
7. Determine what data is collected, what collection methods are available, how data will be gathered.
8. How often will be collected and reported
9. What format will be used to report the data and who will receive report
10. Review what is being measured on a regular basis Reliability refers to consistency - CORRECT ANSWERS-of a measure Surveys - CORRECT ANSWERS-leads to higher retention rates, lower absenteeism, improved productivity, and higher employee morale 3 most common types of employee surveys - CORRECT ANSWERS-1. Climate Surveys
11. Culture Surveys
12. Engagement Survey

Interviews - CORRECT ANSWERS-job analysis/evaluation, performance evaluations and employment interviews when data collected by interview method Observation - CORRECT ANSWERS-Observe what people actually do or say can be time consuming Reporting and Presentation Techniques - CORRECT ANSWERS-Simplicity will ensure that the results of your evaluations both accessible and understandable. Written and Oral/Visual. Histogram - CORRECT ANSWERS-A graph of vertical bars representing the frequency distribution of a set of data. bar chart - CORRECT ANSWERS-a chart with bars whose lengths are proportional to quantities pie chart - CORRECT ANSWERS-a chart that shows the relationship of a part to a whole Impact of Technology on HR - CORRECT ANSWERS-Needs technology at its core, embrace and build on technological advancements to meet both employee expectations and business requirements. HR Portals have advantage of allowing employees to monitor their own personal info. Big Data - CORRECT ANSWERS-Gives HR fact-based view, predictive analytics allow for better risk management decisions, allow recruiters to asses potential employees based on real information. OSHA reporting requirements - CORRECT ANSWERS-report injury/illness records, collect better info, simplify record keeping ERISA Record Keeping - CORRECT ANSWERS-quick reference tool for certain basic reporting/disclosure requirements ACA Reporting Requirements - CORRECT ANSWERS-given extra time to give these forms to employees and file them the government Purpose of HRIS - CORRECT ANSWERS-provides data management and accurate and timely information for decision-making. Streamlines HR operational, managerial and executive support processes Job Analysis - CORRECT ANSWERS-the process of getting detailed information about jobs

job description - CORRECT ANSWERS-a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job Job Analysis can be used in selection procedures to legally or develop the following: - CORRECT ANSWERS-- include duties in advertisement

• salary level
• minimum requirements
• interview questions
• selection test/instruments
• applicant appraisal form
• orientation material Job Analysis and ADA - CORRECT ANSWERS-used to define the essential elements of the job including physical demands, handicapped individuals be given "reasonable accommodation" in the workplace. Job Analysis and FLSA - CORRECT ANSWERS-includes 1.5 pay rate for 40+ hours, exemption for outside sales reps. Job Analysis and Affirmative Action - CORRECT ANSWERS-Federal Contractors how to handle affirmative action. Recordkeeping requirement, internet applicant, removing physical/mental job requirements from analysis. skills analysis - CORRECT ANSWERS-evaluates how much internal and external research must be done and who is able to complete it skills gap - CORRECT ANSWERS-The difference between the skills that employers want, as shown by their job advertisements, and those that are available from workers looking for a job. Job Description Components - CORRECT ANSWERS-1. Heading Information- job title, OT, hours, etc.

2. Summary Objective of the Job
3. Qualifications
4. Special Demands
5. Job Duties/Responsibilities Why use Job Descriptions - CORRECT ANSWERS-- Avoid confusion of what they are required to do

• Avoids conflict
• Can be used as guides as the practice grows
• Attracts best talent Exempt employees - CORRECT ANSWERS-Managers, outside salespeople, and any other employees not covered by the FLSA requirement for overtime pay.

Non-exempt employees - CORRECT ANSWERS-employees covered by the FLSA requirements for overtime pay Recruiting Firms - CORRECT ANSWERS-agencies that specialize in matching qualified candidates to available jobs staffing agencies - CORRECT ANSWERS-Firms that hire and place workers in temporary jobs Benefit Brokers - CORRECT ANSWERS-provide clients with the most appropriate health insurance policy Applicant Database - CORRECT ANSWERS-track applicants information for job openings and standard for the type of record keeping Applicant Tracking System (ATS) - CORRECT ANSWERS-Software application that automates organizations' management of the recruiting process (such as accepting application materials, screening applicants, etc.). Hiring Management Systems (HMS) - CORRECT ANSWERS-Refers to more extensive ATS and syncing with HRIS system. Job applications - CORRECT ANSWERS-written information about skills and education, job experiences and other job relevant information. screening method. Not required by law. Self-indentification - CORRECT ANSWERS-treated as confidential, required to establish/maintain records of the employee demographics. Include race, gender/sex, veteran, and disabled status. EEO-1 - CORRECT ANSWERS-The EEOC's Employer Information Report, which counts employees sorted by job category, sex, ethnicity, and race. EEO-4 - CORRECT ANSWERS-state and local governments, categories for race/ethnic. Pre-employment tests - CORRECT ANSWERS-Tests that organizations give to job applicants to help them hire employees who are productive, dependable, and low-turnover. Must e valid, reliable, job-related predictor. Public Employment Services - CORRECT ANSWERS-state employment services, veterans organization, organizations for disabled, and local educational institutions

Job Sharing - CORRECT ANSWERS-To share the responsibilities and duties of a single full time job with one or more other employees. employee leasing - CORRECT ANSWERS-The process of dismissing employees who are then hired by a leasing company (which handles all HR- related activities) and contracting with that company to lease back the employees Professional Employer Organization (PEO) - CORRECT ANSWERS-An organization that processes payroll and also provides human resource management services such as employee benefit design and administration. Managed service providers (MSPs) - CORRECT ANSWERS-Shifting workload out of the organization through a contract with another employer organization temp to lease - CORRECT ANSWERS-org contracts with 2 (usually affiliated) staffing firms - generally a temp services and a PEO; the temp firm assigns long term temps to a client org and after a period of time, the employees are promoted to lease status and become eligible for benefits from PEO Prescreening - CORRECT ANSWERS-Used for high volume candidates. Screen out candidates that do not meet minimum requirements. Patterned interview - CORRECT ANSWERS-Type of interview in which interviewer asks each applicant questions that are from the same knowledge, skill, or ability area; also called targeted interview. Directive interview - CORRECT ANSWERS-Type of interview in which interviewer poses specific questions to a candidate and keeps control. nondirective interview - CORRECT ANSWERS-a selection interview in which the interviewer has great discretion in choosing questions to ask each candidate Behavioral Interview - CORRECT ANSWERS-Type of interview that focuses on how applicants previously handled real situations. stress interview - CORRECT ANSWERS-Type of interview in which the interviewer assumes an aggressive posture to see how a candidate responds to stressful situations. situational interview - CORRECT ANSWERS-a structured interview in which the interviewer describes a situation likely to arise on the job, then asks the candidate what he or she would do in that situation

panel interview - CORRECT ANSWERS-selection interview in which several members of the organization meet to interview each candidate Fishbowl interview - CORRECT ANSWERS-Interactive type of group interview that helps employer learn how individual interacts with others to solve business-related issues as well as individual's depth of analytical skills and natural abilities as leader or team player. Team interview - CORRECT ANSWERS-Interview in which applicants are interviewed by the team members with whom they will work. negative emphasis bias - CORRECT ANSWERS-Bias that occurs when an interviewer or reviewer allows a small amount of negative information to outweigh positive information about a candidate or employee. halo effect - CORRECT ANSWERS-tendency of an interviewer to allow positive characteristics of a client to influence the assessments of the client's behavior and statements Horn effect bias - CORRECT ANSWERS-When a candidate is evaluated negatively because of one characteristic contrast bias - CORRECT ANSWERS-A type of bias that occurs when comparing one candidate to others. Similar to me error bias - CORRECT ANSWERS-Judging based on shared (or not shared) personal characteristics Cultural Noise Bias - CORRECT ANSWERS-Bias that occurs when candidates answer questions based on what they think the interviewer wants to hear instead of what they believe or know about themselves. Medical Examinations post offer - CORRECT ANSWERS-ADA may require. Used to determine whether the essential job functions can be done. Immigration Reform and Control Act of 1986 - CORRECT ANSWERS-Federal law requiring employers to verify and maintain records on applicants' legal rights to work in the United States E-Verify - CORRECT ANSWERS-Internet-based verification system that allows employers to verify the employment eligibility of their employees regardless of citizenship. Recruitment Retention Records - CORRECT ANSWERS-Keep for 1 year

Form I-9 Record Keeping - CORRECT ANSWERS-Keep for three years since filing or one year after termination Polygraph record keeping - CORRECT ANSWERS-keep for 3 years Affirmative Action plan/data record keeping - CORRECT ANSWERS-keep for 2 years credit report record keeping - CORRECT ANSWERS-no time requirement, needs to be shredded Drug Test Record Keeping - CORRECT ANSWERS-1 year or DOT 5 years financial inducements - CORRECT ANSWERS-provide a balance between what work is performed and the reward received for doing the work Total Rewards - CORRECT ANSWERS-encompass not only compensation and benefits, but also personal and professional growth opportunities and a motivating work environment that includes recognition, job design, and work-life balance Direct Compensation - CORRECT ANSWERS-Pay that is received by an employee, including base pay, differential pay, and incentive pay Indirect Compensation - CORRECT ANSWERS-provides recognition and benefits not cash based. Ex: vacation, PTO, etc. Non financial Inducements - CORRECT ANSWERS-more substantial impact on employee satisfaction ex: work climate, career development, recognition, other non financial issues. Executive Order 13665 - CORRECT ANSWERS-directs regulators to develop financial industry specific rules Wage Survey - CORRECT ANSWERS-a collection of data on prevailing wage rates within an industry or a geographic area Job Evaluation - CORRECT ANSWERS-systematic process for addressing the relative worth of jobs within an organization. Analysis of each positions tasks, responsibilities, knowledge and skills. Non quantitative job evaluation - CORRECT ANSWERS-Rank jobs as a whole based on their perceived worth without placing a numerical value on each job

Quantitative job evaluation - CORRECT ANSWERS-A technique that displays a hierarchy of job worth by examining occupations in terms of certain numerical indexes and factors. whole job comparison - CORRECT ANSWERS-the job with the highest number of upward movements is the high rank. Judged on skills, effort, responsibility, and working conditions. Quick and Easy but not precise. Job classification - CORRECT ANSWERS-Job evaluation method in which descriptions are written for each class of jobs; individual jobs are then put into the grade that best matches their class description. Benchmark jobs - CORRECT ANSWERS-Jobs used as reference points when setting up a job classification system and when designing or modifying a pay structure. job to predetermined standard comparison - CORRECT ANSWERS-compare similar job to other jobs in the general standard to determine its relative ranking Point-factor method - CORRECT ANSWERS-Most commonly used method of job evaluation; it involves using specific factors to evaluate job worth. Uses specific compensable factors as its reference points to measure relative job worth. Hay Plan - CORRECT ANSWERS-Point-factor job evaluation system; also known as the Guide Chart-Profile. Uses standard criteria, know-how, problem solving, and accountability. Factor Evaluation System (FES) - CORRECT ANSWERS-Includes factors such as knowledge required, supervisory controls, guidelines, complexity, scope and effect, personal contacts, purpose of contacts, physical demands and the work environment. 5 steps of point factor method - CORRECT ANSWERS-1. identify key jobs

2. identify the compensable factors
3. Weight the factors according to their overall worth
4. Divide each job factor into degrees that range from high to low
5. Table that gives a complete range of points Factor comparison method - CORRECT ANSWERS-Job comparison method that ranks each job by each selected compensable factor and then identifies dollar values to develop a pay rate. Advantages - broad application. Disadvantages- someone has to make decisions on the relative worth of each factor.

pay grades - CORRECT ANSWERS-sets of jobs having similar worth or content, grouped together to establish rates of pay Pay ranges - CORRECT ANSWERS-a set of possible pay rates defined by a minimum, maximum, and midpoint of pay for employees holding a particular job or a job within a particular pay grade Rules apply to creating pay grades you should consider: - CORRECT ANSWERS-1. size/structure of organization

2. distance between the lowest/highest job
3. organization pay increase/promotion policy
4. the grouping of nonexempt/exempt jobs as well as job families
5. creating sufficient grades to permit distinguishing difficulties Pay range spread - CORRECT ANSWERS-max-min/min = % Generally lower jobs have a narrow range between min/max. They provide more upward mobility. Broadbanding - CORRECT ANSWERS-Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread. Popular in large organizations. Disadvantages, it reduces promotions. Compa-ratio - CORRECT ANSWERS-indicator as to how actual wages match,lead or lag the market : pay rate / midpoint. ratios below 100% mean employees are paid less than the midpoint; above 100% mean that wages exceed the midpoint Used for budgetary controls as well as to investigate discrimination in that a difference between one group and another indicate the possibility of discrimination. Red-circle rates - CORRECT ANSWERS-Situations in which employees' pay is above the range maximum. Green Circle Rates - CORRECT ANSWERS-Situations in which an employee's pay is below the minimum of the range. Base Pay Systems - CORRECT ANSWERS-determine a type of base pay system that will help attract, motivate, and retain employees. Single- or Flat Rate System - CORRECT ANSWERS-Each incumbent of the job has the same rate of pay, regardless of performance or seniority. eg: A newly hired factory worker may make $9/hour with a $0.50/hour raise after six months. All other factory workers earn $9.50/hour.

Time based step rate system - CORRECT ANSWERS-The employee's pay rate is based on length of time in the job. Increases are published in advance on the basis of time. Automatic step-rate pay structure - CORRECT ANSWERS-Pay ranges may be divided into four to seven steps that are each 3% to 7% apart. At prescribed intervals, each employee with the required seniority receives a one step increase. Step-rate with variability-based performance standards. - CORRECT ANSWERS-can influence the size or timing of the pay increase based on performance. Combination step-rate and performance structure. - CORRECT ANSWERS- Employees receive increases on a step-rate basis upto the job rate. Above the job rate, increases to higher steps are granted only for above-standard performance. This system requires adequate resources to develop and administer a performance appraisal system and communicate it to employees so that they understand how they can earn performance- based increases. Performance Based Merit Pay System - CORRECT ANSWERS-based on an employees individual job performance. Awarded on annual basis. Influenced by performance. Ex: "Meet" "Exceeds Expectations" Productivity-Based System - CORRECT ANSWERS-Pay is determined by employee's output. Straight piece-rate system - CORRECT ANSWERS-pay system in which wages are determined by multiplying the number of units produced by the piece rate for one unit Differential Piece Rate System - CORRECT ANSWERS-Pays employees one piece-rate wage for units produced up to a standard output and a higher piece-rate wage for units produced over the standard Person Based System - CORRECT ANSWERS-An employee's characteristics determine pay. Superior knowledge or skill mastery is rewarded. knowledge based system - CORRECT ANSWERS-Based on knowledge. Ex: lawyers and doctors Skill-based system - CORRECT ANSWERS-These system link pay to the number of different skills an employee is qualified to perform. Employees increase their pay by accquiring new skills, even if they do not use the skill

on their current assignment. eg: an assembler may be able to operate more than one type of machine (cross training). This system is used in production environment. Competency-based pay - CORRECT ANSWERS-where the company pays for the employee's range, depth, and types of skills and knowledge, rather than for the job title he or she holds financial incentives - CORRECT ANSWERS-financial rewards paid to workers whose production exceeds some predetermined standard Differential pay - CORRECT ANSWERS-Pay that is based on when the employee works (e.g., overtime pay, shift-pay differential) or where the employee works. Hazard pay - CORRECT ANSWERS-Pay earned by employees who work in an environment that is considered more risky from a safety or health point of view. Shift Pay - CORRECT ANSWERS-Refers to supplemental pay paid to employees who work less-desirable hours, such as second or third shifts. On-call pay - CORRECT ANSWERS-Pay that employees receive when they can be called in to work but are not working before receiving the call to return to work. Callback pay - CORRECT ANSWERS-additional monies earned because one is asked to return to work after normal business hours, results from taking call Team and Group Incentive Plans - CORRECT ANSWERS-designed to encourage exceptional levels of professional achievement. Mostly encourage teamwork, goal group, setting and collaboration Pay for Performance (PFPS) - CORRECT ANSWERS-Tie compensation directly to business goals profit sharing - CORRECT ANSWERS-incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary Gainsharing - CORRECT ANSWERS-the distribution of savings or "gains" to groups of employees who reduced costs and increased measurable productivity Employee Rights for Union Activities - CORRECT ANSWERS-- forming a union

• joining a union