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Absenteeism
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| Refers to time lost when employees do not come to work as scheduled. |
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Accident
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| An undesired event that results in physical harm to a person or damage to property. |
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Acquired Immune Deficiency Syndrome (AIDS)
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| A bloodborne pathogen transmitted through intimate contact. |
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Ad Hoc Arbitrator
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| Arbitrator who is selected on a case-by-case basis. |
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Administrative Law Judge (ALJ)
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Judge who conducts the formal procedures for OSHA citations.
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Administrative-Services-Only (ASO) Health-Care Plan
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Type of health-care plan in which the employer assumes the risk of high costs and hires an insurance claims department to handle claims.
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Adverse Impact
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When rules applied to all employees have a different and more inhibiting effect on women and minority groups than on the majority; occurs when the selection rate for a protected class is less than 80% of the rate for the class with highest selection rate; also known as disparate impact.
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Affirmative Action (AA)
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Program in which employers identify conspicuous imbalances in their workforce and take positive steps to correct under representation of protected classes.
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Affirmative Action Plans (AAPs)
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Plans that focus on the hiring, training and promoting of protected classes where there are deficiencies.
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Age Discrimination in Employment Act (ADEA)
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Act that determined that older workers may not be discriminated against by performance-based pay systems. The Act prohibits discrimination in employment for persons age 40 and over except where age is a BFOQ.
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Agency Shop Clause
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States that even if workers do not join the union, they must still pay the equivalent of dues to the union.
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Agent-Principal Relationship
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Means that regulations on unfair labor practices (ULPs) that apply to employers also apply to acts of individual managers and supervisors.
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Albemarle Paper vs. Moody
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1975 court ruling that items used to validate employment requirements must be job-related.
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Ally Doctrine
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Doctrine that states that when a struck employer effectively uses the employees of an ally as strike breakers and when a union extends its primary picketing to this employer, no violation of the LMRA's secondary boycott prohibitions exists.
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Alternate Work Schedules
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Departure from the traditional workday or work week to improve organizational productivity and employee morale by giving employees increased control over the hours they work.
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Alternate-Duty Program
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When an employer offers an employee a less strenuous job until they are fit to return to their regular job; also known as early return to work program or modified-duty program.
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Alternative Dispute Resolution (ADR)
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Umbrella term describing a number of problem-solving and grievance resolution approaches; generally refers to any means of settling disputes outside of the courtroom.
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Alternative Staffing
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Uses recruiting sources and workers who are not regular employees; also known as flexible staffing.
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Americans with Disabilities Act (ADA)
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Prohibits discrimination against a qualified individual with a disability because of the disability of such individual.
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Applicant Flow Data
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Looks at differences in selection rates among different groups for a particular job.
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Aptitude Tests
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Measure the general ability to learn or acquire a new skill.
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Arbitration
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Disputes are submitted to one or more impartial persons for final determination; the dominant third-party method of settling labor disputes.
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Assessment Centers
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A method of evaluating candidates using content-valid work samples of a job; typically for managerial positions.
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Associate Membership
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Union tactic to aid in organizing in which membership is offered outside the traditional local union organization; often used with professional groups and public employees.
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Attitude Survey
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Organizational feedback and communication mechanism that asks employees to provide opinions on given topics; also known as climate survey.
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Authorization Cards
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Part of the union organizing drive when union representatives have employees sign cards to indicate that they want union representation.
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Automatic Step-Rate Pay Structure
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Pay structure in which the pay scale is divided into steps, usually 3% to 7% apart.
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Autonomy
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Involves the extent of individual freedom and discretion in work and its scheduling.
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Availability Analysis
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Analysis that determines if adverse impact exists; the employer examines the labor market in the firm's recruiting area, determines the percentage of workers in a protected class that are present, and then applies the four-fifths rule to this number.
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