PSHRA-CP flashcards

32 cards. Read the term and the definition here. The deck at the top of this page is optional.

FLSA overtime standard

Nonexempt employees must receive 1.5 times their regular rate of pay for hours worked beyond 40 in a single workweek.

Title VII employer threshold

Title VII of the Civil Rights Act of 1964 applies to employers with 15 or more employees, including state and local government agencies.

ADEA protected age

The Age Discrimination in Employment Act protects individuals age 40 and older from age-based discrimination in hiring, pay, and termination decisions.

FMLA eligibility criteria

An employee qualifies after 12 months of service and 1,250 hours worked in the prior year at a site with 50 or more employees within 75 miles.

COBRA maximum continuation

Qualified beneficiaries may continue coverage up to 18 months after termination or reduced hours, and up to 36 months for divorce, death, or Medicare entitlement.

Form I-9 retention

Employers must keep completed I-9 forms for three years after the hire date or one year after separation, whichever is later.

FLSA payroll record retention

Payroll records documenting wages, hours worked, and deductions must be preserved for three years under FLSA recordkeeping regulations.

Core policy elements

A complete policy states its purpose, scope, definitions, responsibilities, procedures, approval authority, effective date, and scheduled review cycle.

Handbook at-will disclaimer

A clear statement that employment is at will, paired with a signed acknowledgment, reduces claims that the handbook created an implied contract.

Four-fifths rule

Adverse impact is indicated when a protected group's selection rate is less than 80 percent of the rate for the highest-selecting group.

Yield ratio

The number of applicants advancing to the next selection stage divided by the number at the prior stage, used to evaluate each recruiting source.

Structured interview

All candidates receive the same predetermined questions in the same order, scored with anchored rating scales to improve reliability and reduce bias.

Bona fide occupational qualification

A narrowly interpreted defense permitting a protected characteristic to be required when it is reasonably necessary to the operation of the business.

Time to fill

The number of calendar days from requisition approval to candidate offer acceptance, a standard staffing efficiency metric.

Compa-ratio

Employee salary divided by the midpoint of the assigned pay range; 1.00 means pay equals midpoint, and values below 1.00 mean below midpoint.

Range spread formula

Maximum salary minus minimum salary, divided by the minimum salary, times 100, expressed as a percentage of the range minimum.

Point-factor evaluation

A job evaluation method assigning points to compensable factors such as skill, effort, responsibility, and working conditions to rank jobs internally.

Red circle rate

A pay rate above the established range maximum, typically retained and frozen rather than reduced, often resulting from demotion or market shifts.

Pay compression

A narrowing of pay differentials occurring when new hires are paid close to or above experienced incumbents, often during tight labor markets.

Progressive discipline

A graduated sequence of corrective steps, usually verbal warning, written warning, suspension, then termination, with documentation at each stage.

Just cause standard

Discipline requires notice of the rule, consistent enforcement, a fair investigation, credible proof, equal treatment, and a penalty proportionate to the offense.

Weingarten rights

Union-represented employees may request union representation during an investigatory interview they reasonably believe could lead to disciplinary action.

Halo effect

A rating error in which a supervisor's overall positive impression of an employee inflates ratings on every separate performance dimension.

Behaviorally anchored rating scales

Appraisal scales that pair each rating level with specific examples of observed job behavior, improving consistency and reducing subjectivity in evaluations.

Section 125 cafeteria plan

An IRS-qualified plan allowing employees to pay health premiums and fund flexible spending accounts with pre-tax salary dollars.

ACA full-time definition

For the employer shared-responsibility mandate, an employee averaging at least 30 hours per week or 130 hours per month is full time.

Governmental 457(b) plan

A tax-deferred retirement plan for state and local employees with separate contribution limits and no 10 percent early withdrawal penalty.

HSA eligibility

An employee may contribute to a health savings account only when enrolled in a qualifying high-deductible health plan and holding no disqualifying coverage.

Turnover rate

Separations during a period divided by average headcount, times 100, where average headcount is beginning plus ending headcount divided by two.

FTE calculation

Full-time equivalent equals total paid hours divided by 2,080, the number of hours in a 40-hour, 52-week work year.

Cost per hire

Total internal and external recruiting costs divided by the number of hires made during the measured period.

Absenteeism rate

Days absent divided by the product of average headcount and scheduled workdays, multiplied by 100 to express the result as a percentage.