ADDIE model
1. Analyze - Assess to determine the need or goals of the training program before launching any actions.
2. Design - where you plan the
... [Show More] actions and lay out the ideas for how the program is going to work.
3. Develop - where you create, gather and organize the training materials.
4. Implement - the execution phase. You deliver the training program in this step.
5. Evaluate - Last step in cycle. Review and evaluate the outcomes.
National Labor Relations Act (NLRA) (Wagner Act) (1935)
A 1935 law, also known as the Wagner Act, that guarantees workers the right of collective bargaining. Sets down rules to protect unions and organizers, and created the National Labor Relations Board to regulate labor-managment relations.
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Federal Insurance Contributions Act (FICA) (1935)
Federal payroll tax paid by both employees and employers to fund Social Security and Medicare, which provides benefits to retirees, disabled and children of deceased workers.
Fair Labor Standards Act (1938)
Regulates the classification of employees (exempt vs. non-exempt) versus independent contractors. Provides for a minim wage and overtime unless the employee meets an exempt classification. Administrator/Enforcer: DOL's Wage & Hour Division. Does not require employers to provide vacation, sick leave, holiday or severance pay.
Labor Management Relations Act (Taft Hartley) (1947)
1. Prohibits certain unfair labor practices by unions, protecting management rights
2. Allows states to declare themselves right-to-work
3. Authorized union decertification
Equal Pay Act (EPA) (1963)
Prohibits wage discrimination; requires equal pay for equal work of the same skills, effort, and responsibilities.
Consumer Credit Protection Act (CCPA) (1968)
Sets the national maximum limit on the amount of wages that can be withheld from an employee's wages to satisfy court ordered wage garnishments, such as tax garnishments, domestic relations, court orders such as child support and alimony.
Occupational Safety & Health Act (OSHA) (1970)
• Mandates compliance with Federal health & safety standards
• Employers with fewer than 10 employees are exempt from certain reporting requirements
Fair Credit Reporting Act (FCRA) (1970)
• Defines employees' and potential employees' rights regarding employers use of information obtained by reports compiled by third party credit reporting agencies as the basis for employment decisions.
• Allows employers to review candidates' or employees' consumer report under certain conditions. You must give disclosure and acquire written authorization prior to acquiring and using consumer reports.
• Amended by Fair and Accurate Credit Transactions Act (FACTA) (2003) which added that employers must take reasonable measures to reduce the risk of identity theft and other harm to their EEs, resulting from employer's failure to properly dispose of confidential records.
Employee Retirement Income Security Act (ERISA) (1974)
1. Ensures employee benefit and welfare plans offered by private industry employers meet certain standards.
2. Under ERISA, Pension Benefit Guarantee Corporation (PBGC), protects retirees' retirement funds; ensures money set aside in trust funds and covers underfunded pension plans.
3. Specifies a plan cannot require more than 1,000 hrs/yr (covering some PT EEs) to be eligible to participate in employer offered plans.
Foreign Corrupts Practices Act (FCPA) (1977)
1. Prohibits American companies from making corrupt payments to foreign officials for the purpose of obtaining or keeping business.
2. Amended (1988) to permit some "grease" or "facilitating" payments to expedite or secure performance or routine government action.
Uniform Guidelines on Employee Selection Procedures (UGESP) (1978)
Prohibits selection policies and practiced from having an adverse impact on he employment opportunities for any race, sex or ethnic group unless it is a business necessity (BFOQ). Requires employers use only job-related criteria in employment decisions.
Immigration Reform & Control Act (IRCA) (1986)
Ensures employers do not employ or continue to employ aliens unauthorized to work in the U.S. and that employers do not discriminate on basis of citizenship status or national origin.
Employee Polygraph Protection Act (EPPA) (1988)
1. Prohibits private sector employers from requiring pre-employment polygraph examinations unless employer is in these industries: pharmaceutical, national defense, law enforcement/security (gun carry industry).
2. Permits polygraph testing of certain employees of private sector who are reasonably suspected of involvement in a workplace incident that resulted in specific economic loss or injury to the employer.
Uniformed Services Employment & Re-employment Rights Act (USERRA) (1994)
1. Prohibits discrimination in employment against past, current or future military service embers. Protects military service workers' employment rights and benefits of employment.
2. If an employee is called up for an active duty (National Guard, Reservist) and they return within 5 years, they must get their job back.
3. They have a maximum of 2 weeks to return to the job after the active duty period ends or job is forfeited.
4. If their job was eliminated (due to mass layoff) during their active duty period, employer doesn't have to reinstate them.
5. Provides military men/women/dependents 24 months of continued health care coverage while on military leave.
Health Insurance Portability and Accountability Act (HIPAA) (1996)
1. Provides protection for participants and beneficiaries in group health plans, including limiting exclusions for pre-existing conditions and general health conditions.
2. Provides privacy protections for employees against unauthorized disclosure of health-related information.
3. Prohibits employers from using personal health information as a basis for making employment decisions.
Sarbanes Oxley Act (SOX) (2002)
1. EEs working for publicly traded companies or companies that are require to file certain reports with the SEC are protected from retaliation for reporting alleged violations for mail, wire, bank, or securities fraud; violations of rules or regulations of the SEC; or federal laws relating to fraud against shareholders.
2. Section 306(b) of SOX provides investor protections and requires that participants in "individual account plans" be notified in advance when they will be subject to a "blackout period". 30 days' notice must be provided, but no more than 60 days' notice prior to start of blackout period.
Lilly Ledbetter Act (2009)
1. Revised the statute of limitations for filing a pay discrimination claim to receive restitution. For each paycheck, or distribution of benefits or other form of compensation marred by discrimination, the statute of limitations renews, creating a rolling open time frame (180 days or 300 days, depending on state of employment).
2. Amended Title VII, ADA, Rehabilitation Act, and ADEA to specify that unlawful discrimination occurs when: 1) "a discriminatory compensation decision is adopted", 2)"when an individual becomes subject to a discriminatory compensation decision or other practice", 3)"when and individual is affected by application of a discriminatory compensation decision or other practice, including each time wages, benefits, other compensation is paid, resulting in whole or part from such a decision or other practice."
3. Arose from Ledbetter v. Goodyear Tire & Rubber Co. Supreme Court Case
Portal to Portal Act
• Amendment to FLSA, which further defined what time is considered compensable work time. For exam purposes, as long as an employee is engaged in activities that benefit the employer, regardless of when they are performed, the employer is obligated to pay the employee for his/her time. [Show Less]