Law

• Equal Pay Act 1963 Prohibits pay differences for equal work based on gender
• Civil Rights Act, Title VII 1964 (amended 1972) Prohibits discrimination based on race, color, religion, national origin, or gender
• Age Discrimination in Employment Act 1967 (amended 1978) Prohibits discrimination against employees 40 years and older
• Vocational Rehabilitation Act 1973 Prohibits discrimination on the basis of physical or mental disabilities
• Americans with Disabilities Act 1990 Prohibits discrimination against individuals who have disabilities or chronic illnesses; also requires reasonable accommodations for these individuals
• Human resource management (HRM) can be a significant source of competitive advantage.
• HRM is an important part of organizational strategies.
• The way organizations treat their people can significantly impact performance.
• To ensure an organization has qualified people to perform all the work, specific HRM activities need to be done.
• The economy: lasting impact of the Great Recession
• The Privacy Act was established in 1974 to give employees the legal right to examine personnel files and letters of reference.
• The Consolidated Omnibus Reconciliation Act (COBRA) was established in 1985 to require continued health coverage following termination, paid by the employee.
• The Occupational Safety and Health Act (OSHA) was established in 1970 to establish mandatory safety and health standards in organizations.
• Labor union: an organization that represents workers and seeks to protect their interests through collective bargaining
• Affirmative action: Organizational programs that enhance the status of members of protected groups
• Equal Pay Act 1963: Prohibits pay differences for equal work based on gender
• Civil Rights Act, Title VII 1964 (amended 1972): Prohibits discrimination based on race, color, religion, national origin, or gender
• Two important trends in organizational career development are organizations actively supporting lifelong learning and internships expanded as a way to evaluate potential employees without making a commitment to full-time employment.
• Contemporary issues in managing human resources include downsizing, sexual harassment, and controlling HR costs.
• Traditional training methods in human resources include lectures, workshops, and seminars, while technology-based methods include online learning, virtual classrooms, and mobile learning.
• Strategies for retaining competent, high-performing employees in human resources include a performance management system, performance appraisal methods, factors influencing compensation and benefits, and skill-based pay systems versus variable pay systems.
• Orientation in human resources training includes profession/industry-specific training, management/supervisory skills, mandatory/compliance information, and customer service training.
• Age Discrimination in Employment Act 1967 (amended 1978): Prohibits discrimination against employees 40 years and older
• Vocational Rehabilitation Act 1973: Prohibits discrimination on the basis of physical or mental disabilities
• Americans with Disabilities Act 1990: Prohibits discrimination against individuals who have disabilities or chronic illnesses; also requires reasonable accommodations for these individuals
• Worker Adjustment and Retraining Notification Act 1990: Requires employers with more than 100 employees to provide 60 days’ notice before a mass layoff or facility closing
• Family and Medical Leave Act 1993: Gives employees in organizations with 50 or more employees up to 12 weeks of unpaid leave each year for family or medical reasons
• Health Insurance Portability and Accountability Act 1996: Permits portability of employees’ insurance from one employer to another
• A valid selection device is characterized by a proven relationship between the selection device and some relevant criterion.
• Physical examinations are mostly used for insurance purposes.
• Written tests must be job-related and include intelligence, aptitude, ability, personality, and interest tests.
• Selection involves screening job applicants to ensure that the most appropriate candidates are hired.
• A reliable selection device indicates that it measures the same thing consistently.
• Assessment center—simulate jobs; appropriate for evaluating managerial potential.
• Lilly Ledbetter Fair Pay Act 2009: Changes the statute of limitations on pay discrimination to 180 days from each paycheck
• Performance simulation tests use actual job behaviors.
• Specific orientation and training programs are examples of formal socialization.
• The more a new employee is segregated from the ongoing work setting and differentiated in some way to make explicit his or her newcomer’s role, the more socialization is formal.
• Decruitment options include firing, layoffs, attrition, transfers, reduced workweeks, and early retirements.
• Application forms are almost universally used and are most useful for gathering information.