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SHRM LEARNING SYSTEM

Index

© 2012 SHRM 1

Note: The page numbers used in this index include the module number, for example, page 4-48

refers to page 48 of Module 4.

A

AA (affirmative action), 2-25–2-29, 2-80

AAPs. See affirmative action plans

absence, leave of, 4-245–4-246

absenteeism, 5-119–5-120, 5-125

academic credentials, verification of, 2-225

accidents, 6-63

factors influencing, 6-60–6-61

investigation, 6-63–6-65

priorities at scene, 6-64–6-65

accountability, 1-23–1-24

accounting, 1-95–1-106

forensic, 6-108

organizations, 4-172–4-173

accounts payable, 1-95, 1-99

accounts receivable, 1-95, 1-97, 1-98–1-99

ACE (Active Case Enforcement) procedures,

Office of Federal Contract Compliance

Programs, 2-89

acquired immune deficiency syndrome, 6-80–6-

81, 6-82

acquisitions, 1-18–1-23

action plans, 1-69, 1-77, 1-78–1-79, 1-83, 3-

181–3-182

action-oriented programs in affirmative action

plans, 2-86

Active Case Enforcement procedures, Office

of Federal Contract Compliance Programs,

2-89

acts, unsafe, 6-61–6-62

ad hoc approach to international compensation,

4-259

ad hoc arbitrator, 5-234

ADA. See Americans with Disabilities Act

ADA Amendments Act, 2-13–2-16, 2-17, 2-45

ADAAA (ADA Amendments Act), 2-13–2-16,

2-17, 2-45

Adams, Circuit City Stores v., 5-132–5-133

ADDIE model of instructional design, 3-74–3-

76

ADEA. See Age Discrimination in Employment

Act

adjustment matrix, pay, 4-96

administrative exemption under Fair Labor

Standards Act, 4-14

administrative law judges, 5-202–5-203, 6-42–6-

43

administrative role of human resources, 1-6, 1-7,

1-8–1-9

administrative-services-only health plan, 4-220

ADR (alternative dispute resolution), 5-124, 5-

130–5-134

adult learners, 3-11, 3-52–3-59

Advantage Plans, Medicare, 4-185

adverse action, and consumer reports, 2-60–2-

61, 2-62–2-63

adverse (disparate) impact, 2-11, 2-22–2-25, 2-

69–2-71, 2-96–2-98

adverse selection, 4-218, 4-232

advisory committees, 3-81

affirmative action, 2-25–2-29, 2-80

affirmative action legislation, 2-4, 2-25–2-29, 2-

44, 2-45

affirmative action plans, 2-25–2-29, 2-80, 2-88,

2-285, 2-288

action-oriented programs, 2-86

audits, 2-87, 2-88–2-92

availability analysis, 2-84–2-85

compliance with, 2-88–2-93

designation of responsibility, 2-86

identification of problem areas, 2-86–2-87

and job analysis, 2-147

job group analysis, 2-83–2-84

organizational display, 2-81–2-82

organizational profile, 2-81–2-83

placement goals, 2-85–2-86

sections of, 2-80–2-87

voluntary compliance with, 2-92–2-93

workforce analysis, 2-82

AFL (American Federation of Labor), 5-3–5-4

AFL-CIO, 5-4, 5-10

SHRM LEARNING SYSTEM Index

2 © 2012 SHRM

age

discrimination, 2-9–2-11, 2-96

in environmental scan, 1-137

as factor in diverse workplace, 135

Age Discrimination in Employment Act, 2-9–2-

11, 2-45, 2-96, 2-272, 2-283, 3-25–3-26, 3-27,

4-33, 4-38

aged data, 4-66

agency shop, 5-223, 5-224, 5-225

agent-principal relationship, 5-187

AIDS (acquired immune deficiency syndrome),

6-80–6-81, 6-82

Albemarle Paper v. Moody, 2-72

alcohol and drug abuse, 6-91–6-97

“alien,” definition, as applies to Immigration and

Nationality Act, 2-29

alignment of HR with organizational strategic

plan, 1-2, 1-3, 1-9

ALJs (administrative law judges), 5-202–5-203,

6-42–6-43

allocating resources, 1-69, 1-77, 1-79

ally doctrine, 5-250–5-251

alter ego doctrine, 5-251

alternate work schedules, 5-70–5-75

alternative dispute resolution, 5-124, 5-130–5-

134

alternative health care, 4-219

alternative staffing, 2-196–2-201, 3-134

Alvarez, IBP, Inc., v., 4-28

amendment, 1-220

American Airlines, Leonel v., 2-234

American Dental Association, Kolstad v., 2-8–2-

9

American Federation of Labor, 5-3–5-4

American Recovery and Reinvestment Act

and Consolidated Omnibus Budget

Reconciliation Act, 4-140

and Health Insurance Portability and

Accountability Act, 4-147–4-148

Americans with Disabilities Act, 2-12–2-13, 2-

16, 2-17–2-18, 2-45, 2-147, 2-152, 2-153–2-

154, 2-234–2-235, 2-286, 3-25, 3-26, 4-145,

4-146, 4-155, 4-156, 4-157, 4-240–4-241, 6-

46, 6-47, 6-82

analysis

of application forms, 2-207–2-209

of data, 4-65–4-69, 5-93, 5-96–5-97

as level of learning, 3-59

“paralysis,” 5-97

andragogy, 3-52

announcing HRD program, 3-102

annual benefit limits, under Patient Protection

and Affordable Care Act, 4-165

annual incentives, 4-115

annual reporting form, equal employment

opportunity laws, 2-74–2-77

answering complaint, in litigation, 5-32–5-33, 5-

39

antidiscrimination laws/agency guidelines, 2-4,

2-5–2-25, 2-44, 2-45

“any difference rule,” in availability analysis, 2-

84

appeals, and unfair labor practice charges, 5-

202–5-203

applicant(s)

flow data, 2-77–2-79

Internet, 2-78, 2-171–2-173

job, 2-77–2-79

notification of, 2-210

previous, as recruitment source, 2-170, 2-

179

application


forms, 2-207–2-209

apprenticeship, 3-126

aptitude, 3-86

aptitude tests, 2-221

arbitration, 5-132–5-134, 5-202, 5-233–5-236

area-standards picketing, 5-248

Arline, School Board of Nassau v., 2-28–2-29

ARRA. See American Recovery and

Reinvestment Act

ASO (administrative-services-only) health plan,

4-220

assessment

in ADDIE model, 3-74, 3-76–3-84

centers, 2-221, 3-81

of employee attitudes, 5-90–5-99

of risk, 6-6

assets, 1-97, 1-98

associate membership, 5-12

asynchronous learning, 3-93

AT&T v. Concepcion, 5-133

attitude surveys, 5-51

attitudes toward careers, 1-144

attorney work product, 5-33

attorney-client privilege, 5-34–5-35

auditory learners, 3-55

audits, 1-171–1-172, 2-87, 2-88–2-92, 2-253, 4-

122, 6-60, 6-106, 6-108


© 2012 SHRM 3

Australian Free Trade/Specialty Occupation

Worker visas, 2-37

authoritarian managers, 3-151, 3-152

authorization cards/petitions, 5-48, 5-159–5-161,

5-163, 5-174

automatic step-rate pay structure, 4-89

autonomy, 5-68

availability analysis, 2-84–2-85

average, 4-67–4-68

awards, cash, 4-107, 4-108

B

B-1 visas, 2-37

baby boom generation, 1-138–1-139

back strains, 6-70

background investigation, 2-224–2-226

Bakke, Regents of the University of California

v., 2-94

balance billing, 4-221

balance sheet, 1-97–1-99

balanced scorecard, 1-167–1-170, 3-184

Baldrige Award, 3-41

bargaining

coalition, 5-214

collective, 5-210–5-237

coordinated, 5-214

distributive, 5-216

good-faith requirements, 5-217–5-221

integrative, 5-216

interest-based, 5-216–5-217

multiple employer, 5-214

parallel, 5-213

pattern, 5-213

segmented, 5-214

surface, 5-218

unit, 5-164–5-167

BARS (behaviorally anchored rating scales), 3-

174–3-175, 3-176

bars to election process, 5-167–5-169

base pay, 4-88–4-94

base salary, 4-114

behavior issues in the workplace, 5-118–5-130

behavior level of evaluation, 3-104, 3-106–3-

107, 3-109

behavioral control, in determining employee

status, 4-9–4-10

behavioral interviews, 2-212

behavioral reinforcement theory, 3-64–3-66

behavioral theories of leadership, 3-150–3-152

behaviorally anchored rating scales, 3-174–3-

175, 3-176

benchmark jobs, 4-57, 4-63

benchmarking, 2-183, 4-57, 4-63, 4-131

benefits, 4-2, 4-128, 5-54–5-55

death (Social Security), 4-182

disability, 4-182, 4-238–4-241, 4-267

flexible plans, 4-229–4-233

government-mandated, 4-180–4-189

health-care, 4-216–4-229, 4-266–4-267

for international employees, 4-254–4-257, 4-

262–4-267

legislation affecting, 4-132–4-133, 4-171–4-

172

limits, 4-165

needs assessment, 4-128–4-132

objectives of, 4-44–4-49

survivor’s (Social Security), 4-182

tax treatment, 4-248–2-249

unemployment, 2-224, 4-186–4-187, 4-

244

workers’ compensation, 2-147, 2-224, 4-

157, 4-187–4-189, 6-12–6-13

bereavement leave, 4-246

BFOQ (bona fide occupational qualification), 2-

8, 2-9–2-10, 2-98–2-99

bias, 2-216, 2-218–2-219, 3-177

bidding, job, 2-167, 2-169, 5-49

bills, 1-216–1-219, 1-220

biological attacks, 6-118–6-119

biometric verification, 6-130

blackout period/notice, and Sarbanes-Oxley Act,

4-168–4-169

Blake-Mouton Managerial Grid, 3-151–3-152

blended learning, 3-95–3-96

blocking-charge bar to election process, 5-168

blogs, and international recruitment, 2-188

bloodborne pathogens, 6-25–6-26

Bloodborne Pathogens standard, 6-25–6-26, 6-

28

Bloom’s taxonomy, 3-58–3-59

blue ocean strategy, 1-120, 1-121

blue-collar workers, 4-18–4-19

board of directors’ training, 1-204–1-206

Board of Education of Piscataway, Taxman v.,

2-95

body of knowledge, human resources, 1-10

Bollinger, Gratz v., 2-95–2-96

Bollinger, Grutter v., 2-95–2-96

bomb threats, 6-120, 6-121


4 © 2012 SHRM

bona fide occupational qualification, 2-8, 2-9–2-

10, 2-98–2-99

bonus

performance, 4-98

plus salary, 4-120

“bottom-line concept,” 2-23

boycotts, 5-250–5-252

BPI (business process improvement), 1-54

brainstorming, as safe harbor under National

Labor Relations Act, 5-77

brand pillar identification, 2-183

branding, 1-73, 1-107, 2-180–2-184

break-even analysis, 1-166

breaks, under Portal-to-Portal Act, 4-29

BRI (building-related illness), 6-71

bribes, 1-208

BRIC economies, 1-147

broadband access, 1-152

broadbanding, 4-73–4-74

budgeting, 1-50, 1-105–1-106, 4-121–4-122

building explosions, 6-119–6-120

building-related illness, 6-71

bumping, 5-226

Burke-Litwin Model of Organizational

Performance, 1-44

Burlington Northern Industries, Ellerth v., 2-

109–2-110

burnout, job, 6-89

business case, 1-24, 1-33, 1-36–1-38

business continuity planning, 6-8

business integration, 1-54

business partners, internal. See internal business

partners

business process improvement, 1-54

business results, 3-183–3-184

business unit strategy, 1-76, 1-77

Business Visitor visas, 2-37

C

“Cadillac plan” tax, under Patient Protection and

Affordable Care Act, 4-165

cafeteria approach to international

compensation, 4-261

cafeteria plans, 4-229–4-233

call-back pay, 4-100

campaign, election, 5-170–5-171

capacity, in operations, 1-111

capitated health-care plans, 4-216–4-217

career(s)

attitude toward, 1-144

development, 3-119–3-125

fairs, 2-178

management, 3-119

opportunities, access to, 5-49

paths, and job analysis, 2-147

planning, 3-119

plateaued, 3-139

sites, 2-188

career-average formula, 4-196, 4-197

career-ladder promotions, 3-128

case studies, as training method, 3-90, 3-92

cash awards, 4-107, 4-108

cash balance plan, 4-196–4-197

cash flow statement, 1-102–1-104

cash profit-sharing plans, 4-110

catastrophes and fatalities, as OSHA inspection

priority, 6-39

catch-up contributions, 4-162, 4-168, 4-199

category rating methods for performance

appraisal, 3-170–3-171

“cat’s paw” principle, 5-130

cause-and-effect diagram, 3-42–3-43

central tendency

error, 3-178

measures of, 4-67–4-69

centralization, 1-129

CEO (chief executive officer) and ethics, 1-194

certification

petition for, 5-161–5-162

of results/representative, 5-173

certification-year bar to election process, 5-168

CFO (chief financial officer) and ethics, 1-195

chain of command, 1-127–1-128

challenges to voter eligibility, 5-171

champion, project, 1-33

change, 1-42–1-43

and accountability, 1-23–1-24

and ethics, 1-16–1-17

and globalization, 1-12–1-15

management models, 1-43–1-45

managing, 1-42–1-46

and organizational boundaries, 1-17–1-22

and organizational development, 3-32, 3-34–

3-35, 3-36

process theory, 3-36

role of human resources, 1-1, 1-45–1-46

technological, 1-1

in workforce/workplace, 1-11–1-12


© 2012 SHRM 5

Change to Win, 5-10

charter, project, 1-33

charts and graphs, 1-176

check sheets, 3-44–3-45

checklists, 3-107, 3-171

chief ethics officer, 1-195

chief executive officer and ethics, 1-194

chief financial officer and ethics, 1-195

chief human resources officer and ethics, 1-195

child labor provisions of Fair Labor Standards

Act, 4-22–4-24

child-care services, 4-247

chosen officer, in alternative dispute resolution,

5-132

CHRO (chief human resources officer) and

ethics, 1-195

Cintas v. NLRB, 5-111–5-112

CIO (Congress of Industrial Organizations), 5-4

Circuit City Stores v. Adams, 5-132–5-133

circumvention, unlawful, 5-219

citations, OSHA, 6-40–6-41, 6-42–6-43

City of Boca Raton, Faragher v., 2-108–2-110

City of Richmond v. J. A. Croson Company, 2-98

Civil Rights Act of 1964, Title VII, 2-5–2-8, 2-

11, 2-45, 2-108, 2-283, 3-24–3-25, 3-26

Civil Rights Act of 1991, 2-8–2-9, 2-45, 5-38

Civil Service Reform Act, 5-146, 5-147

claims, Fair Labor Standards Act, investigation

of, 4-25

classification

of incidents, 6-61–6-62

job, 4-54, 4-56–4-57, 4-62

classroom training, 3-89–3-92

clawback provisions, in Dodd-Frank Wall Street

Reform and Consumer Protection Act, 4-35–

4-36, 4-114

Clayton Act, 5-3, 5-141, 5-147

cliff vesting, 4-135, 4-136

climate surveys, 5-51

Cline, General Dynamics Land Systems, Inc., v.,

2-96

closed questions, 2-215

closed shop, 5-145, 5-224

closing conference in OSHA inspections, 6-40

cloud computing, 1-13–1-14, 1-55

CMCEs (corporate management compliance

evaluations), 2-91–2-92

coaching, 3-124–3-125

coalition bargaining, 5-214

COBRA. See Consolidated Omnibus Budget

Reconciliation Act

Coca-Cola, class-action racial discrimination

lawsuit against, 2-74

code of conduct, 5-110

code of ethics, 1-9, 1-193–1-194, 1-196

co-employment, 2-200

coercion, 2-269, 5-188–5-191, 5-194–5-195

cognitive ability tests, 2-220

COLAs (cost-of-living adjustments), 4-97

collaboration, tools for, 1-56

collective bargaining, 5-210–5-211. See also

collective bargaining agreement; contracts:

negotiations

agreement, 5-104, 5-108, 5-118, 5-210, 5-

221–5-229. See also collective bargaining;

contracts: negotiations

contract negotiations, 5-215–5-217

good-faith bargaining requirements, 5-217–

5-221

and international compensation and benefits,

4-256

management rights, 5-225–5-226

and NLRB enforcement, 5-237

in public sector, 5-212

subjects, 5-211–5--212

types, 5-213–5-214

collectivism/individualism, 3-12

college career fairs, 2-178

college savings plans, 4-206

college/university programs, 3-126

color discrimination, 2-6

combination step-rate and performance pay

structure, 4-89

commissions, 4-107, 4-119–4-120

committees, 3-81, 3-126, 5-76–5-78, 5-82, 6-59

common law, 5-20–5-29

contract law, 5-26–5-29

tort claims, 5-23–5-26

common situs picketing, 5-249

communication

with employees, 4-273–4-276

management, 5-7

programs, 5-49–5-54

of safety messages, 6-67

community awareness, and international

recruitment, 2-188

community involvement, 1-209–1-211

community of interests, in bargaining unit, 5-

165


6 © 2012 SHRM

commuting costs, 4-248

commuting employees, 2-135

company car, 4-247

comparable worth, 4-32

compa-ratios, 4-71–4-72

comparative methods for performance appraisal,

3-171–3-172

compensable factors, 4-57–4-61

compensation

administration, and job analysis, 2-146

controlling costs, 4-121–4-122

deferred, 4-194–4-211

direct, 4-2

evaluation of, 4-272–4-273

indirect. See benefits

for international employees, 4-257–4-261

legislation affecting, 4-6, 4-37–4-38

objectives of, 4-44–4-49


in strikes, 5-255

compensatory damages, 2-8–2-9

compensatory time, 4-22

competencies, 2-142, 2-155–2-156, 3-15

competency models, 2-155, 3-15

competency-based pay systems, 4-92

competitive labor market, and international

compensation and benefits, 4-255

competitive strategies, 1-117–1-122

blue ocean strategy, 1-120, 1-121

cost leadership, 1-117, 1-118

customer intimacy, 1-120, 1-121

differentiation, 1-117, 1-118–1-119

focus, 1-117, 1-119

human capital advantage, 1-120, 1-121–1-

122

operational excellence, 1-120

product leadership, 1-120

complaints

hearing of, and unfair labor practice charge,

5-201–5-202

as OSHA inspection priority, 6-39

process, Equal Employment Opportunity

Commission, 2-47–2-49

remedies, 5-38

resolution, 5-229–5-237

compliance

and affirmative action, 2-88–2-93

check, 2-89

and due diligence, 1-21–1-22

evaluations, 2-88–2-92

compliance (continued)

and Fair Labor Standards Act, 4-7–4-8

review, 2-89

comprehension, as level of learning, 3-59

compression, pay/salary, 4-95–4-96

compulsory arbitration, 5-233

computer employees, under Fair Labor

Standards Act, 4-16

computer monitors, 6-70

computer vision syndrome, 6-70

Concepcion, AT&T v., 5-133

conciliation, 5-236

concluding activities, and Portal-to-Portal Act,

4-28–4-29

concurrent validity, 2-229–2-230

conditions, unsafe, 6-61–6-62

conferences, scheduling, in litigation, 5-33, 5-39

confidential employees, and eligibility to vote in

union elections, 5-163–5-164

confidentiality, 4-145–4-146

duty of, 5-29

in employment contracts, 2-238

in investigation during litigation process, 5-

35–5-36

Confined Space Entry standard, 6-27, 6-29

conflict of interest, 1-202

Congress of Industrial Organizations, 5-4

Congressional Accountability Act, 2-43–2-44, 2-

46

consent agreement, 5-162

consent elections, 5-162

consideration, in behavioral leadership, 3-150

consistent treatment of employees, 5-7, 5-49

Consolidated Omnibus Budget Reconciliation

Act, 2-270, 2-283, 4-138–4-142, 4-143, 4-155,

4-171, 4-274

constraints, theory of, 3-46–3-47

construct validity, 2-228

constructive confrontation, 6-97

constructive discharge, 2-109, 2-110–2-111, 2-

268

consulting services, 6-73–6-74

consumer boycotts, 5-150

Consumer Credit Protection Act, 2-59, 2-63

consumer picketing, 5-249

consumer price index, 1-143, 4-97

consumer protection legislation, 2-59–2-63

consumer-directed health care, 4-225–4-229

content revision, 3-98

content validity, 2-227–2-228


© 2012 SHRM 7

contingency theory of leadership, 3-154–3-155

contingent job offers, 2-234–2-235

continuing education programs, 3-126

contract agencies, and international recruitment,

2-188

contract bar to election process, 5-168

contract workers, 2-197

contractors, third-party, 1-42, 1-46–1-53

contracts, 1-52, 5-26. See also collective

bargaining agreement

administration, 5-229–5-237

and common law, 5-26–5-29

complaint resolution, 5-229–5-237

costing, 5-228–5-229

employment, 2-236–2-241

enforcement, 5-237

negotiations, 5-215–5-217

contrast effect/error, 2-218, 3-179

contribution-oriented corporate culture, 4-46

contrived reinforcers, 3-66

control chart, 3-42

control, in operations, 1-112–1-113

Control of Hazardous Energy standard, 6-25, 6-28

control, span of, 1-128

controlling, as management function, 1-30

coordinated bargaining, 5-214

coordination of benefits, 4-221

copayment, 4-221

Copeland “Anti-Kickback” Act, 4-7, 4-37

copyright, 1-203, 3-21–3-22

Copyright Act, 3-20–3-24, 3-26

fair use, 3-23–3-24

public domain, 3-22–3-23

work made for hire, 3-21–3-22

core competencies, 3-15

corporate campaign, 5-151

corporate citizenship programs, 1-209–1-211

corporate espionage, 6-128

corporate governance, 3-10, 6-11–6-12

corporate management compliance evaluations,

2-91–2-92

corporate sabotage, 6-128

corporate social responsibility, 1-203–1-204, 3-10

corrective action, 1-69, 1-80, 1-82, 6-62

correlation, 1-179–1-180, 2-229

cost

of alcohol and drug abuse, 6-91

leadership, 1-117, 1-118

of loss through theft and fraud, 6-107, 6-

110–6-111

cost (continued)

of occupational injuries, 6-55–6-56

per hire, 1-173

of recruiting, 2-185–2-187

of training, calculating, 3-82–3-83

cost-benefit analysis, 1-159–1-162, 3-82–3-83

cost-effectiveness

of health programs, 6-87, 6-97–6-98

of selection process, 2-231

costing contracts, 5-228–5-229

cost-of-living adjustments, 4-97

costs, controlling

compensation, 4-121–4-122

Family and Medical Leave Act, 4-156

health care, 4-222–4-225

counseling, 3-124, 5-54, 6-97

counting eligible votes in representation

elections, 5-171–5-172

country club managers, 3-151, 3-152

Coverdell Education Savings Accounts, 4-206,

4-207

CPI (consumer price index), 1-143, 4-97

creative professionals, under Fair Labor

Standards Act, 4-15–4-16

credentialing, human resources, 1-10

credit card policies, 6-108–6-109

credit investigations, 1-198, 2-225. See also Fair

and Accurate Credit Transactions Act; Fair

Credit Reporting Act

criminal background checks, 2-226

criminal penalties, Sarbanes-Oxley Act, 4-170

criteria for recording injuries and illnesses under

OSHA, 6-29–6-31

criterion-related validity, 2-228–2-231

critical incidents, 3-107, 3-173, 3-176

CRM (customer relationship management), 1-54

Crosby, Philip B., 3-39, 3-40

cross-cultural differences, and leadership, 3-158

cross-functional work teams, 5-81

Crown Cork and Seal Company, 5-76

cultural considerations in due diligence, 1-21

cultural issues, 3-11–3-13

cultural noise, 2-218–2-219

culture

impact of differing, 3-9–3-10


4-255

low-/high-context, 3-13

organizational, 3-33—3-34, 4-45–4-46, 5-

46, 5-57


8 © 2012 SHRM

curves, learning, 3-56–3-58

customer intimacy strategy, 1-120, 1-121

customer relationship management, 1-54

CVS (computer vision syndrome), 6-70

D

D&O (directors’ and officers’) liability

insurance, 6-12

damages, compensatory/punitive, 2-8–2-9

Dana Corporation, 5-168, 5-175

DART (Days Away/Restricted), 6-37

data

aged, 4-66

analysis, 4-65–4-69, 5-93, 5-96–5-97

factored for geography, 4-66

leveled, 4-66

Davis, Washington v., 2-72–2-73

Davis-Bacon Act, 2-284, 4-6, 4-37

de minimis violations under OSHA, 6-42

death benefits, Social Security, 4-182

deauthorization, 5-178, 5-179

DeBartolo II, 5-151

debt ratio, 1-104

decentralization, 1-129–1-130

decertification, 5-176–5-177, 5-179

decision and direction of elections, 5-167

decision, and unfair labor practice charge, 5-

202–5-203

decision-making authority, redistribution of, 1-18

decline, in evolution of organizations, 1-116, 1-

117

decreasing returns in learning, 3-57

deductibles, in health plans, 4-221

deductions

improper, 4-17–4-18

from pay, 4-82

defamation, 5-24, 5-26

Defense Authorization Bill, 4-7

defenses against litigation, 2-276

deferred compensation plans, 4-194–4-211

nonqualified, 4-207–4-209

qualified, 4-194–4-207

deferred profit-sharing plans, 4-110–4-111

defined benefit plans, 4-136, 4-162–4-164, 4-

195–4-197, 4-202

defined contribution plans, 4-136, 4-162–4-164,

4-198–4-202

delivery methods, training, 3-89–3-97

Delphi technique, 2-128, 2-129

demand analysis, 2-119, 2-120, 2-127–2-130

Deming, W. Edwards, 3-39, 3-40

demographic factors, in environmental scan, 1-

136–1-142

demonstration, as training method, 3-91, 3-92

demotions, 3-128

dental plans, 4-218

department communication meetings, 5-52

Department of Homeland Security, 6-44–6-45,

6-122

departmentalization, 1-123–1-127

divisional structure, 1-125–1-126

functional structure, 1-123–1-125

hybrid structures, 1-123

matrix structure, 1-126–1-127

dependent coverage, under Patient Protection

and Affordable Care Act, 4-165

dependent group life insurance, 4-242

dependents, care of, 4-246–4-247

description, job, 2-142, 2-145, 2-148–2-151, 2-

156–2-158, 2-164

descriptive statistics, 1-176–1-180


measures of association, 1-179–1-180

measures of central tendency, 1-176–1-178

measures of variation, 1-178–1-179

design

in ADDIE model, 3-75, 3-84–3-87

job, 5-66–5-69

organizational, 1-115–1-122

of workplace, and safety, 6-65–6-66

designation of responsibility, in affirmative

action plans, 2-86

designing training programs in-house vs.

purchasing “off the shelf,” 3-86–3-87

desk audit, 2-89

DeStefano, Ricci v., 2-24, 2-70–2-71, 2-96–2-97

development, 3-11

in ADDIE model, 3-75, 3-87–3-97

strategy, 1-68, 1-71–1-77

developmental activities, 3-74

DeWolff, LaRue v., 4-134–4-135

differential pay, 4-98–4-102

differential piece-rate pay system, 4-91

differentials

for foreign pay, 4-102

geographic pay, 4-101–4-102

for labor costs, 4-101–4-102

for locations, 4-102

time-based, 4-99–4-101


© 2012 SHRM 9

differentiation, 1-117, 1-118–1-119

“digital divide,” 1-152

direct compensation, 4-2

direct sales personnel, pay plans, 4-119–4-120

directed elections, 5-162

directing, as management function, 1-30

directive interviews, 2-211

directors, pay plans for, 4-121

directors’ and officers’ liability insurance, 6-12

disability, 2-12–2-18, 2-28–2-29, 2-217, 4-182,

4-189, 4-238–4-241, 4-267. See also ADA

Amendments Act; Americans with Disabilities

Act

disaster recovery, 6-8–6-9, 6-130

disasters, 6-111

discharge, 5-127–5-129

constructive, 2-109, 2-110–2-111, 2-268

retaliatory, 2-269

discipline in workplace, 5-118–5-130

disciplinary action, 5-121–5-130

disciplinary terminations, 5-127–5-129

due process, 5-121–5-122

nonpunitive, 5-123, 5-124

and organizational culture, 5-123–5-124

preventive measures, 5-124

progressive, 5-121, 5-122, 5-124–5-129

punitive, 5-123, 5-124

warnings, 5-126–5-127

discovery process, in litigation, 5-33–5-36, 5-39

discrimination

age, 2-9–2-11, 2-96

cases, 2-70–2-74

color, 2-6

effects of past, 2-70

exceptions to definition, 2-7–2-8

gender, 2-5, 2-106–2-113

and genetic information, 2-19–2-21

national origin, 2-5–2-6

prevention, 3-89

race, 2-6

recognizing, 2-69–2-70

reverse, 2-94–2-97

types, 2-69–2-70

as unfair labor practice, 5-193, 5-196, 5-197

wage, 2-21–2-22

and workers with caregiving responsibilities,

2-68

discriminatory actions, under Equal Pay Act, 4-

33

discriminatory membership fees, as unfair labor

practice, 5-197

discussion, group

as data-gathering method, 3-81

as training method, 3-91, 3-92

diseases, infectious, 6-25–6-26, 6-80–6-84

disparate impact, 2-11, 2-22–2-25, 2-69–2-71, 2-

96–2-98

disparate treatment, 2-68, 2-69, 2-70, 2-71–2-72,

2-97

displaced workers, 1-14

disposable income, 1-143

distance learning, 3-93

distributive bargaining, 5-216

diversity, 1-12, 1-145, 1-202–1-203, 3-38–3-39,

3-134–3-136

divestiture, 1-18, 1-23

dividend yield, 1-105

division of labor, and scientific management, 5-

66

divisional structure, 1-125–1-126

document retention, 2-282–2-292

document reviews, 3-81

documentation of employee performance, 3-

182–3-183

“documented alien,” definition, as applies to

Immigration and Nationality Act, 2-29

Dodd-Frank Wall Street Reform and Consumer

Protection Act, 1-17, 1-202, 1-204, 1-206–1-

207, 2-62–2-63, 4-35–4-36, 4-38, 4-114

domestic violence, 6-117

domination of labor organizations by employer,

5-52–5-53, 5-65, 5-76–5-78, 5-191–5-193

double breasting, 5-251

downsizing, 2-264–2-273

draw, 4-107

drug plans, 4-185, 4-217–4-218

drug testing, 1-199, 6-94–6-96

drug use symptoms, 6-94

Drug-Free Workplace Act, 1-199, 2-223, 6-43–

6-44, 6-47

dual career ladders, 3-129–3-130, 4-120

due diligence, 1-20–1-22, 1-48

due process, in disciplinary action, 5-121–5-122

dues checkoff, 5-225

Duke Power, Griggs v., 2-70–2-71

Dupont & Company, 5-192–5-193

duty

of confidentiality, 5-29

of fair representation, 5-195–5-196


10 © 2012 SHRM

duty (continued)

of good faith and fair dealing, 5-21–5-22

of loyalty, 5-25, 5-26, 5-29

of successor employers/unions, 5-219–5-220

E

E. I. Dupont & Company, 5-192–5-193

E-1/E-2/E-3 visas, 2-37

EAPs (employee assistance programs), 4-243, 6-

86–6-87, 6-115

early retirement, 2-269, 2-271–2-273, 3-140

earnings test, Social Security, 4-182

EB-1/EB-2/EB-3 visas, 2-35, 2-36

Ebay, Kepas v., 5-134

economic factors

in environmental scan, 1-142–1-144


4-256

Economic Growth and Tax Relief Reconciliation

Act, 4-167–4-168, 4-172, 4-199

economic inequities, 5-8

economic strikes, 5-246

ECPA (Electronic Communications Privacy

Act), 1-200–1-201

e-discovery, 1-54–1-55

Education IRAs, 4-167, 4-206

Education Savings Accounts, 4-206, 4-207

educational recruiting, 2-177–2-178, 2-180, 2-

188

EEO. See equal employment opportunity

EEO-1 (Employer Information Report), 2-75–2-

77, 2-283

EEOC. See Equal Employment Opportunity

Commission

EEOC v. Waffle House, 5-133

EFCA (Employee Free Choice Act), 5-12

effectiveness, 1-158

efficiency, 1-158

EGTRRA. See Economic Growth and Tax

Relief Reconciliation Act

EI. See emotional intelligence; employee

involvement

80% rule, 2-22–2-24, 2-84

elder care, 4-247

e-learning, 3-93–3-95

election not granted, 5-173–5-174

elections. See representation elections

Electromation, 3-126, 5-76, 5-192

electronic communications, 5-53–5-54

Electronic Communications Privacy Act, 1-200–

1-201

electronic document retention, 2-290–2-291

electronic files, recovery of, 6-130

Ellerth v. Burlington Northern Industries, 2-

109–2-110

Elliott-Larsen Civil Rights Act (Michigan), 2-

110

Emergency Exit Procedures standard, 6-24, 6-28

emergency response plans, 6-111–6-114, 6-122–

6-123

emergency-shift pay, 4-99

emergent strategy, 1-84

emotional intelligence, 3-156–3-157

employee and labor relations, 5-1, 5-2–5-6

employee assistance programs, 4-243, 6-86–6-

87, 6-115

employee attitudes, assessment of, 5-90–5-99

Employee Commuting Flexibility Act, 4-30

employee development programs, 3-125–3-133

employee duty

of confidentiality, 5-29

of loyalty, 5-25, 5-26, 5-29

employee feedback, 5-98

employee fitness programs, 6-87–6-91

employee focus groups, 5-94–5-96

Employee Free Choice Act, 5-12

employee growth, 3-184

employee handbooks, 5-107–5-113

employee involvement, 5-64

benefits of, 5-64–5-65

in discipline process, 5-123–5-124

human resources role, 5-65

and National Labor Relations Act, 5-65, 5-

76–5-78

strategies, 5-65–5-84

employee leasing, 2-198

employee list, 5-169

employee manuals, 5-107–5-113

employee participation programs, 5-52–5-53, 5-

65, 5-76–5-78, 5-191–5-193

employee performance, 3-166

Employee Polygraph Protection Act, 1-199, 2-

57–2-58, 2-63, 2-222, 2-284

employee privacy, 6-130–6-131

employee records management, 2-282–2-292

employee referrals, 2-168–2-169, 2-189

employee representation, and international


employee responsibilities under OSHA, 6-19


© 2012 SHRM 11

Employee Retirement Income Security Act, 2-

10, 2-284, 4-133–4-138, 4-169, 4-171, 4-243,

4-273–4-274

employee rewards, 3-184

employee rights

legislation, 2-4–2-46

under OSHA, 6-19–6-21

Employee Right-to-Know Law. See Hazard

Communication standard

employee security, 5-226

employee self-assessment tools, 3-123–3-124

employee self-service applications, 4-276–4-277

employee stock-ownership plans, 4-111–4-112,

4-199, 4-202

employee suggestion systems, 5-77, 5-83–5-84

employee surveillance, 5-190

employee surveys, 5-90–5-93

employee wellness programs, 6-87–6-91

employees, computer, under Fair Labor

Standards Act, 4-16

employees, exempt, 4-12–4-20, 4-27

employees, fair and consistent treatment of, 5-7,

5-49

employees, former, as recruitment source, 2-

169–2-170, 2-179

employees, highly compensated, 4-16, 4-195

employees, and independent contractors, 4-8–4-

12

employees, monitoring, 6-131

employees, motivating, 1-45, 1-69, 1-77, 1-79–

1-80

employees, nonexempt, 4-12–4-20, 4-27

employees, outside sales, 4-17

employees, rights and responsibilities of, 5-16–

5-18, 5-186–5-187

employer defenses against litigation, 2-276

Employer Information Report, 2-75–2-77, 2-283

employer liability, 2-99–2-100

employer privacy, 6-128–6-130

employer responses to harassment, 2-111–2-112

employer responsibilities, 5-186–5-187

in cases of workplace violence, 6-115

under OSHA, 6-21–6-22, 6-85–6-86

employer rights,5-186–5-187, 6-22–6-23, 6-38

employer unfair labor practices, 5-187, 5-188–5-

194

employer-provided sick leave, 4-239

employment agencies, 2-175, 2-180, 2-188

employment agreements, 2-236–2-241

employment branding, 2-180–2-184

employment contracts, 2-236–2-241

employment factors, in environmental scan, 1-

144–1-147

employment information and workplace privacy,

1-197–1-198

employment offers, 2-235–2-241

employment practices liability insurance, 2-99–

2-100, 6-10–6-11

employment rights under common law, 5-20–5-

29

employment-at-will, 2-237, 2-270, 5-20–5-22, 5-

246

enforcement, Fair Labor Standards Act, 4-25

“Enforcement Guidance—Unlawful Disparate

Treatment of Workers with Caregiving

Responsibilities,” 2-68

enlargement, job, 3-127, 5-69

enrichment, job, 3-127, 5-69

enterprise resource management, 1-8–1-9, 1-54

enterprise resource planning, 1-54

entitlement-oriented corporate culture, 4-45–4-

46

environmental considerations for HRD

programs, 3-100–3-101

environmental health hazards, 6-84–6-86

Environmental Protection Agency, 6-71, 6-112

environmental scanning, 1-68, 1-72, 1-74, 1-136

demographic factors, 1-136–1-142

economic factors, 1-142–1-144

employment factors, 1-144–1-147

international factors, 1-147–1-149

political factors, 1-149–1-150

social factors, 1-150

technological factors, 1-151–1-152

EOB (explanation of benefits), 4-221

EPA (Environmental Protection Agency), 6-71,

6-112

EPA (Equal Pay Act), 4-31–4-33, 4-37

epidemiology, 6-80

EPLI (employment practices liability insurance),

2-99–2-100, 6-10–6-11

EPOs (exclusive provider organizations), 4-217

EPPs. See employee participation programs

equal employment opportunity, 2-68–2-70, 2-

187, 2-209

annual reporting form, 2-74–2-77

applicant flow data, 2-77–2-79

laws, 5-19

reporting requirements, 2-74–2-79


12 © 2012 SHRM

Equal Employment Opportunity Commission, 2-

7, 2-68, 2-106, 2-111, 2-201

complaint process, 2-47–2-49

and essential job functions, 2-153–2-154

ruling on Medicare, 4-186

Equal Pay Act, 2-285, 4-31–4-33, 4-37

equal work, 4-31–4-32

equity, 1-99

external, 4-47–4-48

internal, 4-48

in selection, 2-231

theory, 3-64

ergonomics, 6-68–6-6-71, 6-74

ERISA. See Employee Retirement Income

Security Act

ERM (enterprise resource management), 1-8–1-

9, 1-54

ERP (enterprise resource planning), 1-54

errors in performance appraisal, 3-176–3-179

ESAs (Education Savings Accounts), 4-206, 4-

207

ESOPs. See employee stock-ownership plans

ESS (employee self-service) applications, 4-

276–4-277

essay, 3-173

essential job functions, 2-13, 2-152–2-154, 2-

235

ethics, 1-192

code of, 1-9, 1-193–1-194, 1-196

role of human resources, 1-16–1-17, 1-192–

1-193

role of other employees, 1-194–1-195

ethnicity, 1-141, 2-5

ethnocentric approach to international business,

2-133, 2-134

evaluation

of compensation and benefits system, 4-

272–4-273

job, 4-54–4-63


project, 1-35, 1-53

of safety programs, 6-68

strategy, 1-68, 1-69, 1-80–1-83

of training programs, 3-75, 3-102–3-110

e-Verify, 2-31, 2-33–2-34

evolution of organizations, 1-115–1-117

Excelsior List, 5-169

exceptions, under Equal Pay Act, 4-33

excess deferral plans, 4-208

excess group-term life insurance, 4-241–4-242

excessive membership fees, as unfair labor

practice, 5-197

Exchange Visitor visas, 2-37

exclusive provider organizations, 4-217

executive

coaching, 3-125

compensation, and fairness, 4-114

exception to mandatory retirement, 2-10

exemption, under Fair Labor Standards Act,

4-14

pay plans, 4-113–4-119

search firms, 2-176, 2-180

Executive Orders

11246, 2-26, 2-45, 2-285

13496, 5-18

executives, protection of, 6-106–6-107

exempt employees, 4-12–4-20, 4-27

exercise, structured, 3-91, 3-92

exit interviews, 2-273–2-275

exit, organizational, 2-264

expatriates, 2-134, 4-254

expatriation, 3-136–3-137

expectancy theory, 3-63–3-64

expense policies, 6-109

experience rating, 4-186, 4-189

explanation of benefits, 4-221

explosions, 6-119–6-120

express oral contract, 5-27, 5-29

extended business travelers, 2-135

extended organizations, 1-18

external coaching, 3-125

external control systems, 6-106

external equity, 4-47–4-48

external evaluators, as source for evaluating

training programs, 3-110

external pay surveys, 4-64–4-65

external recruiting sources, 2-165, 2-169–2-180,

2-187–2-189

extinction, 3-66

extrinsic rewards, 3-68

F

F-1 visas, 2-37

FAA (Federal Arbitration Act), 5-133

Facebook, 2-174

facilitation

mediation, 5-236

tips, 3-99–3-100


© 2012 SHRM 13

facilitator

selecting, 3-98–3-100

as source for evaluating training programs,

3-109

facility, selecting, 3-100–3-102

FACT (Fair and Accurate Credit Transactions)

Act, 2-61–2-62, 2-63, 2-285–2-286

fact finding, 5-131, 5-236

factor comparison method of job evaluation, 4-

54, 4-61, 4-62

Factor Evaluation System, 4-58

failure to provide fair representation, 5-195–5-

196

Fair and Accurate Credit Transactions Act, 2-

61–2-62, 2-63, 2-285–2-286

Fair Credit Reporting Act, 1-198, 2-59–2-61, 2-

63, 2-224

Fair Labor Standards Act, 2-286, 4-7, 4-37, 6-

46, 6-47

and alternative work schedules, 5-70

blue-collar workers, 4-18–4-19

child labor provisions, 4-22–4-24

compensatory time, 4-22

compliance requirements, 4-7–4-8

employees vs. independent contractors, 4-8–

4-12

enforcement, 4-25

exempt employees vs. nonexempt

employees, 4-12–4-20, 4-27

improper deductions, 4-17–4-18

investigating claims, 4-25

minimum wage, 4-12–4-13, 4-24–4-25, 4-

26–4-27

overtime pay, 4-12–4-13, 4-20–4-22, 4-100–

4-101

penalties, 4-26

record keeping, 4-25

safe harbor, 4-17–4-18

veteran status, 4-18–4-19

white-collar exemptions, 4-13–4-17

fair representation, 5-195–5-196

fair treatment of employees, 5-7, 5-49

fair use of copyrighted material, 3-23–3-24

fairness, 1-17, 2-93–2-99

False Claims Act, 1-206

faltering company exception to Worker

Adjustment and Retraining Notification Act,

2-42, 2-43

Family and Medical Leave Act, 2-20, 2-286, 4-

157, 4-171

concurrent with other leave, 4-153

cost containment, 4-156

coverage, 4-149–4-153

exception when husband and wife work for

same employer, 4-150

expansion, 4-153–4-155

fitness for duty, 4-152

health benefit continuation, 4-155

and in loco parentis relationships, 4-150–4-

151

intermittent leave, 4-152

medical certification, 4-152

military caregiver leave, 4-154–4-155

modified-duty programs, 4-156

notice, 4-151–4-152

qualified exigency leave, 4-154

reinstatement rights, 4-155–4-156

serious health condition, 4-151

Faragher v. City of Boca Raton, 2-108–2-110

FASB (Financial Accounting Standards Board),

4-173, 4-174

fast-track programs, 3-132–3-133

fatalities and catastrophes, as OSHA inspection

priority, 6-39

FCPA (Foreign Corrupt Practices Act), 1-208

FCRA (Fair Credit Reporting Act), 1-198, 2-59–

2-61, 2-63, 2-224

featherbedding, 5-197

Federal Arbitration Act, 5-133

federal contractors, obligations for, 5-18

Federal Emergency Management Agency, 6-

111, 6-112

federal income tax withholding, 2-287

Federal Insurance Contribution Act, 2-287

Federal Labor Relations Authority, 5-146, 5-186

Federal Mediation and Conciliation Service, 5-

145

Federal Unemployment Tax Act, 2-287

feedback, 3-170, 3-180–3-181, 5-49–5-54, 5-68,

5-97–5-98

fee-for-service health-care plans, 4-216

FEMA (Federal Emergency Management

Agency), 6-111, 6-112

femininity/masculinity, 3-12

FES (Factor Evaluation System), 4-58

fetal protection policies, 6-84–6-85

fiduciary status of HR professionals, 6-11


14 © 2012 SHRM

Fiedler’s contingency theory, 3-154–3-155

field review, 3-173

file studies, 1-183

filing unfair labor practice charge, 5-200

final written warning, in disciplinary action, 5-

126–5-127

final-pay formula, 4-196, 4-197

finance and accounting, 1-95–1-106

Financial Accounting Standards Board, 4-173,

4-174

financial considerations in due diligence, 1-21

financial control, in determining employee

status, 4-10–4-11

financial procedures to prevent theft and fraud,

6-108–6-109

financial ratios, 1-101–1-102, 1-104–1-105, 1-

166

financial service industry workers, under Fair

Labor Standards Act, 4-19

financial statements, 1-96–1-104, 1-166–1-167

First National Bank of Oregon, Leggett v., 4-145

first responders, under Fair Labor Standards Act,

4-19

first-impression error, 2-216

fishbowl interviews, 2-213

fitness for duty, 2-235, 4-152

fitness programs, 6-87–6-91

529 plans, 4-205–4-206, 4-207

“flat organizations,” 1-128

flat-dollar formula, 4-196, 4-197

flat-rate pay system, 4-88, 4-93

flexible benefit plans, 4-229–4-233

flexible spending accounts, 4-230–4-231, 4-233

flexible staffing, 1-46, 2-196–2-201, 3-38, 3-

133–3-134

flexible work, 3-38, 3-133–3-134

flextime, 5-70–5-71, 5-75

floaters, 2-197

flow analysis, 2-126–2-127

FLRA (Federal Labor Relations Authority), 5-

146

FLSA. See Fair Labor Standards Act

FMCS (Federal Mediation and Conciliation

Service), 5-145

FMLA. See Family and Medical Leave Act

focus

as competitive strategy, 1-117, 1-119

groups, 3-81, 5-94–5-96

focused review, 2-89

follow-ups, and OSHA inspections, 6-39, 6-62

forced choice, 3-171

forced distribution, 3-172, 3-176

forecasts, 2-118–2-119, 2-121–2-122

judgmental, 2-127–2-129

statistical, 2-130

Foreign Corrupt Practices Act, 1-208

foreign pay differentials, 4-102

forensic accounting, 6-108

Forklift Systems, Inc., Harris v., 2-108

Form 300, OSHA, 6-31–6-32, 6-33, 6-34, 6-37,

6-40

Form 300A, OSHA, 6-32, 6-33, 6-35

Form 301, OSHA, 6-32–6-33, 6-36, 6-64

Form 5500, 4-137, 4-273–4-274

Form I-9, 2-30–2-31, 2-32, 2-288

formalization, 1-130

former employees, as recruitment source, 2-169–

2-170, 2-179

formula budgeting, 1-106

formulation, strategy, 1-68, 1-70–1-71

401(k) plans, 4-162–4-164, 4-166, 4-199–4-200,

4-201

403(b) plans, 4-164, 4-201, 4-202

457 plans, 4-204–4-205, 4-208

“four Ps” of marketing, 1-107–1-108

four-fifths rule, 2-22–2-24, 2-84

fraud, 6-107–6-109

fraudulent misrepresentation, 5-24–5-25, 5-26

free agency, 2-199

frequency distributions, 4-66–4-67

frequency tables, 4-66–4-67

frequent flyers, 2-135

FSAs (flexible spending accounts), 4-230–4-

231, 4-233

full cafeteria plans, 4-232, 4-233

fully insured health-care plans, 4-219

functional strategy, 1-76, 1-77

functional structure, 1-123–1-125

functional work teams, 5-81

functions, management, 1-30

funding

health-care programs, 4-219–4-220

Social Security program, 4-183

G

gainsharing plans, 4-108–4-109

Gantt charts, 1-38–1-39

gap analysis, 2-119, 2-120, 2-130–2-131, 4-129–

4-132


© 2012 SHRM 15

garnishment, 2-59

gatekeepers, 4-221

GATT (General Agreement on Tariffs and Trade),

1-148

GDP (gross domestic product), 1-143

gender, 1-137–1-138

definition, as applies to Civil Rights Act of

1967, Title VII, 2-5

differences, and leadership, 3-157–3-158

discrimination, 2-5, 2-106–2-113

identity, 2-5, 2-113

General Agreement on Tariffs and Trade, 1-148

general counsel and ethics, 1-195

General Duty Clause, 6-19, 6-21–6-22, 6-80

General Dynamics Land Systems, Inc., v. Cline,

2-96

general pay increases, 4-97

General Schedule system, 4-56

Generation X, 1-139

Generation Y, 1-140

generational characteristics, and leadership, 3-

158

generational differences, 1-138–1-140

Genetic Information Nondiscrimination Act, 2-

19–2-21, 2-45, 4-161–4-162, 4-171, 6-45–6-

46, 6-47, 6-90–6-91

genetic information, discrimination on basis of,

2-19–2-21

geocentric approach to international business, 2-

133, 2-134

geographic pay differentials, 4-101–4-102

geographic shifts in population, 1-141

geography, data factored for, 4-66

GINA. See Genetic Information

Nondiscrimination Act

Gissel order, 5-175

glass ceilings, 2-91–2-92, 3-139–3-140

global competence as human resource

professional role, 1-10

global internships, 2-188

globalization, 1-12–1-15, 1-147–1-148, 3-9–3-

15

goals, 2-146–2-147, 3-67–3-68, 3-84–3-86, 3-

164–3-165

golden handcuffs, 4-105

golden parachutes, 4-115

good-faith bargaining, 5-217–5-221

Goodyear Tire & Rubber Co., Ledbetter v., 2-

21, 4-35

governance, corporate, 3-10

government agencies, and international

recruitment, 2-188

government mandates, and international


government-mandated benefits, 4-180–4-189

graded vesting, 4-135, 4-136

grades, pay, 4-69–4-70

graphic scales, 3-171–3-172, 3-176

graphical misrepresentation errors, 5-97

graphs, 1-176

Gratz v. Bollinger, 2-95–2-96

Great Recession, 1-11, 1-143

green cards. See immigrant visas

Green, McDonnell Douglas Corp. v., 2-71–2-72

green-circle pay rates, 4-95

grievance process/procedures, 5-76, 5-202, 5-

229–5-231, 5-233–5-237

Griggs v. Duke Power, 2-70–2-71

gross domestic product, 1-143

gross earnings, 4-81

gross profit margin, 1-101, 1-104

Gross v. Hale-Halsell Co., 2-43

group discussion


as training method, 3-91, 3-92

group incentive pay plans, 4-108–4-110

group interviews, 2-212–2-214

group performance appraisal, 3-169

group performance incentives, 4-109–4-110

group-term life insurance, 4-241–4-242

growth

in evolution of organizations, 1-116, 1-

117

orientation, 1-75–1-76

Grutter v. Bollinger, 2-95–2-96

GS (General Schedule) system, 4-56

guards, security, 6-104–6-105

Guide-Chart Profile, 4-58

H

H-1B visas, 2-35, 2-37, 2-38–2-40

Hale-Halsell Co., Gross v., 2-43

halo effect, 2-218, 3-177

handbooks, employee, 5-107–5-113

harassment, 2-7, 2-106

cases, 2-107–2-111

employer responses, 2-111–2-112

prevention, 3-89

types, 2-106–2-107


16 © 2012 SHRM

hardware

for payroll systems, 4-84–4-85

security, 6-106

Harris v. Forklift Systems, Inc., 2-108

Hawthorne Studies, 5-67

Hay Plan, 4-58

Hazard Communication standard, 6-25, 6-28, 6-

85

hazard pay, 4-99–4-100

hazards, 6-56, 6-80–6-86

HBV (hepatitis B virus), 6-81

HCEs (highly compensated employees), 4-16, 4-

195

HCNs (host-country nationals), 2-134

HCV (hepatitis C virus), 6-81–6-82

headquarters-based balance sheet approach to

international compensation, 4-261

health, 6-80


and employee assistance programs, 6-86–6-

87

environmental hazards, 6-84–6-86

hazards, 6-80–6-86

programs, cost-effectiveness, 6-87, 6-97–6-

98

and substance abuse, 6-91–6-97

health benefit continuation, 4-138–4-142, 4-143,

4-155

Health Care and Education Reconciliation Act,

4-231

Health Information Technology for Economic

and Clinical Health Act, 4-143–4-144

Health Insurance Portability and Accountability

Act, 4-142–4-148, 4-171, 6-98

Privacy Rule, 4-144–4-146

Security Rule, 4-146–4-147

health insurance purchasing cooperatives, 4-220

health maintenance organizations, 4-216–4-217

health reimbursement accounts, 4-225–4-227, 4-

229

health savings accounts, 4-227–4-228, 4-229

health-care benefits, 4-216–4-229, 4-266–4-267

Hearing Conservation standard, 6-24, 6-28

hearing of complaint, and unfair labor practice

charge, 5-201–5-202

hepatitis B virus, 6-81

hepatitis C virus, 6-81–6-82

Hersey-Blanchard’s situational leadership

theory, 3-153–3-154

Herzberg’s motivation-hygiene theory, 3-61–3-

62

Hiatt, Jeffrey, change management theory of, 1-

44

Hicks, St. Mary’s Honor Center v., 2-73

hierarchy of needs, 3-60–3-61

high-context culture, 3-13

higher-of-home-or-host-country approach to


highly compensated employees, 4-16, 4-195

HIPAA. See Health Insurance Portability and

Accountability Act

HIPCs (health insurance purchasing

cooperatives), 4-220

histogram, 3-44

history of employee and labor relations, 5-2–5-6

HITECH (Health Information Technology for

Economic and Clinical Health) Act, 4-143–4-

144

HIV (human immunodeficiency virus), 6-80–6-

81, 6-82

HMOs (health maintenance organizations), 4-

216–4-217

holiday leave, 4-265

holiday pay, 4-244

holidays, public, 4-265

home visits, in union organizing, 5-155

home-country-based balance sheet approach to


Homeland Security Act, 6-44–6-45, 6-47

Homeland Security, Department of, 6-44–6-45,

6-122

honesty tests, 2-221–2-222

horizontal integration, 5-69

horn effect, 2-218, 3-177

host-country nationals, 2-134

hostile environment harassment, 2-107

hot cargo clauses, 5-252

hourly wage, 4-88

HR. See under human resource, human

resources

HRAs (health reimbursement accounts), 4-225–

4-227, 4-229

HRD. See human resource development

HRIS (human resource information systems), 1-

7, 1-58–1-60

HRM (human resource management), 1-6

HRMS (human resource management systems),

1-7, 1-58–1-60


© 2012 SHRM 17

HSAs (health savings accounts), 4-227–4-228,

4-229

human capital, 3-1, 3-9

advantage, 1-120, 1-121–1-122

measures, 1-85–1-86, 1-172–1-173

return on investment, 1-173

human immunodeficiency virus, 6-80–6-81, 6-82

human resource audits, 1-171–1-172

human resource development, 3-1, 3-4

global issues for, 3-11–3-15

legislation affecting, 3-20–3-27

strategic alignment of, 3-1, 3-4–3-5

human resource information systems, 1-7, 1-58–

1-60

human resource management, 1-6

human resource management systems, 1-7, 1-

58–1-60

human resources, alignment with strategic plan,

1-2, 1-3, 1-9, 1-84–1-88

human resources, and management functions, 1-

30

human resources, and operations continuity, 6-9

human resources as profession, 1-9–1-10

human resources associations, and international

recruitment, 2-189

human resources body of knowledge, 1-10

human resources, credentialing, 1-10

human resources employees, under Fair Labor

Standards Act, 4-20

human resources reviews, 5-51

human resources role, 1-2, 1-6–1-10

administrative, 1-6, 1-7, 1-8–1-9

coordinating workplace policies, procedures,

and work rules, 5-106–5-107

in change, 1-1, 1-45–1-46

in disciplinary actions, 5-119, 5-129–5-130

in employee involvement, 5-65

in ethics, 1-16–1-17, 1-192–1-193

in fairness, 1-17

in flexible staffing, 2-199–2-201

global competence, 1-10

in litigation process, 5-30–5-38, 5-39

maintaining a nonunionized workplace, 5-47

operational, 1-6, 1-7, 1-9

and organizational boundaries, 1-17–1-22

in risk management, 6-4–6-5

in safety programs, 6-58

strategic, 1-2–1-3, 1-7–1-9, 1-84–1-88

today, 1-7–1-9

in 20th century, 1-6–1-7

human resources, response to violence, 6-117–6-

118

hybrid structures, 1-123

hygiene factors, 3-61–3-62

I

I-9 Form, 2-30–2-31, 2-32, 2-288

IAs (international assignees), 4-254

IBB (interest-based bargaining), 5-216–5-217

IBP, Inc., v. Alvarez, 4-28

identification

of problem areas in affirmative action plans,

2-86–2-87

systems, 6-106

identity theft, 6-130–6-131

IEAPs (international employee assistance

programs), 6-86

“illegal alien,” definition, as applies to


illegal subjects, 5-212

illness, occupational, 6-29

ILO (International Labor Organization), 1-149

immigrant visas, 2-34, 2-35, 2-36

immigration, 1-145

Immigration and Nationality Act, 2-29–2-30, 2-

46

Immigration Reform and Control Act, 2-30–2-

34, 2-46, 2-288

imminent danger situations, as OSHA inspection

priority, 6-39

impact of globalization, 3-9–3-15

implementation of HRD programs, 3-75, 3-97–

3-102

implementation theory, 3-36

implementation, strategy, 1-68, 1-69, 1-77–1-80

implied contract, 5-21, 5-22

implied covenant of good faith and fair dealing,

5-21–5-22

impoverished managers, 3-151, 3-152

improper deductions under Fair Labor Standards

Act, 4-17–4-18

Improshare plan, 4-109

imputed income, 4-241–4-242

in loco parentis relationships, 4-150–4-151

INA (Immigration and Nationality Act), 2-29–2-

30, 2-46

incentive pay, 4-102–4-103

annual, 4-115

group plans, 4-108–4-110


18 © 2012 SHRM

incentive pay (continued)

individual plans, 4-106–4-108

long-term, 4-115–4-118

organization-wide plans, 4-110–4-113

requirements for, 4-103–4-106

incentive stock options, 4-116

incentives, safety, 6-68

incidence rates, 6-33, 6-37

incidents

classifying, 6-61–6-62

factors influencing, 6-60–6-61

income statement, 1-100–1-102

inconsistency in questioning, 2-216

increasing returns in learning, 3-57

incremental budgeting, 1-105–1-106

indemnity health-care plans, 4-216

independent contractors, 2-196, 4-8–4-12

independent medical exams, 72

indirect compensation. See benefits

indirect pressure, in union organizing, 5-156

individual assessment, 3-77

individual incentive pay plans, 4-106–4-108

individual performance appraisal, 3-169

individual practice associations, 4-217

individual retirement accounts, 4-162–4-164, 4-

203, 4-205

individualism/collectivism, 3-12

inducing unlawful discrimination, as unfair labor

practice, 5-197

industry shifts, 1-145

inevitable disclosure, 5-28–5-29

infectious diseases, 6-25–6-26, 6-80–6-84

inferential statistics, 1-176, 1-180–1-181

inflation, 1-144

information sharing, tools for, 1-56

information technology, 1-55, 1-113–1-114

informational picketing, 5-156, 5-248

initiating structure, in behavioral leadership, 3-

151

injunctions, 5-140, 5-141, 5-142, 5-237

Injury and Illness Incident Report. See Form

301, OSHA

injury, occupational, 6-29, 6-55–6-56

inpatriates, 2-134, 4-254

inside organizing, 5-151–5-152

insider trading, 1-209

inspections, OSHA, 6-37–6-40

instructional design. See ADDIE model of

instructional design

instructional designer, selection of, 3-86–3-87

insurance

adjusters, under Fair Labor Standards Act,

4-19

legal, 4-248

liability, 6-10–6-13

life, 4-241–4-242, 4-267

long-term care, 4-242–4-243

unemployment, 4-186–4-187, 4-244

integration, horizontal/vertical, 5-69

integrative bargaining, 5-216

integrity tests, 2-221–2-222

intellectual property, 1-110

interest rates, 1-142–1-143

interest-based bargaining, 5-216–5-217

interference, as unfair labor practice, 5-188–5-

191

Intermediate Sanctions, Internal Revenue

Service, 4-36–4-37, 4-114

intermittent leave, under Family and Medical

Leave Act, 4-152

internal auditing group and ethics, 1-195

internal business partners, 1-94–1-95

finance and accounting, 1-95–1-106

information technology, 1-113–1-114

marketing and sales, 1-106–1-108

operations, 1-110–1-113

research and development, 1-109–1-110

internal coaching, 3-124–3-125

internal consistency, to measure reliability, 1-

184

internal equity, 4-48

internal financial procedures to prevent theft and

fraud, 6-108–6-109

internal mobility, 3-127–3-129

internal pay surveys, 4-64, 4-65

internal recruiting, 2-165–2-169, 2-187

Internal Revenue Service, 4-174

independent contractor test, 4-9–4-12

Intermediate Sanctions, 4-36–4-37, 4-114

private-letter rulings, 4-174

revenue rulings, 4-174

internal workforce planning, 2-118–2-120

international assignees, 2-135, 4-254

international business, 2-133–2-134

international commuters, 2-135

international employee assistance programs, 6-

86

international employees

benefits, 4-254–4-257, 4-262–4-267

compensation, 4-257–4-261


© 2012 SHRM 19

international factors, in environmental scan, 1-

147–1-149

international job boards, 2-188

international labor law, 1-149

International Labor Organization, 1-149

international recruiting, 2-187–2-189

international social security agreements, 4-263–

4-265

international workers, types of, 2-134–2-136

international workforce planning, 2-132–2-136

Internet applicants, 2-78, 2-171–2-173

Internet organizing campaigns, 5-155

Internet recruiting, 2-171–2-175, 2-179, 2-188

interns, 2-136

interpersonal strategies in organizational

development interventions, 3-37

interpretation of data, 5-96–5-97

interrogatories, 5-34

intervention strategies for substance abuse, 6-

96–6-97

interviews, 1-181–1-182, 3-80

biases of interviewer, 2-216, 2-218–2-219

exit, 2-273–2-275

investigatory, 5-36, 5-231–5-233

in job analysis, 2-144

questions, guidelines for, 2-216, 2-217

selection, 2-210–2-219

skills/techniques, 2-214–2-215

skip-level, 5-51

types of, 2-210–2-214

Intracompany Transferee visas, 2-37

intraregion recruiting, 2-188

intrinsic rewards, 3-67

introduction, in evolution of organizations, 1-

115, 1-117

invasion of privacy, 4-145, 5-25, 5-26

invention covenants in employment contracts, 2-

238

inventory, 1-112

investigation

of accidents, 6-63–6-65

of Fair Labor Standards Act claims, 4-25

in litigation process, 5-35–5-36

of theft and fraud, 6-109

investigatory interviews, 5-36, 5-231–5-233

involuntary deductions, 4-82

involuntary terminations, 2-270–2-271. See also

layoffs

IPAs (individual practice associations), 4-217

IRAs. See individual retirement accounts

IRCA. See Immigration Reform and Control Act

IRS. See Internal Revenue Service

ISO 9000 standards, 3-41

ISOs (incentive stock options), 4-116

J

J. A. Croson Company, City of Richmond v., 2-98

J-1 visas, 2-37

Jackson, Mississippi, Smith v., 2-11

job, 142

job analysis, 2-142–2-148, 2-164

job applicants, 2-77–2-79

job bidding, 2-167, 2-169, 5-49

job burnout, 6-89

job classification, 4-54, 4-56–4-57, 4-62

job competencies, 2-142, 2-155–2-156

job description, 2-142, 2-145, 2-148–2-151, 2-

156–2-158, 2-164

job design, 5-66–5-69

job enlargement, 3-127, 5-69

job enrichment, 3-127, 5-69

job evaluation, 4-54–4-63

job functions, essential, 2-13, 2-152–2-154, 2-235

job group analysis, 2-83–2-84

job offers, contingent, 2-234–2-235

job posting, 2-166–2-167, 2-169, 5-49

job ranking, 4-54, 4-55, 4-62

job rotation, 3-127, 5-69

job sharing, 2-197, 5-72, 5-75

job specifications, 2-142, 2-145, 2-154–2-155,

2-164

job terminations, 6-116

Jobs for Veterans Act, 2-26, 2-27–2-28, 2-45

jobs, benchmark, 4-57, 4-63

job-to-job comparison methods, 4-54, 4-62

job-to-predetermined-standard comparison

methods, 4-54, 4-62

Johnnie’s Poultry, 5-199

Johnson Controls, 6-84–6-85

Johnson v. Santa Clara County Transportation

Agency, 2-94–2-95

joint employer doctrine, 5-251

joint employment, 2-200

judgmental forecasts, 2-127–2-129

judicial review/enforcement, and unfair labor

practice charge, 5-204

Juran, Joseph M., 3-39, 3-40

jurisdictional strikes, 5-247

JVA. See Jobs for Veterans Act


20 © 2012 SHRM

K

KenMor Electric Company, Inc., 5-154

Kennedy v. Plan Administrators for Dupont

Savings, 4-211

Kepas v. Ebay, 5-134

key performance indicators (KPIs), 1-167

kickbacks, 1-208

kidnapping of executives, 6-106–6-107

kinesthetic learners, 3-56

Kirkpatrick, Donald, change management theory

of, 1-44

Kirkpatrick’s levels of evaluation, 3-104–3-109

KM (knowledge management), 3-8–3-9

knowledge


management, 1-110, 3-8–3-9

retention and learner participation, 3-56

knowledge-based pay systems, 4-92

Kolstad v. American Dental Association, 2-8–2-

9

Kotter, John, change management theory of, 1-

44

KPIs (key performance indicators), 1-167

KSAs (knowledge, skills, abilities), 2-143

L

L-1 visas, 2-37

Labor Condition Application, in H-1B visa

process, 2-38

labor cost pay differentials, 4-101–4-102

labor, division of, and scientific management, 5-

66

labor law, international, 1-149

labor organization, defined, 5-2

labor relations


reviews, 5-51

labor shortage, 1-11

labor unions, as recruitment source, 2-170, 2-

179

labor-management cooperative strategies, 5-57–-

58

Labor-Management Relations Act, 1-199, 5-5,

5-16, 5-144–5-145, 5-147, 5-156, 5-244

Labor-Management Reporting and Disclosure

Act, 5-5, 5-146, 5-147

lagging the market, 4-48

Lamons Gasket, 5-168–5-169

Landrum-Griffin Act, 5-5, 5-146, 5-147

LaRue v. DeWolff, 4-134–4-135

laws/regulations, and international compensation

and benefits, 4-257

layoffs, 2-41–2-43, 2-264–2-268. See also

involuntary terminations

LCA (Labor Condition Application), in H-1B

visa process, 2-38

leader-member relations, 3-155

leaders, development of, 3-14

leadership, 3-14, 3-122, 3-146–3-149

issues, 3-157–3-158

and management, 3-146–3-147

obstacles to development of, 3-149

practices, 3-147–3-148

preparing for, 3-149

theories of, 3-149–3-157

leading the market, 4-47

leafleting, 5-155

learned professionals, under Fair Labor


learner

adult, 3-11, 3-52–3-59

auditory, 3-55

kinesthetic, 3-56

participation, and knowledge retention, 3-56

tactile, 3-56

visual, 3-55

learning, asynchronous, 3-93

learning, blended, 3-95–3-96

learning curves, 3-56–3-58

learning level of evaluation, 3-104, 3-105–3-

106, 3-108

learning levels, 3-58–3-59

learning management content system, 3-88

learning management system, 3-88

learning objects, 3-87–3-88

learning, obstacles to, 3-54

learning organization, 3-5–3-7, 3-8

learning, organizational, 3-7–3-8

learning principles, 3-52, 3-53

learning styles, 3-55–3-56

learning, synchronous, 3-93

learning, team, 3-7

leave

of absence, 4-245–4-246

bereavement, 4-246

concurrent, under Family and Medical

Leave Act, 4-153

holiday, 4-265


© 2012 SHRM 21

leave (continued)

intermittent, under Family and Medical

Leave Act, 4-152

for legally protected activities, 4-245

maternity, 4-266

military caregiver, 4-154–4-155

paid, 4-153, 4-244–4-246

parental, 4-266

paternity, 4-266

personal days, 4-246

qualifying exigency, under Family and

Medical Leave Act, 4-154

sick, 4-239, 4-266

Ledbetter v. Goodyear Tire & Rubber Co., 2-21,

4-35

“legal alien,” definition, as applies to


legal considerations/issues

in due diligence, 1-21

for employee handbooks, 5-111–5-113

and employee records, 2-291–2-292

with flexible staffing, 2-200–2-201

in performance appraisal, 3-179–3-180

legal defense, and job analysis, 2-146

legal insurance, 4-248

legally protected activities, pay for, 4-245

Leggett v. First National Bank of Oregon, 4-145


affecting benefits, 4-132–4-133, 4-171–4-

172

affecting compensation, 4-6, 4-37–4-38

affecting human resource development, 3-

20–3-27

affirmative action, 2-4, 2-25–2-29, 2-44, 2-

45

antidiscrimination, 2-4, 2-5–2-25, 2-44, 2-45

consumer protection, 2-59–2-63

employee rights, 2-4–2-46

labor relations, 5-16–5-19, 5-140–5-147

local, 2-43, 2-46–2-47, 2-63, 2-113, 2-223–

2-224

privacy, 2-56–2-58, 2-63

state, 2-10, 2-11, 2-21, 2-43, 2-44, 2-46–2-

47, 2-58, 2-63, 2-80, 2-96, 2-110, 2-112,

2-113, 2-207, 2-209, 2-223–2-224, 2-235,

2-237, 2-282, 2-291

leniency, 3-178

Leonel v. American Airlines, 2-234

leveled data, 4-66

leveraged employee stock-ownership plans, 4-

112

liabilities, 1-99

liability

employer, 2-99–2-100

insurance, 6-10–6-13

vicarious, 2-33, 2-109

lie detector tests. See polygraph tests

life insurance, 4-241–4-242, 4-267

lifetime maximum benefit, 4-165, 4-221

light duty, 6-72

Lilly Ledbetter Fair Pay Act, 2-21–2-22, 2-45,

4-35, 4-38

line management role in safety programs, 6-58–

6-59

line managers, 1-18

line of sight, 4-104

line units, 1-124

LinkedIn, 2-174

litigation

employer defenses against, 2-276

hold, 5-31–5-32

process, 5-30–5-38, 5-39

LMCS (learning management content system),

3-88

LMRA (Labor-Management Relations Act), 1-

199, 5-5, 5-16, 5-144–5-145, 5-147, 5-156, 5-

244

LMRDA (Labor-Management Reporting and

Disclosure Act), 5-5, 5-146, 5-147

LMS (learning management system), 3-88

local hires, 2-136

local legislation, 2-43, 2-46–2-47, 2-63, 2-113,

2-223–2-224

local nationals, 2-134, 2-136

localization vs. standardization, and

international compensation and benefits, 4-

255

localized employees, 2-136

location of training program, 3-100

locations, pay differentials for, 4-102

lockout (in OSHA standard), 6-25

lockouts (in labor relations), 5-227, 5-244

log, in job analysis, 2-145

Log of Work-Related Injuries and Illnesses. See

Form 300, OSHA

long-term assignees, 2-135

long-term care insurance, 4-242–4-243

long-term disability coverage, 4-239–4-240

long-term incentives, 4-115–4-118


22 © 2012 SHRM

long-term objectives, 1-68, 1-71, 1-72, 1-75, 1-

83

long-term orientation, 3-12

LOs (learning objects), 3-87–3-88

loss

cost of, 6-107

probability of, 6-110

lost workday, 6-37

low-context culture, 3-13

loyalty, duty of, 5-25, 5-26, 5-29

LSIs (lump-sum increases), 4-98

LTD (long-term disability) coverage, 4-239–4-

240

lump-sum approach to international

compensation, 4-261

lump-sum increases, 4-98

M

M&A (mergers and acquisitions), 1-18–1-23

Machine Guarding standard, 6-24–6-25, 6-28

maintenance of membership, 5-5-223

managed services, 2-198

managed-care health plans, 4-216–4-217

management, 1-1, 3-146

career, 3-119

change, 1-42–1-46

communication, 5-7

feedback, 5-98

functions, 1-30, 5-77

and leadership, 3-146–3-147

models, 1-43–1-45

by objectives, 3-173–3-174, 3-176

of performance, 3-14, 3-164, 3-165–3-166

project, 1-31–1-42

rights, 5-157–5-158, 5-225–5-226

role in safety programs, 6-57–6-59

scientific, 5-66–5-67

as source for evaluating training programs,

3-109–3-110

status, and eligibility to vote in union

election, 5-163, 5-164

strategic business, 1-2

of talent, 3-14, 3-116–3-117, 3-138–3-

141

of technology, 1-53–1-60

of third-party contractors, 1-46–1-53

training, 5-56, 6-92–6-93

management-labor cooperative strategies, 5-57–

5-58

manager

line, 1-18

project, 1-34–1-35

managerial estimates, 2-128

mandated emergency response plans, 6-112

mandatory arbitration, 5-132–5-134

mandatory collective bargaining subjects, 5-211

mandatory retirement, executive exception to, 2-

10

manipulated results, 5-97

manuals, employee, 5-107–5-113

market-based job evaluation, 4-63

market-based pay increases, 4-98

market-driven research and development, 1-109

marketing and sales, 1-106–1-108

marketing HRD programs, 3-102

masculinity/femininity, 3-12

Maslow’s hierarchy of needs, 3-60–3-61

master file, 4-82–4-84

matching the market, 4-47

Material Safety Data Sheets, 6-25, 6-85

maternity leave, 4-266

matrix structure, 1-126–1-127

“matters of significance” in determining

exempt/nonexempt status, 4-14

maturity

curves, 4-120

in evolution of organizations, 1-116, 1-117

and Hersey-Blanchard theory, 3-153

Mayo, Elton, 5-67

MBO (management by objectives), 3-173–3-

174, 3-176

McClelland’s theory, 3-62

McDonnell Douglas Corp. v. Green, 2-71–2-72

McGregor’s theory, 3-62–3-63

McKennon v. Nashville Banner Publishing Co.,

2-73

MDR-TB (multidrug-resistant TB), 6-82

meals, under Portal-to-Portal Act, 4-29

mean, 1-176, 1-177, 4-67–4-68

Means of Egress standard, 6-24, 6-28

measurement of performance, 1-69, 1-80, 1-82,

1-167–1-174, 3-169–3-176


measures of central tendency, 1-176–1-178, 4-

67–4-69


measuring employee attitudes. See assessment of

employee attitudes


© 2012 SHRM 23

media advertising for recruiting, 2-176–2-177,

2-180, 2-188

median, 1-176, 1-177, 1-178, 4-68

mediation, 5-132, 5-236

medical certification, under Family and Medical

Leave Act, 4-152

medical examinations, 2-234–2-235, 6-72

medical tourism, 4-224–4-225

medical travel, 4-224–4-225

Medicare, 4-82, 4-183–4-186, 4-221, 4-274

Medicare Advantage Plans, 4-185

meetings, in union organizing, 5-155

membership

associate, 5-12

fees, excessive/discriminatory, 5-197

maintenance of, 5-223

Mental Health Parity Act, 4-159–4-161, 4-171

Mental Health Parity and Addiction Equity Act,

4-160–4-161

mental models, 3-6

mentoring, 3-124

mergers, 1-18–1-23

merit hiring vs. quota hiring, 2-98

merit pay, 4-89–4-91, 4-93

Meritor Savings Bank v. Vinson, 2-107

Metaldyne Corporation, 5-168, 5-175

MHPA (Mental Health Parity Act), 4-159–4-

161, 4-171

MHPAEA (Mental Health Parity and Addiction

Equity Act), 4-160–4-161

middle-of-the-road managers, 3-151, 3-152

mid-term objectives, 1-83

military caregiver leave, 4-154–4-155

Mine Safety and Health Act, 6-43, 6-47

Mine Safety and Health Administration, 6-43

minimum premium health plans, 4-219

minimum wage, 4-12–4-13, 4-24–4-25, 4-26–4-

27

minority recruiting, 2-178–2-179, 2-180

minors, 4-22–4-24

mission

organizational, 4-45

statements, 1-68, 1-70–1-71, 1-83

mobility

internal, 3-127–3-129

as technology trend, 1-55

mode, 1-176, 1-177, 4-68

model, 1-43–1-44

modified-duty programs, 4-156, 6-72–6-73

money purchase plans, 4-199, 4-202

monitoring employees, 6-131

Moody, Albemarle Paper v., 2-72

motion to dismiss, in litigation, 5-37, 5-39

motivation, 1-45, 1-69, 1-77, 1-79–1-80, 3-11,

3-60

factors, 3-62

theories of, 3-60–3-68

motivation-hygiene theory, 3-61–3-62

motor vehicle record checks, 2-225–2-226

MSDS (Material Safety Data Sheets), 6-25, 6-85

MSDs (musculoskeletal disorders), 6-69

MSHA (Mine Safety and Health Act), 6-43, 6-

47

multidrug-resistant TB, 6-82

multiple employer bargaining, 5-214

multiple linear regression, 2-130

musculoskeletal disorders, 6-69

N

NAFTA (North American Free Trade

Agreement) visas, 2-37

narrative methods for performance appraisal, 3-

172–3-173

Nashville Banner Publishing Co., McKennon v.,

2-73

National Defense Authorization Act for Fiscal

Year 2010, 4-153, 4-154

National Emphasis Program (NEP), and OSHA

Form 300, 6-37

National Industrial Recovery Act, 5-142–5-143,

5-147

National Institute for Occupational Safety and

Health, 6-19

National Labor Relations Act, 5-4, 5-16–5-18, 5-

143–5-144, 5-147, 5-163–5-164, 5-186, 5-199,

5-244

employee rights under, 5-16–5-18

and participation involvement/committees,

5-65, 5-191–5-192

Section 7, 5-16, 5-17, 5-111–5-112, 5-189

Section 8, 5-52, 5-76–5-78, 5-112, 5-143, 5-

158

Section 9, 5-16

Section 14, 5-16, 5-222

National Labor Relations Board, 5-4, 5-13, 5-

143, 5-154, 5-168–5-169, 5-202

and certification of results/representative in

representation elections, 5-173

decisions on salting, 5-153–5-154


24 © 2012 SHRM

National Labor Relations Board (continued)

and determination of successor status, 5-

219, 5-220

directing employer to bargain with union, 5-

175–5-176

and double breasting, 5-251

and language in employee handbooks, 5-

111–5-112

and employee involvement/participation, 5-

76–5-78, 5-192–5-193

and excessive/discriminatory membership

fees, 5-197

and management rights, 5-157

and mandatory bargaining subjects, 5-211

notice of employee rights, 5-17–5-18

and petition for certification in union

organizing, 5-161–5-162

remedies, 5-38

and representation elections, 5-171–5-173

“safe harbors,” for employee participation


and unfair labor practice charges, 5-186, 5-

199

and union deauthorization, 5-178

and union decertification, 5-176–5-177

national origin

definition, as applies to Civil Rights Act of

1967, Title VII, 2-5–2-6

discrimination, 2-5–2-6

National Response Framework, 6-122–6-123

National Terrorism Advisory System, 6-122

natural disaster exception to Worker Adjustment

and Retraining Notification Act, 2-42, 2-43

natural reinforcers, 3-66

nature of work, 3-67

Needlestick Safety and Prevention Act, 6-26

needs assessment, 1-33, 1-36, 1-50, 3-74, 3-76–

3-84

for benefits, 4-128–4-132

conducting, 3-77–3-84

gathering data, 3-79, 3-80–3-81

levels of, 3-77

negative emphasis, 2-218

negative reinforcement, 3-65

negligent hiring, 5-23, 5-26

negligent retention, 5-23, 5-26

negotiation

approaches to, 5-215–5-217

and international compensation, 4-259

NEP (National Emphasis Program), and OSHA

Form 300, 6-37

net profit margin, 1-101–1-102, 1-104

neutrality/cooperation agreements, 5-151, 5-

158–5-159

NIOSH (National Institute for Occupational

Safety and Health), 6-19

“nip in the bud” cases, 5-13, 5-112, 5-150, 5-

172–5-173, 5-188

NLRA. See National Labor Relations Act

NLRB. See National Labor Relations Board

NLRB, Cintas v., 5-111–5-112

NLRB v. Gissel Packing Co. Inc., 5-175

NLRB v. Town & Country Electric, 5-153

NLRB v. Weingarten, Inc., 5-231–5-233

no-lockout clause, 5-227

nominal group technique, 2-128–2-129

noncash reward programs, 4-107, 4-108

noncompete agreements/covenants, 2-239, 5-27–

5-28, 5-29

nondirective interviews, 2-212

nondisclosure terms in employment contracts, 2-

238

nonduplication of benefits, 4-221

nonexempt employees, 4-12–4-20, 4-27

nonimmigrant visas, 2-34, 2-35, 2-37–2-40

nonleveraged employee stock-ownership plans,

4-111–4-112

nonmembers, discrimination against, 5-196

nonpiracy covenants in employment contracts,

2-238

nonpunitive discipline, 5-123, 5-124

nonqualified deferred compensation plans, 4-

207–4-209

nonqualified stock options, 4-116

nonquantitative job evaluation methods, 4-54, 4-

55–4-57, 4-62

nonsubscriber workers’ compensation plans, 4-

189

nontraditional labor force, 1-142, 2-179, 2-180,

2-198

nontraditional union members, recruiting, 5-12

nonverbal behavior, 2-215

nonverbal bias, 2-218

normal distribution, 1-181

Norris-LaGuardia Act, 5-3, 5-142, 5-147

North American Free Trade Agreement

(NAFTA) visas, 2-37

no-smoking policies, 6-89–6-90

no-strike clause, 5-227


© 2012 SHRM 25

notice

of employee rights, 5-17–5-18

requirements, in contract negotiations, 5-219

Notice of Contest, 6-38, 6-42

notification

of applicant, 2-210

in litigation, 5-31–5-32, 5-39

NQSOs (nonqualified stock options), 4-116

NTAS (National Terrorism Advisory System),

6-122

nurses, under Fair Labor Standards Act, 4-20

O

O visas, 2-37

O*NET, 2-157–2-158

objectives, 3-84–3-86

long-term, 1-68, 1-71, 1-72, 1-75, 1-83

measuring performance toward, 1-69, 1-80,

1-82

mid-term, 1-83

short-term, 1-69, 1-77–1-78, 1-83

SMART, 1-78

OBRA (Omnibus Budget Reconciliation Act), 4-

167, 4-172

observation(s), 1-183, 2-144, 3-80, 3-107

occupational illness, 6-29

occupational injury, 6-29, 6-55–6-56

Occupational Noise Exposure standard, 6-24, 6-28

Occupational Safety and Health Act, 1-201, 2-

287, 6-18, 6-47

citations, 6-40–6-41, 6-42–6-43

coverage, 6-19

criteria for recording work-related injuries

and illnesses, 6-29–6-31

employee responsibilities, 6-19

employee rights, 6-19–6-21

employer responsibilities, 6-21–6-22, 6-85–

6-86

employer rights, 6-22–6-23, 6-38

Form 300, 6-31–6-32, 6-33, 6-34, 6-37, 6-40

Form 300A, 6-32, 6-33, 6-35

Form 301, 6-32–6-33, 6-36, 6-64

General Duty Clause, 6-19, 6-21–6-22, 6-80

inspections, 6-37–6-40

objectives, 6-18–6-19

penalties, , 6-40–6-42

record-keeping requirements, 6-29–6-37

standards, 6-23–6-29

violations, 6-40–6-42

Occupational Safety and Health Administration,

6-55, 6-73

Occupational Safety and Health Review

Commission, 6-18, 6-42–6-43

occupational shifts, 1-145

OD. See organizational development

OECD (Organization for Economic Cooperation

and Development), 1-149

OFCCP. See Office of Federal Contract

Compliance Programs

offboarding, 2-264

offer letters, 2-235–2-236

Office of Federal Contract Compliance

Programs, 2-25, 2-78, 2-83, 2-88, 2-89, 2-90,

2-91, 2-92, 2-172–2-173

offshoring, 1-13–1-15, 1-47, 3-10

off-site review, 2-89

“off-the-shelf” training programs vs. designing

in-house, 3-86–3-87

Oil Capitol Sheet Metal, Inc., 5-153–5-154

OJT (on-the-job training), 3-96–3-97

Older Worker’s Benefit Protection Act, 2-272,

4-148, 4-171

ombudsperson, 1-195, 5-131

Omnibus Budget Reconciliation Act, 4-167, 4-

172

onboarding, 2-251, 2-253–2-257, 3-118–3-119

Oncale v. Sundowner Offshore Service, Inc., 2-

108

on-call pay, 4-100

on-call time, 4-28

on-call workers, 2-197

online job boards, 2-172

online job/career portrayals, 2-183

online social networks, and international

recruitment, 2-188

online surveys, 5-92

onshoring, 1-15. See also offshoring

on-the-job training, 3-96–3-97

open questions, 2-215

open shop, 5-145, 5-224

open-door policy, 5-51–5-52, 5-131

opening conference in OSHA inspections, 6-39

operating profit margin, 1-104

operational excellence, 1-120

operational jurisdiction, as safe harbor under

National Labor Relations Act, 5-77

operational role of human resources, 1-6, 1-7, 1-

9

operations, 1-110–1-113


26 © 2012 SHRM

operations continuity, 6-9

Organization for Economic Cooperation and

Development, 1-149

organization, learning, 3-5–3-7, 3-8

organizational assessment, 3-77

organizational culture, 3-33–3-34, 4-45–4-46, 5-

46, 5-57, 5-123–5-124

organizational design, 1-115–1-122, 2-146

organizational development, 3-11, 3-32–3-33

and change, 3-32, 3-34–3-35, 3-36

and culture, 3-33–3-34

examples of interventions, 3-37–3-47

HR’s role in, 3-34–3-35

intervention strategies, 3-35–3-37

theories of, 3-36

organizational display, 2-81–2-82

organizational exit, 2-264

organizational feedback, 5-97–5-98

organizational leadership, 3-122

organizational learning, 3-7–3-8

organizational mission, 4-45

organizational picketing, 5-156, 5-248

organizational profile, 2-81–2-83

organizational strategic plan, alignment of HR

with, 1-2, 1-3, 1-9

organizational strategy, 1-75–1-76, 1-77, 4-45

organizational structure, 1-94, 1-122–1-130

centralization/decentralization, 1-129–1-130

chain of command, 1-127–1-128

departmentalization, 1-123–1-127

formalization, 1-130

span of control, 1-128

work specialization, 1-122–1-123

organizational unit, 2-81

organizational values, 1-68, 1-71, 1-83

organizational values/goals, 3-164–3-165

organization-wide incentive pay plans, 4-110–4-

113

organizing

campaign, 5-149–5-159

inside, 5-151–5-152

as management function, 1-30

tactics, 5-11–5-13, 5-151–5-156

telephone, 5-155

orientation, 2-251

long-term/short-term, 3-12

training program, 3-118, 3-119

OSH Act. See Occupational Safety and Health

Act

OSHA (Occupational Safety and Health

Administration), 6-55, 6-73

OSHRC (Occupational Safety and Health

Review Commission), 6-18, 6-42–6-43

other-than-serious violations under OSHA, 6-41

out-of-pocket maximum, 4-221

outplacement, 2-176, 2-180, 2-188, 2-275–2-

276, 3-140–3-141

outside directors, pay plans for, 4-121

outside evaluators, 3-110

outside sales employees, under Fair Labor

Standards Act, 4-17

outsourced payroll services, 4-87

outsourcing, 1-13, 1-46–1-53, 2-136, 2-198

overtime pay, 4-12–4-13, 4-20–4-22, 4-100–4-

101

OWBPA (Older Worker’s Benefit Protection

Act), 2-272, 4-148, 4-171

ownership of copyright, 3-21–3-22

P

paid leave, 4-153, 4-244–4-246

paid time off, 4-153, 4-265–4-266

paid-time-off bank, 4-246

paired comparison, 3-171–3-172, 4-55

pandemics, 6-83–6-84

panel interviews, 1-181, 2-213–2-214

parachutes, 4-115

parallel bargaining, 5-213

parallel forms, to measure reliability, 1-183–1-

184

parental leave, 4-266

parent-country nationals, 2-134

Pareto chart, 3-45–3-46

Part A, Medicare, 4-184

Part B, Medicare, 4-184–4-185

partially self-funded health plans, 4-220

participants, as source for evaluating training

programs, 3-109

participative management. See employee

involvement

part-time status, 2-41, 2-136, 2-197, 5-71–5-72,

5-75

paternity leave, 4-266

Patient Protection and Affordable Care Act, 4-

141–4-142, 4-164–4-166, 4-171, 4-231, 6-98

PATRIOT Act, 6-44, 6-47, 6-122

pattern bargaining, 5-213

patterned interviews, 2-211


© 2012 SHRM 27

pay

adjustment matrix, 4-96

adjustments, 4-96–4-98

base-pay systems, 4-88–4-94

call-back, 4-100

compression, 4-95–4-96

differential, 4-98–4-102

emergency-shift, 4-99

geographic differentials, 4-101–4-102

grades, 4-69–4-70

hazard, 4-99–4-100

holiday, 4-244

incentive, 4-102–4-113, 4-115–4-118

increases, general, 4-97

for legally protected activities, 4-245

on-call, 4-100

overtime, 4-12–4-13, 4-20–4-22, 4-100–4-

101

piece rate, 4-91, 4-107

premium, 4-99

ranges, 4-70–4-71, 4-121

reporting, 4-100

shift, 4-99

structure, 4-69–4-74

surveys, 4-63–4-69

time-based differential, 4-99–4-101

travel, 4-29–4-31, 4-100

vacation, 4-244–4-245

variations, 4-94–4-96

paychecks, 4-81–4-82

pay-for-performance systems, 3-68

payoffs, 1-208

payroll, 4-80–4-87

compatibility of system, 4-87

hardware, 4-84–4-85

outsourced services, 4-87

paychecks, 4-81–4-82

record keeping, 4-82–4-84

security of system, 4-87

software, 4-86

payrolling, 2-198

PBGC (Pension Benefit Guaranty Corporation),

4-134, 4-196

PCNs (parent-country nationals), 2-134

pedagogy, 3-52

peer review, 5-132

penalties

Fair Labor Standards Act, 4-26

OSHA, 6-40–6-42

Sarbanes-Oxley Act, 4-170

Pennsylvania State Police v. Suders, 2-110–2-

111

Pension Benefit Guaranty Corporation, 4-134, 4-

196

Pension Protection Act, 4-162–4-164, 4-171

PEO (professional employer organization), 2-

198

PepsiCo, Inc., v. Redmond, 5-28

percentile, 1-178, 4-69

performance appraisal, 3-80, 3-108, 3-169–3-

183, 5-55

action planning steps, 3-181–3-182

documenting performance, 3-182-183

errors in, 3-176–3-179

giving feedback, 3-170, 3-180–3-181


legal considerations, 3-179–3-180

meeting, 3-180–3-182

methods, 3-170–3-176

performance bonus, 4-98

performance diary/log, 3-182

performance, employee, 3-166

performance grants, 4-118

performance improvement plan, 3-181–3-182

performance management, 3-14, 3-164, 3-165–

3-166

performance, measurement of, 1-69, 1-80, 1-82,

1-167–1-174

performance records, 3-182

performance standards, 2-147, 3-165–3-166, 3-

167–3-168

performance tests, 3-107

performance-based pay system, 4-89–4-91, 4-93

performance-sharing plans, 4-111

PERM (Program Electronic Review

Management), 2-40

permanent arbitrator, 5-234

permanent assignees, 2-136

permanent labor certification, 2-40

permissive collective bargaining subjects, 5-211

perquisites, 4-115

personal days, 4-246

personal mastery, 3-6

personal networking, and international

recruitment, 2-188

personal problems, counseling for, 5-54

personal protective equipment, 6-22, 6-27–6-28

Personal Protective Equipment standard, 6-27–

6-28, 6-29

personality tests, 2-220


28 © 2012 SHRM

personalized channels, in employment branding,

2-183

person-based pay system, 4-92–4-93, 4-94

person-to-person meetings, 5-51–5-52

PERT (program evaluation and review

technique) charts, 1-39–1-41

petition for certification, 5-161–5-162

phantom stock, 4-117

phased retirement, 2-197, 4-202–4-203, 5-72, 5-

75

PHI (protected health information), 4-144

Phoenix Transit System, 5-35–5-36

PHOs (physician hospital organizations), 4-217

physical inspections under OSHA, 6-40

physician hospital organizations, 4-217

picketing, 5-156, 5-248–5-249

piece-rate pay plans, 4-91, 4-107

pilot programs, 3-97–3-98

place, in marketing, 1-107

placement goals in affirmative action plans, 2-

85–2-86

Plan Administrators for Dupont Savings,

Kennedy v., 4-211

planned/programmed inspections, OSHA, 6-39

planning

career, 3-119

as management function, 1-30

tools, for projects, 1-38–1-41

plateau curve in learning, 3-58

plateaued careers, 3-139

point-factor method of job evaluation, 4-54, 4-

57–4-61, 4-62

point-of-service organizations, 4-217

policies, 5-104–5-105, 5-106–5-107

political factors, in environmental scan, 1-149–

1-150

polycentric approach to international business,

2-133, 2-134

polygraph tests, 1-199, 2-57–2-58, 2-222, 2-284,

6-109

POPs (premium-only plans), 4-229–4-230, 4-

233

population

geographic shifts in, 1-141

in inferential statistics, 1-180

Portal-to-Portal Act, 4-27–4-31, 4-37

Porter, Michael, 1-117–1-119

POS (point-of-service organizations), 4-217

position power, 3-155

positional negotiation, 5-215

positive reinforcement, 3-65, 3-67

posting, job, 2-166–2-167, 2-169, 5-49

post-measure tests, 3-105

power distance, 3-11–3-12

PPA (Pension Protection Act), 4-162–4-164, 4-

171

PPACA (Patient Protection and Affordable Care

Act), 4-141–4-142, 4-164–4-166, 4-171, 4-

231, 6-98

PPE (personal protective equipment), 6-22, 6-

27–6-28

PPOs (preferred provider organizations), 4-217

pre-/post-measure tests, 3-105–3-106

pre-adverse action and consumer reports, 2-60

predictive validity, 2-230

preemployment tests, 2-219–2-222

preexisting conditions, 4-165, 4-221

preferred provider organizations, 4-217

Pregnancy Discrimination Act, 2-6, 2-12, 2-45

pre-hire agreements, 5-210

preliminary NLRB investigations, and unfair

labor practice charges, 5-200

premium pay, 4-99

premium sharing, 4-222

premium-only plans, 4-229–4-230, 4-233

prepaid legal insurance, 4-248

prepaid tuition plans, 4-206

preparatory activities, and Portal-to-Portal Act,

4-28–4-29

prescreening

interviews, 2-211

phone calls, 2-210

prescription drug plans, 4-185, 4-217–4-218

present effects of past discrimination, 2-70

presentation, as training method, 3-90, 3-92

pretrial, in litigation, 5-37–5-38, 5-39

preventive care, under Patient Protection and

Affordable Care Act, 4-165

preventive measures, to avoid disciplinary

action, 5-124

previous applicants, as recruitment source, 2-

170, 2-179

price, in marketing, 1-107–1-108

price/earnings ratio, 1-105

prima facie, 2-72, 2-73

primacy error, 3-177

primary duty, in determining FLSA


primary picketing, 5-248

primary research, 1-174–1-175


© 2012 SHRM 29

principled negotiation, 5-216

prior-petition bar to election process, 5-168

privacy

invasion of, 5-25, 5-26

legislation, 2-56–2-58, 2-63

in workplace, 1-197–1-201, 6-128–6-131

Privacy Act of 1974, 1-197, 2-56, 2-63

Privacy Rule, Health Insurance Portability and


private employment agencies, 2-176, 2-180, 2-188

private-letter rulings, 4-174

probability of loss, 6-110

problem solving, in disciplinary action, 5-54, 5-

125–5-126

problems, recognizing, 5-7

procedures, 5-104, 5-105, 5-106–5-107

process changes, 1-152

Process Safety Management standard, 6-28, 6-

29, 6-112

process-flow analysis, 3-41

procurement policies, 6-108

product, in marketing, 1-107

product leadership, 1-120

productivity-based pay system, 4-91–4-92, 4-94

profession, human resources as, 1-9–1-10

professional associations, as recruitment source,

2-170, 2-179, 2-189

professional employer organization, 2-198

professional exemption under Fair Labor


professional liability insurance, 6-11

professionals

creative, under Fair Labor Standards Act, 4-

15–4-16

learned, under Fair Labor Standards Act, 4-

14–4-15

pay plans for, 4-120

profit-sharing plans, 4-110–4-111, 4-198, 4-202

Program Electronic Review Management, 2-40

program evaluation and review technique charts,

1-39–1-41

programmed inspections, OSHA, 6-39

progressive discipline, 5-121, 5-122, 5-124–5-

129

project labor agreements, 5-210

project, 1-31

benchmarks, 1-33

business case, 1-24, 1-33, 1-36–1-38

champion, 1-33

characteristics, 1-31

project (continued)

charter, 1-33

communication, 1-41

contractors, 1-42

evaluation, 1-35, 1-53

management, 1-31–1-42

manager, 1-34–35

methodology, 1-42

metrics, 1-38

phases, 1-32–1-35

planning tools, 1-38–1-41

report, 1-35

research, 1-33

roles, 1-33, 1-34–1-35

sponsor, 1-33

success factors, 1-42

teams, 1-34, 5-78–5-79, 5-82

promotion

decisions, 5-49

in marketing, 1-108

of safety, 6-65–6-68

promotions, 3-127–3-128

proprietary information, 6-128–6-129

protected classes, 2-68, 2-69

protected concerted activities, 5-244–5-245

protected health information, 4-144

protection of executives, 6-106–6-107

prudent person rule, 4-134–4-135

psychomotor tests, 2-221

PTO (paid-time-off) bank, 4-246

public comment period, 1-220

public domain, 3-22–3-23

public employment agencies, 2-175, 2-180

public holidays, 4-265

public policy exception to employment-at-will,

5-20–5-21, 5-22

public sector

collective bargaining, 5-212

labor law, 5-146–5-147

punishment, 3-65, 3-66

punitive damages, 2-8–2-9

punitive discipline, 5-123, 5-124

pure localization approach to international

compensation, 4-259

Q

Q visas, 2-37

QDIAs (qualified default investment

alternatives), 4-163


30 © 2012 SHRM

QDROs (qualified domestic relations orders), 4-

210–4-211

qualified default investment alternatives, 4-163

qualified deferred compensation plans, 4-194–4-

207

qualified domestic relations orders, 4-210–4-211

qualified medical examinations, 2-234–2-235

qualifying events, under Consolidated Omnibus

Budget Reconciliation Act, 4-139

qualifying exigency leave, under Family and


qualitative analysis, 1-175, 1-181–1-183

quality

improvement, 1-118–1-119

initiatives, 3-39–3-47

standards, 3-41

tools, 3-41–3-46

quantitative analysis, 1-175–1-181, 4-65–4-69


descriptive statistics, 1-176–1-180

errors, 5-97

inferential statistics, 1-176, 1-180–1-181


measures of central tendency, 1-176–1-178


normal distribution, 1-181

population, 1-180

sample, 1-181

quantitative job evaluation methods, 4-54, 4-57–

4-61, 4-62

quartiles, 4-69

questionnaires, 1-181–1-182, 2-144–2-145, 3-80

questions, interview, guidelines for, 2-216, 2-

217

quid pro quo harassment, 2-107

quorum, 1-220

quotas, 2-85, 2-98

R

R&D (research and development), 1-109–1-110

rabbi trusts, 4-209

race discrimination, 2-6

racial identity, as factor in diverse workplace,

135

radiation, 6-120

Railway Labor Act, 5-141, 5-147

random sampling, 1-181

range, 1-178

range spreads, 4-70–4-71

ranges, pay, 4-70–4-71, 4-121

ranking, 3-171, 3-176, 4-54, 4-55, 4-62

rater agreement, to measure reliability, 1-184

rating scales, 1-182

ratio analysis, 2-122, 2-123–2-124

raw average, 4-67–4-68

REA (Retirement Equity Act), 4-137–4-138, 4-

171

reaction level of evaluation, 3-104, 3-105, 3-108

reading, as training method, 3-90, 3-92

realistic job previews, 2-231–2-233

reasonable accommodation, 2-17–2-18, 2-28, 3-

25

reasonable and customary reimbursement

standard, in health plans, 4-222

“reasonable person” standard, 2-108

recency error, 3-177

recognition

bar, to election process, 5-167—5-169

and reward programs, 5-56

safety, 6-68

of union, 5-148

recognitional picketing, 5-156, 5-248

record keeping

Fair Labor Standards Act, 4-25

OSHA, 6-29–6-37

payroll, 4-82–4-84

record retention, in litigation, 5-31–5-32

Recordable Incident Rate, 6-33

recording criteria, OSHA, 6-29–6-31

records management, 2-282–2-292

recovery of records, 6-130

recruitment, 1-146, 2-164

and compensation and benefits system, 4-

48–4-49

cost, 2-185–2-187

effectiveness, 2-184–2-187

external, 2-165, 2-169–2-180, 2-187–2-189

internal, 2-165–2-169, 2-187

international, 2-187–2-189

intraregion, 2-188


objectives, 2-164

red-circle pay rates, 4-94–4-95

Redmond, PepsiCo, Inc., v., 5-28

reductions in force, 2-264–2-268

references, 1-197–1-198, 2-224–2-226

referral process for substance abuse, 6-97

referrals, 2-168–2-169, 2-189, 6-39

reflective listening, 2-215


© 2012 SHRM 31

refusal to bargain, 5-194, 5-197

Regents of the University of California v. Bakke,

2-94

regiocentric approach to international business,

2-133, 2-134

regression analysis, 1-180, 2-130

regular part-time status, 5-71–5-72, 5-75

regulations, 1-216, 1-219–1-220, 1-221, 4-

257

Rehabilitation Act, 2-26, 2-28–2-29, 2-45, 2-

288

reinforcement, 3-64–3-66

reinstatement rights, under Family and Medical

Leave Act, 4-155–4-156

relationship

behavior, 3-153–3-154

type of, in determining employee status, 4-

11–4-12

reliability, 1-183–1-184, 2-226

religion, as factor in diverse workplace, 135

relocations, 1-147, 2-239, 3-128–3-129

remedies for unfair labor practices, 5-202, 5-203

repatriates, 2-134, 4-254

repatriation, 3-137–3-138

repeat violations under OSHA, 6-42

repetitive interviews, 2-211

replacement planning, 3-131–3-132

replacement workers, 5-246

reporting pay, 4-100

reporting requirements, equal employment

opportunity, 2-74–2-79

representation elections, 5-48, 5-171–5-173

bars to process, 5-167–5-169

campaign, 5-170–5-171

certification of results/representative, 5-173

counting eligible votes, 5-171–5-172

decision and direction, 5-167

election not granted, 5-173–5-174

employee list, 5-169

Excelsior List, 5-169

overturning outcomes, 5-172–5-173

place, 5-170

procedure, 5-169

requirements, 5-179

time, 5-170

types of, 5-161–5-162

voter eligibility, 5-163–5-164, 5-169–5-170,

5-171

representation hearing, 5-162–5-163

requests for proposal, 1-50–1-51

research, 1-33, 1-174

and development, 1-109–1-110

primary, 1-174–1-175

secondary, 1-174–1-175

See also qualitative analysis; quantitative

analysis; reliability; validity

reserved gate, and common situs picketing, 5-

249

reserved rights doctrine, 5-225

resignations, 2-271

resolution of unfair labor practices, 5-198–5-204

resolutions, 1-221

resource allocation, 1-69, 1-77, 1-79

responsibility, corporate social, 1-203–1-204

restraint, as unfair labor practice, 5-188–5-191,

5-194–5-195

restricted stock grants, 4-117–4-118

restricted stock units, 4-118

results level of evaluation, 3-104, 3-107–3-108,

3-109

résumés, 2-208

retaliation

and litigation, 5-32

as unfair labor practice, 5-194

retaliatory discharge, 2-269

retention, 2-248–2-253, 2-257, 2-259

and compensation and benefits system, 4-

48–4-49

of documents/data, 1-54–1-55

of employees, 3-116

of knowledge, and learner participation, 3-

56

of payroll records, 4-82–4-84

retirees, 2-136

retirement, 2-10, 2-197, 2-269, 2-271–2-273

retirement benefits, Social Security, 4-181

Retirement Equity Act, 4-137–4-138, 4-171

retirement, phased, 4-202–4-203, 5-72, 5-75

retirement planning, 3-140

retirement plans

for international employees, 4-266

qualified, 4-195–4-205

Social Security, 4-181

retrenchment, 1-76

return on investment, 1-105, 1-159, 1-162–1-

165, 1-173

returnees, 2-136

return-to-work programs, 6-72–6-73

reusable learning objects, 3-87–3-88

Revenue Act, 4-166, 4-172


32 © 2012 SHRM

revenue rulings, 4-174

reverse discrimination, 2-94–2-97

revising training program content, 3-98

rewards

extrinsic, 3-68

intrinsic, 3-67

programs, 5-56

RFPs (requests for proposal), 1-50–1-51

Ricci v. DeStefano, 2-24, 2-70–2-71, 2-96–2-97

RIFs (reductions in force), 2-264–2-268

right to work, 5-20

Right-to-Know Law. See Hazard

Communication standard

risk(s), 6-4

analysis, 6-110–6-111

assessment, 6-6

of litigation, 5-30

management, 1-74, 6-1, 6-4, 6-5–6-8

RJPs (realistic job previews), 2-231–2-233

RLOs (reusable learning objects), 3-87–3-88

ROI. See return on investment

rotation, job, 3-127, 5-69

rotational employees, 2-135

Roth 401(k)/403(b) plans, 4-168, 4-201, 4-202

Roth IRAs, 4-163, 4-167, 4-203, 4-205

RSUs (restricted stock units), 4-118

Rucker Plan, 4-109

rule-making process, 1-219–1-220

rules, work, 5-104, 5-105, 5-106–5-107

“rush to conclusions” syndrome, 5-96–5-97

S

safe harbor

for employee participation programs, 5-77–

5-78

and Fair Labor Standards Act, 4-17–4-18

safety, 3-10, 6-55

committees, 6-59

communication, 6-67


evaluation, 6-68

hazards, 6-56

historical perspective, 6-54

HR responsibilities, 6-58

incentives, 6-68

inspections, 6-60–6-62

management responsibilities, 6-57–6-59

and OSHA, 6-55


safety (continued)

promotion, 6-65–6-68

recognition, 6-68

self-audits, 6-60

training, 6-66

salary, 4-88

compression, 1-144, 4-95–4-96

plus commission/bonus, 4-120

for sales personnel, 4-119, 4-120

sales, 1-106–1-108

sales personnel, pay plans, 4-119–4-120

salting, 5-152–5-154

sample, 1-181

Santa Clara County Transportation Agency,

Johnson v., 2-94–2-95

SAR (summary annual report), 4-137, 4-273

Sarbanes-Oxley Act, 1-16, 1-204–1-205, 1-207–

1-208, 4-168–4-170, 4-172, 6-108

Savings Incentive Match Plan for Employees, 4-

167, 4-204, 4-205

SBJPA (Small Business Job Protection Act), 4-

167, 4-172

SBS (sick building syndrome), 6-71

Scanlon plan, 4-109

scatter diagrams, 1-179, 3-43

scheduling, 1-111–1-112

conferences in litigation, 5-33, 5-39

HRD programs, 3-98–3-102

School Board of Nassau v. Arline, 2-28–2-29

school-to-work programs, 2-178, 2-180

scientific management, 5-66–5-67

SCRR (Standard Compliance Review Report),

2-90

search warrants, 6-38

seasonal workers, 2-197

seating arrangements for HRD programs, 3-101–

3-102

SEC (Securities and Exchange Commission), 4-

36

second warning, in disciplinary action, 5-126

secondary boycotts, 5-250–5-252

secondary research, 1-174–1-175

Secret Ballot Protection Act, 5-12

Section 7, National Labor Relations Act, 5-16,

5-17, 5-111–5-112, 5-189


5-76–5-78, 5-112

Section 9, National Labor Relations Act, 5-16


5-222


© 2012 SHRM 33

Section 125 plans, 4-229–4-233

Securities and Exchange Act, 4-168, 4-172

Securities and Exchange Commission, 4-36

security, 3-10, 6-104

audits, 6-106

clauses, 5-145, 5-222–5-225

guards, 6-104–6-105

hardware, 6-106

information technology, 1-55

measures, 6-104–6-106

of payroll system, 4-87

programs, 6-104

risk analysis, 6-110–6-111

technology risks, 6-129–6-130

Security Rule, Health Insurance Portability and


segmented bargaining, 5-214

selecting facilitator, 3-98–3-100

selecting facility, 3-100–3-102

selection, 2-206

applicant notification, 2-210

application forms, analyzing, 2-207–2-209

background checks, 2-224–2-226

employment offers, 2-235–2-241

interviews, 2-210–2-219


job offers, contingent, 2-234–2-235

prescreening phone calls, 2-210

tests, 2-219–2-224, 2-226–2-231

self-assessment tools, 3-123–3-124

self-directed study, 3-92

self-directed teams, 5-79–5-80, 5-82

self-funded health plans, 4-220

self-service technologies, 1-35, 1-57, 1-58, 4-

276–4-277

seniority, 2-8, 2-10, 2-12, 2-265, 4-98, 5-49, 5-

226

sensitivity factors, 1-159, 1-161

SEPs (Simplified Employee Pensions), 4-204, 4-

205

sequential employees, 2-135

serious health condition, under Family and


serious violations under OSHA, 6-41

Service Contract Act, 2-284, 4-7, 4-37

service-level agreements, 1-48

settlements, and unfair labor practice charges, 5-

200–5-201

severance packages, 2-240, 2-266, 2-272–2-273,

4-243, 4-266

“sex,” definition, as applies to Civil Rights Act

of 1967, Title VII, 2-5

sexual harassment. See harassment

sexual orientation, 2-112–2-113

shared vision, 3-7

sharing, job, 2-197, 5-72, 5-75

sharps injuries, 6-26, 6-28

Sherman Anti-Trust Act, 5-3, 5-140–5-141, 5-

147

shift pay, 4-99

short-term assignees, 2-135

short-term disability coverage, 4-239

short-term objectives, 1-69, 1-77–1-78, 1-83

short-term orientation, 3-12

SHRM. See Society for Human Resource

Management

sick building syndrome, 6-71

sick leave, 4-239, 4-266

similar-to-me error, 2-218

simple linear regression, 130

SIMPLE. See Savings Incentive Match Plan for

Employees

Simplified Employee Pensions, 4-204, 4-205

simulations, 2-130, 3-91, 3-92, 3-107

single designated officer, in alternative dispute

resolution, 5-132

single employer doctrine, 5-251

single-rate pay system, 4-88, 4-93

sit-down strike, 5-252

situational interviews, 2-212

situational leadership theories, 3-153–3-155

Six Sigma, 3-47

skill banks/tracking systems, 2-167–2-168, 2-

169

skill development, 3-88–3-89

skill variety, 5-68

skill-based pay systems, 4-92

Skinner’s behavioral reinforcement theory, 3-

64–3-66

skip-level interviews, 5-51

SLAs (service-level agreements), 1-48

Small Business Job Protection Act, 4-167, 4-172

small employer health-care tax credit, 4-165

SMART objectives, 1-78, 3-85

SME (subject matter expert), 3-99

Smith v. Jackson, Mississippi, 2-11

SMM (summary of material modifications), 4-

137, 4-165, 4-273

smoking policies, 6-89–6-90

social engineering, 6-129–6-130


34 © 2012 SHRM

social factors, in environmental scan, 1-150

social media, 1-56, 1-114

and branding, 2-183

as recruitment source, 2-173–2-175, 2-179

social responsibility, corporate, 3-10

social security, for international employees, 4-

263–4-265

Social Security (U.S.), 4-82, 4-180–4-183, 4-239

socialization, and employee retention, 2-252

Society for Human Resource Management

Code of Ethical and Professional Standards,

1-196

Government Affairs News, 1-221

software for payroll systems, 4-86

solicitation, rules on, 5-152

solution analysis, 2-119, 2-120, 2-131–2-132

SOX (Sarbanes-Oxley Act), , 1-16, 1-204–1-

205, 1-207–1-208, 4-168–4-170, 4-172, 6-108

space requirements, 3-101

span of control, 1-128

SPD (summary plan description), 4-137, 4-139–

4-140, 4-163–4-164, 4-273

specialization, and scientific management, 5-

66

“specialized intellectual instruction”

requirement in determining


Specialty Occupation Worker visas. See H-1B

visas

specifications, job, 2-142, 2-145, 2-154–2-155,

2-164

sponsor, project, 1-33

S-shaped curve in learning, 3-57–3-58

St. Mary’s Honor Center v. Hicks, 2-73

stability, 1-76

staff units, 1-124–1-125

staffing, 2-118, 2-196–2-201, 3-38, 3-133–3-134

Standard Compliance Review Report, 2-90

standard deviation, 1-178–1-179

standardization

vs. localization, and international


and scientific management, 5-66

standards

in operations, 1-111

OSHA, 6-23–6-29

performance management, 3-165–3-166, 3-

167–3-168

quality, 3-41

standby time, 4-28

state

employment agencies, 2-175, 2-180

health exchanges, 4-165

legislation, 2-10, 2-11, 2-21, 2-43, 2-44, 2-

46–2-47, 2-58, 2-63, 2-80, 2-96, 2-110, 2-

112, 2-113, 2-207, 2-209, 2-223–2-224, 2-

235, 2-237, 2-282, 2-291, 4-26–4-27

plans, 6-19

statistical analysis. See quantitative analysis

statistical forecasts, 2-130

statutory bar to election process, 5-168

STD (short-term disability) coverage, 4-239

stealth expats/assignees, 2-135

step-rate with variability-based performance

considerations, 4-89

stereotyping, 2-217

stipulated election agreement, 5-162

stock option plans, 4-112–4-113, 4-116, 4-173

stock purchase plans, 4-116–4-117

stock-based plans, 4-111–4-113

stop-loss coverage, 4-220

straight commission plans for sales personnel, 4-

119–4-120

straight piece-rate pay system, 4-91

straight salary plans for sales personnel, 4-119

straight-line operations, 5-252

strategic alignment of human resource

development, 3-1, 3-4–3-5

strategic business management, 1-2

strategic information systems, 1-114

strategic orientation, 1-117–1-122

strategic plan, alignment of, 1-2, 1-3, 1-9, 1-84–

1-88

strategic planning, 1-2, 1-66, 1-83

benefits of, 1-66–1-67

case study, 1-69–1-83

human resource professional role, 1-84–1-88

process, 1-67–1-69

terminology, 1-83

strategic role of human resources, 1-2–1-3, 1-7–

1-9, 1-84–1-88

strategies, 1-75–1-77, 1-83

business unit, 1-76, 1-77

competitive, 1-117–1-122

functional, 1-76, 1-77

organizational, 1-75–1-76, 1-77

reviewing, 1-69, 1-80, 1-81

strategy, 1-1

development, 1-68, 1-71–1-77

emergent, 1-84


© 2012 SHRM 35

strategy (continued)

evaluation, 1-68, 1-69, 1-80–1-83

formulation, 1-68, 1-70–1-71

implementation, 1-68, 1-69, 1-77–1-80

organizational, 4-45

stress, 6-88–6-89, 6-115–6-116

stress interviews, 2-211

strictness, 3-178

strikes, 5-227, 5-244, 5-245–5-247

structural barriers, 6-106

structural considerations in due diligence, 1-20

structural strategies in organizational


structure, organizational. See organizational

structure

structured exercise, 3-91, 3-92

structured interviews, 2-211

Student visas, 2-37

styles, learning, 3-55–3-56

SUB (supplemental unemployment benefits), 4-

244

subject matter expert, 3-99

substance abuse, 2-222–2-224, 6-91–6-97

succession planning, 2-147, 2-258–2-259, 3-

130–3-132

successor employers/unions, 5-219–5-220

Suders, Pennsylvania State Police v., 2-110–2-

111

suggestion systems, 5-77, 5-83–5-84

summary annual report, 4-137, 4-273

summary judgment, in litigation, 5-37, 5-39

summary of material modifications, 4-137, 4-

165, 4-273

Summary of Work-Related Injuries and

Illnesses. See Form 300A, OSHA

summary offense, 5-121

summary plan description, 4-137, 4-139–4-140,

4-163–4-164, 4-273

Sundowner Offshore Service, Inc., v. Oncale, 2-

108

sunset clause, 4-104

supervisor

performance, 5-8

training, 5-56

supervisory status, and eligibility to vote in

union election, 5-163, 5-164

supervisory training, 3-89, 6-92–6-93

supplemental unemployment benefits, 4-244

supplemental wages, 4-81

supply analysis, 2-119, 2-120, 2-121–2-127

supply chain, 1-12, 1-18, 1-110–1-111

surface bargaining, 5-218

surveillance

of employees, 5-190

and workplace privacy, 1-199

surveys, 1-181–1-182, 3-80, 4-63–4-69, 5-51, 5-

90–5-93

survivor’s benefits, Social Security, 4-182

sustainability, 1-56, 1-203–1-204

SWOT analysis, 1-68, 1-71, 1-72–1-74, 1-83

sympathy strikes, 5-227, 5-247

symptoms of drug use, 6-94

synchronous learning, 3-93

synthesis, as level of learning, 3-59

Syracuse University decision, 5-76

Systemic Task Force Report, 3-140

systems

theory, 3-40

thinking, 3-6

T

tactile learners, 3-56

Taft-Hartley Act. See Labor-Management

Relations Act

tagout, 6-25

talent management, 1-110, 3-14, 3-116–3-117,

3-138–3-141

“tall organizations,” 1-128

tardiness, 5-119, 5-120

target audience, defining, 3-86

targeted application forms, 2-207

targeted campaigns, 5-150–5-151

targeted interviews, 2-211

task

assessment, 3-77

behavior, 3-153–3-154

forces, 5-80–5-81, 5-82

identity, 5-68

significance, 5-68

structure, 3-155

tax equalization, 4-264–4-265

tax organizations affecting compensation and

benefit programs, 4-172–4-174

Tax Reform Act, 4-166, 4-172

tax treatment of benefits, 4-248–4-249

taxable wages, 4-81

taxation, and international compensation and

benefits, 4-256

tax-deferred education accounts, 4-205–4-207


36 © 2012 SHRM

taxes

Medicare, 4-82

Social Security, 4-82, 4-180–4-181

withholding, 4-81

Taxman v. Board of Education of Piscataway, 2-

95

Taxpayer Relief Act, 4-167, 4-172

Taylor, Frederick W., 5-66–5-67

TB (tuberculosis), 6-82–6-83

TCNs (third-country nationals), 2-134

team(s), 1-110, 5-75–5-82

building, 3-38

interviews, 2-213

leaders, 3-151, 3-152

learning, 3-7

participation, 3-126

project, 1-34

technological change, 1-1

technological considerations in due diligence, 1-

20–1-21

technological factors, in environmental scan, 1-

151–1-152

technological skills, 1-151–1-152

technological strategies in organizational


technologists/technicians, under Fair Labor

Standards Act, 4-20

technology

advances in, 1-151

and costs, 1-123–1-24

and HR’s role, 1-8–1-9, 1-11

impact of, 1-12

issues, 3-10

managing, 1-53–1-60

and record keeping, 2-290–2-291

security risks, 6-129–6-130

tools, for HR professionals, 1-57–1-60

trends in, 1-53–1-57

and workplace privacy, 1-57, 1-200–1-201

technology-driven research and development, 1-

109

telecommuting, 5-73–5-74, 5-75

telephone organizing, 5-155

temporary agencies, 2-175, 2-180, 2-189

temporary assignments, 2-197

temporary employees, 2-136, 2-175, 2-180, 2-

189, 2-197

temporary help, finite, 2-197

temp-to-hire programs, 2-136, 2-197

temp-to-lease programs, 2-198

teratogens, 6-84

terminations, 2-147, 2-239, 2-268–2-273, 5-

127–5-129, 6-116

terrorism, 3-10, 6-118–6-123

test/retest, to measure reliability, 1-184

testing, 1-183

tests


performance, 3-107

post-measure, 3-105

pre-/post-measure, 3-105–3-106

selection, 2-219–2-224, 2-226–2-231

theft, 6-107–6-109, 6-130–6-131

theory of constraints, 3-46–3-47

Theory X and Theory Y, 3-62–3-63

third-country nationals, 2-134

third-party administrator health plans, 4-220

third-party contractors, 1-42, 1-46–1-53

third-party sources for recruiting, 2-175–2-176,

2-180

threats, 5-188, 5-189

360-degree feedback process, 3-107

time management, and job analysis, 2-146–2-

147

time to start, 1-173

time worked, 4-20–4-21

time-based differential pay, 4-99–4-101

time-based step-rate pay structure, 4-88–4-89, 4-

93

TIPS, 5-191

Title VII, Civil Rights Act of 1964, 2-5–2-8, 2-

11, 2-45, 2-108, 2-283, 3-24–3-25, 3-26

TN visas, 2-37

TOC (theory of constraints), 3-46–3-47

Toering Electric Company, 5-153

tools, quality, 3-41–3-46

top hat plans, 4-207

tort claims, common law, 5-23–5-26

total quality management, 3-39–3-47

total rewards systems, 4-1–4-2

totalization agreements, 4-263–4-265

touchpoint mapping, 2-183

Town & Country Electric, NLRB v., 5-153

toxic substances, 6-85–6-86

TPA (third-party administrator) health plans, 4-

220

TQM (total quality management), 3-39–3-47

TRA (Taxpayer Relief Act), 4-167, 4-172

trade agreements, 1-148–1-149


© 2012 SHRM 37

trade associations, as recruitment source, 2-170,

2-179, 2-189

trade secrets, 6-38

traditional generation, 1-138

trainability, 3-52–3-53

trainees, 2-136

training, 3-11, 3-74

classroom, 3-89–3-92

cost, 3-82–3-83

delivery methods/media, 3-89–3-97

diversity, 3-136

global issues, 3-11

investment factor, 1-173


on-the-job, 3-96–3-97

time, and Portal-to-Portal Act, 4-31

programs, types of, 3-88–3-89

safety, 6-66

substance abuse, 6-92–6-93

supervisory, 3-89

transfer of, 3-103

trait theories of leadership, 3-150

transactional leadership, 3-155–3-156

transfer of training, 3-103

Transfer Rate, 6-37

transfers, 3-129

transformational leadership, 3-156

“transgender,” definition, as applies to Civil

Rights Act of 1967, Title VII, 2-5

transition planning, 3-140

transparency, in investor communications, 1-204

transportation assistance, 4-247–4-248

travel pay, 4-29–4-31, 4-100

travel time, under Portal-to-Portal Act, 4-29–4-

31

Treaty Investor and Trader visas, 2-37

trend analysis, 2-122–2-123, 2-124, 4-131

trends, global, 3-9–3-10

trial, in litigation, 5-37–5-38, 5-39

tripartite panel, 5-234

tuberculosis, 6-82–6-83

tuition plans, prepaid, 4-206

tuition reimbursement, 3-126, 4-248

turnaround, 1-76

turnover, 1-147, 1-173, 2-124–2-125, 2-248–2-

250

turnover analysis, 2-124–2-125

Twitter, 2-174

“two standard deviations analysis,” 2-84

U

UCA (Unemployment Compensation

Amendments), 4-149, 4-171

ULPs. See unfair labor practices

uncertainty avoidance, 3-12

undercover marketing, 1-108

underwater stock options, 4-113

“undocumented alien,” definition, as applies to


undue hardship, 2-17, 2-28

unemployment, 1-146–1-147

unemployment benefits, 2-224, 4-186–4-187, 4-

244

Unemployment Compensation Amendments, 4-

149, 4-171

unfair competition, 5-27–5-28, 5-29

unfair labor practices, 5-144, 5-152–5-153, 5-

165, 5-172–5-173, 5-175–5-176, 5-186–5-187

employer, 5-187, 5-188–5-194

filing charge, 5-200

preparing case, 5-199

remedies, 5-202, 5-203

resolution of, 5-198–5-204

strikes, 5-246

union, 5-187, 5-194–5-198

unforeseeable business circumstances exception

to Worker Adjustment and Retraining

Notification Act, 2-42, 2-43

uniform explanation of coverage, under Patient

Protection and Affordable Care Act, 4-165

Uniform Guidelines on Employee Selection

Procedures, 2-22–2-25, 2-45, 2-78–2-79, 2-

219–2-220, 2-289, 3-24–3-25

Uniformed Services Employment and

Reemployment Rights Act, 2-44, 2-46, 2-217,

3-26, 3-27, 4-157–4-159, 4-171

union deauthorization, 5-178, 5-179

union decertification, 5-176–5-177, 5-179

union membership, 5-9–5-10, 5-11, 5-12

union security clauses, 5-145, 5-222–5-225

union shop, 5-145, 5-222, 5-224–5-225

union strategy, setting, 5-150–5-151

union unfair labor practices, 5-187, 5-194–5-198

union-free organizations, maintaining, 5-47–5-

58

unionization, 5-148–5-149

authorization cards/petitions, 5-48, 5-159–5-

161, 5-163, 5-174

elections, 5-48, 5-171–5-173


38 © 2012 SHRM

unionization (continued)

organizing campaign, 5-149–5-159

position of organization regarding,

articulating, 5-47–5-48

petition for certification, 5-161–5-162

representation hearing, 5-162–5-163

voter eligibility, 5-163–5-164, 5-169–5-170,

5-171

unions, 1-146

defined, 5-148

organizing tactics, 5-11–5-13, 5-151–5-156

recent trends, 5-9–5-13

as recruitment source, 2-170, 2-179

why employees join, 5-6–5-8

unit, bargaining, 5-164–5-167

unit communication meetings, 5-52

United Steelworkers v. Weber, 2-94

university programs, 3-126

unlawful circumvention, 5-219

unlawful support of labor organizations, 5-191–

5-193

unprotected strike activities, 5-252–5-254

unsafe acts/conditions, 6-61–6-62

unskilled labor, 1-141–1-142

unweighted average, 4-67–4-68

U.S. Citizenship and Immigration Services, 2-30

USA PATRIOT Act, 6-44, 6-47, 6-122

USCIS (U.S. Citizenship and Immigration

Services), 2-30

USERRA (Uniformed Services Employment

and Reemployment Rights Act), 2-44, 2-46, 2-

217, 3-26, 3-27, 4-157–4-159, 4-171

utilization review, 4-222, 4-224

V

vacation, 4-265

vacation pay, 4-244–4-245

validity, 1-184–1-185, 2-227–2-231

value proposition, 2-181

values, 1-68, 1-71, 1-83, 3-164–3-165

vendor governance, 1-48–1-49

vendor recognition programs, 4-107

vendor selection, 1-49–1-53

vertical integration, 5-69

vesting, 4-135–4-136, 4-167, 4-200

veteran status, and Fair Labor Standards Act, 4-

18–4-19

veto, 1-221

VETS-100/-100A reports, 2-27

VEVRAA (Vietnam Era Veterans Readjustment

Assistance Act), 2-25, 2-26–2-28, 2-45, 2-289

vicarious liability, 2-33, 2-109

Vietnam Era Veterans Readjustment Assistance

Act, 2-25, 2-26–2-28, 2-45, 2-289

Vinson, Meritor Savings Bank v., 2-107

violations, OSHA, 6-40–6-42

violence in workplace, 1-201, 6-114–6-118

virtual employees, 2-136

visas, 1-145, 2-34–2-40

vision care plans, 4-218–4-219

vision statements, 1-68, 1-70–1-71, 1-83

visual learners, 3-55

voluntary arbitration, 5-233

voluntary compliance with affirmative action, 2-

92–2-93

voluntary deductions, 4-82

voluntary protection programs, 6-23

voluntary resignation, 2-271

voluntary retirement, 2-269, 2-271–2-273

voluntary terminations, 2-271–2-273

voluntary-recognition bar to election process, 5-

168–5-169, 5-175

voter eligibility, 5-163–5-164, 5-169–5-170, 5-

171

VPPs (voluntary protection programs), 6-23

Vroom’s expectancy theory, 3-63–3-64

“VUCA,” 1-1

vulnerabilities, 6-110

W, X, Y, Z

Waffle House, EEOC v., 5-133

wage comparisons, 1-148

wage discrimination, 2-21–2-22

wage, minimum, 4-12–4-13, 4-24–4-25, 4-26–4-

27

wages

hourly, 4-88

supplemental, 4-81

taxable, 4-81

Wagner Act. See National Labor Relations Act

waiting time, and Portal-to-Portal Act, 4-29

walk-ins, as recruitment source, 2-171, 2-179

Walsh-Healey Act, 2-284, 4-7, 4-37

WARN (Worker Adjustment and Retraining

Notification Act), 1-14, 2-41–2-43, 2-46

warnings, in disciplinary action, 5-126–5-127

Washington v. Davis, 2-72–2-73

Weber, United Steelworkers v., 2-94


© 2012 SHRM 39

weighted application forms, 2-208

weighted average, 4-67–4-68

weighted mean, 4-67–4-68

Weingarten, Inc., NLRB v., 5-231–5-233

wellness programs, 4-223, 6-87–6-91

whistleblower provisions of Sarbanes-Oxley

Act, 4-170

whistleblowing, 1-206–1-208, 6-67, 6-115

white-collar exemptions, 4-13–4-17

wikis, 1-56

wildcat strikes, 5-247

willful violations under OSHA, 6-41

withholding deductions, 4-82

withholding taxes, 4-81

work diary/log, in job analysis, 2-145

work environment, 3-67

work environment awards, 2-183

work flexibility, 3-38

work made for hire, 2-238, 3-21–3-22

Work Opportunity Tax Credit, 4-33–4-34, 4-38

work references, 1-197–1-198, 2-225

work rules, 5-104, 5-105, 5-106–5-107

work schedules, alternate, 5-70–5-75

work specialization, 1-122–1-123

work teams, 5-81, 5-82

Worker Adjustment and Retraining Notification

Act, 1-14, 2-41–2-43, 2-46

workers’ compensation, 2-147, 2-224, 4-157, 4-

187–4-189, 6-12–6-13

workers, development of, 3-10

workforce analysis

in affirmative action plans, 2-82

in workforce planning, 2-119–2-132

workforce, and compensation and benefits

system, 4-46

workforce planning

internal, 2-118–2-120

international, 2-132–2-136

work/life balance, 1-11

workplace discipline, 5-118–5-130

workplace diversity, 1-12, 1-145, 1-202–1-203

work-related disability under workers’

compensation, 4-189

work-related requirements, 2-7

workweek, 4-20–4-21

workweeks, compressed, 5-71, 5-75

World Health Organization, 6-83

WOTC (Work Opportunity Tax Credit), 4-33–4-

34, 4-38

written warning, 5-126–5-127

wrongful terminations, 2-268–2-269

yellow-dog contracts, 5-142

yield ratios, 2-184–2-185, 2-186–2-187

zero-based budgeting, 1-106

zipper clause, 5-227

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