FBLA Human Resource Management Master Study Guide

Practice flashcards covering labor laws, recruitment terminology, performance management frameworks, and labor relations for the FBLA Human Resource Management objective test.

FLSA (1938)

Federal law that sets minimum wage, overtime pay ($1.5 \times$), and restricts child labor; applies to nearly all employers.

Title VII (1964)

Prohibits discrimination based on race, color, religion, sex, or national origin for employers with $15+$ employees.

ADEA (1967)

Protects applicants and employees who are $40$ years of age and older; applies to employers with $20+$ employees.

OSHA (1970)

Mandates a workplace free from recognized health and safety hazards; applies to all employers.

ADA (1990)

Requires "reasonable accommodations" for qualified individuals with disabilities; applies to employers with $15+$ employees.

FMLA (1993)

Grants up to $12$ weeks of unpaid leave for medical or family reasons for employers with $50+$ employees.

Job Analysis

The process of gathering information about a job's duties, responsibilities, and working conditions.

Job Description

A written statement of what the job holder actually does, focusing on tasks and duties.

Job Specification

A written statement of the minimum qualifications, such as education and skills, needed to do the job.

Validity

In pre-employment testing, the extent to which a test actually measures what it claims to measure, such as predicting job performance.

Reliability

In pre-employment testing, the extent to which a test yields consistent results over time.

Structured Interview

An interview format where every candidate is asked the exact same questions.

Behavioral Interview

An interview based on the premise that past behavior predicts future behavior, often using prompts like "Tell me about a time you…"

Stress Interview

An interview deliberately designed to see how candidates handle pressure.

Kirkpatrick's 4 Levels of Evaluation

A framework for evaluating training effectiveness consisting of: (1) Reaction, (2) Learning, (3) Behavior, and (4) Results.

BARS (Behaviorally Anchored Rating Scales)

A performance appraisal method that combines rating scales with specific behavioral examples.

360-Degree Feedback

A performance appraisal method where data is collected from a worker's supervisors, peers, and subordinates.

MBO (Management by Objectives)

A process where employees and managers collaboratively set specific, measurable goals.

Progressive Discipline

The standard sequence of disciplinary action: Verbal Warning \rightarrow Written Warning \rightarrow Suspension \rightarrow Termination.

Legally Required Benefits

Benefits mandated by law, including Social Security, Medicare, Unemployment Insurance, and Worker's Compensation.

Discretionary Benefits

Benefits not legally required at the federal level, such as paid time off, health insurance, life insurance, and 401(k) matching.

Piecework

A pay structure where an employee is paid a set amount for every unit produced.

Merit Pay

Increases to base pay that are directly tied to performance appraisals.

Skill-based Pay

A pay structure where employees are paid for the depth and breadth of skills acquired, regardless of current job title.

The Wagner Act (NLRA of 1935)

The fundamental law protecting the right of workers to organize and collectively bargain; created the National Labor Relations Board (NLRB).

The Taft-Hartley Act (1947)

An amendment that restricted union power, outlawed the "closed shop," and allowed the president to halt strikes threatening national security.

Union Organizing Process (Authorization Cards)

To force a union election, $30\%$ of workers must sign authorization cards.

Union Organizing Process (Formation Vote)

To actually form a union, seekers need $50\% + 1$ of the vote.

Mediation

A process involving a third-party neutral who can only suggest a non-binding compromise.

Arbitration

A process where a third-party neutral acts like a judge and makes a final, binding decision.