The number of employed individuals in the civilian workforce and armed services.

Federal and state regulations requiring employers to post in conspicuous places a variety of labor law posters, including, but not limited to, information regarding employee rights under EEO, FMLA, OSHA, ADA, FLSA, as well as other labor laws

A binding agreement governing wages, benefits, representation rights and other working conditions between a labor union and management.

The correlation between a given output and the percentage of labor time used to produce the output.

A temporary termination of employees, or the elimination of jobs, during periods of economic downturn or organizational restructuring

The process, by which an individual determines direction, influences a group and directs the group toward a specific goal or organizational mission

Formal and informal training, professional development programs designed for all management and executive-level employees to assist them in developing the leadership skills and styles required to deal with a variety of situations.

Learning styles are defined, classified, and identified in various ways. Broadly speaking, they are overall patterns that provide direction to learning and teaching. Learning style can also be described as a set of factors, behaviors, and attitudes that facilitate learning for an individual in a particular situation.

A leave program allowing employees to donate unused sick leave to a coworker who has exhausted all available sick leave and is out due to a long-term illness or injury

Defaming or harming an individual’s reputation in writing

A process that begins with an identifiable work need, and then continues through a sourcing and search strategy, then progresses to a pre-qualification and assessment strategy, and concludes with hire. The cycle repeats itself again with next vacancy.

A series of related jobs in a promotional sequence generally starting with less difficult, lower-paying jobs and progressing to more difficult, higher-paying jobs. Often, the lower jobs provide required training for movement to the higher-level jobs.

A legal proceeding occurring in a federal or state court of law to determine and enforce legal rights.

A wage rate that is sufficient for a worker and his or her family to exist comfortably.

The strategy of applying locale-specific terminology and data to a specific product or application in order to meet the language, cultural and other requirements of a specific market.

An OSHA standard helping safeguard employees from hazardous energy while they are performing service or maintenance on machines and equipment. The standard identifies the practices and procedures necessary to shut down and lock out or tag out machines and equipment, requires that employees receive training in their role in the lockout/tagout program and mandates that periodic inspections be conducted to maintain or enhance the energy control program.

An insurance plan that provides coverage for individuals with long-term illnesses or disabilities by paying in whole or in part for long-term medical and non-medical care services.

Refers to the particular number of days an employee is absent from work due to an injury or illness or the number of days which the employee is on restricted duty.

A fixed negotiated payment that is not typically included in an employee’s annual salary; often times given in lieu of pay increases.

A performance appraisal strategy in which subordinates determine and set goals for themselves based on the overall goals and objectives for the organization.

An individual who works independently to assist and advise clients with managerial responsibilities regarding various organizational issues.

Training and developmental programs designed to provide new managers and existing managers with the resources needed to become more effective in their roles.

An employee who meets the salary basis test and regularly manages or supervises two or more employees

The process of assessing an employer’s current workforce content and composition in order to anticipate future staffing requirements needed to meet business goals and requirements.

An organizational structure where employees report to more than one manager or supervisor.

The average wage for a worker in a specified position or occupation, which is determined by adding together the total wages for all incumbents in a specific position or occupation and then dividing it by the total number of incumbents.

The middle value in a series of values arranged in rank order.

The margin between the highest paid 50 percent and the lowest paid 50 percent of workers in a specific position or occupation.

A private negotiation and decision-making process in which a mediator assists individuals or groups in finding a resolution to a particular issue or conflict

A savings account funded by employees through pretax contributions; can be used to pay for co-payments, deductibles or medical expenses not covered by a health insurance benefit plan.

A medical evaluation conducted on a post-offer basis by a company physician or an independent physician to ascertain whether or not a candidate is able to perform the physical requirements of a particular job

A career development method whereby less experienced employees are matched with more experienced colleagues for guidance either through formal or informal programs.

The joining of two or more different organizations under one common owner and management structure.

A measure used to determine the effectiveness and value of implemented HR programs in increasing performance and profits.

A compensation system whereby base pay increases are determined by individual performance.

The attributes of a job description which establishes a baseline for meeting the qualifications for a particular position.

The smallest hourly wage that an employee may be paid for all hours worked, as mandated by federal or state law

Men and women of those minority groups for whom EEO-1 reporting is required; that is, black, Hispanic, Asian or Pacific Islander, American Indian or Alaskan Native. The term may refer to these groups in the aggregate or to an individual group.

A small business enterprise that is at least 51 percent owned by one or more minorities or, in the case of a publicly owned business, at least 51 percent of all classes or types of the stock is owned by one or more minorities and whose management and daily business operations are controlled by one or more minorities.

A statement illustrating what the company is, what the company does and where the company is headed.

Working one or more full- or part-time jobs in addition to an individual’s regular full-time job.

A psychological test used to assess an individual’s personality type.

The country--including those that no longer exist--of one's birth or of one's ancestors' birth. "National origin" and "ethnicity" often are used interchangeably, although "ethnic group" can refer to religion or color, as well as country of one's ancestry

A method of analyzing how employee skill deficits can be addressed through current or future training and professional development programs, as well as determining the types of training/development programs required and how to prioritize training/development

A claim made against an employer based on the premise of an employer’s obligation to not hire an applicant the employer knew or should have known was unsuitable and likely to behave inappropriately toward other employees

Negligent referral is defined as the failure of an employer to disclose complete and factual information about former or current employee to another employer.

The act of failing to take appropriate disciplinary action (i.e., termination) against an employee the employer knew or should have known was unsuitable

Favoritism shown to relatives by individuals in a position of authority, such as managers or supervisors.

Refers to Internet use rules of conduct, involving respecting others' privacy and not doing anything online that is offensive, annoying or frustrating to other people.

A consensus planning tool used to identify the strengths of an organization, department or division, whereby participants are brought together to discuss important issues, problems and solutions.

A contract restricting an employee from obtaining employment with a competitor within a specified industry, distance and/or time frame.

Failure to follow equal employment opportunity or affirmative action guidelines and the regulations applicable to them.

A contract restricting an employee from disclosing confidential or proprietary information.

The practice of not discriminating against members of disadvantaged or protected groups in hiring practices, policies, benefits or conditions of employment

Used to define occupations or specific fields where women typically comprise less than 25 percent of the workforce.

A method of projecting future needs in order to determine what developments will be required to meet those needs.

In wrongful discharge cases, this doctrine is used to determine whether or not an employer gave an employee adequate advanced notice of the potential consequences if a specific behavior or conduct was not improved upon.

A specification of what is to be accomplished, the time-frame in which it is to be accomplished and by whom.

The process of observing employees while performing their respective jobs or tasks, used to collect data regarding specific jobs or tasks.

Defined by OSHA as "any abnormal condition or disorder, other than one resulting from an occupational injury, caused by exposure to factors associated with employment."

Used to classify specific occupations into a specific category, such as professionals, technical/hi-tech, administrative/clerical, sales, service, retail, etc.

An injury sustained during the course of employment, which results in the employee requiring medical treatment other then minor first aid and which results in the employee being absent from work as a result of such injury for one or more work days or results in work restrictions

A law setting forth standards that employers must comply with in order to provide working conditions that are safe and free from any health hazards for all employees. Additionally, the law also requires employers to provide employees with protection against workplace hazards that could result in illness, injury or death to an individual, as well as to communicate to employees the information on hazardous materials or chemicals they may be required to handle.

Used to define the periods of time during which an employee is totally and completely relieved of any and all job duties and is free to attend to his or her own personal activities

The practice of relocating business processes, such as production/manufacturing, to a lower cost international location.

A neutral third party that helps individuals or groups in conflict resolve disputes by mediating, coaching and facilitating communication between the parties and recommending an appropriate resolution.

Additional compensation awarded to employees who are required to remain on call during off-duty hours.

Used to define periods of time when an employee is off duty but is required to remain on or close to the company premises or to respond to a call or page within a specified period of time, resulting in the employee being unable to effectively use such time to attend to his or her own personal activities

Training provided to employees by managers and supervisors; conducted at the actual worksite utilizing demonstration and actual performance of job tasks to be accomplished

A management strategy emphasizing employee empowerment by making the organization’s financial data available to all employees. The goal of this type of management program is to make employees view themselves as more of a business partner and increase their awareness of how their actions and decisions affect the organization’s bottom line.

The period of time designated by the employer’s health or other benefit plan when employees may enroll in new benefit plans or make changes to existing benefit plans.

An organization that hires workers without regard to their membership in a labor union.

A detailed projection of all projected income and expenses during a specified future period.

A written document issued by government agencies used to provide a ruling on a particular issue

A tool used to solicit and assess employee opinions, feelings, perceptions and expectations regarding a variety of managerial and organizational issues.

An employer benefit plan provision that offers cash, extra benefits or additional credits in return for an employee reducing the level of benefits he or she selects under a flexible benefit/cafeteria-style program or providing extra cash compensation to those employees who choose not to elect any benefit coverage.

A verbal warning given to an employee by a manager or supervisor as a means of correcting inappropriate behavior or conduct.

A motivational theory suggesting that an individual will behave in a manner that helps him or her avoid potential negative outcomes and achieve agreeable outcomes.

Refers to organization-wide changes, such as restructuring operations, introducing new technologies, processes, services or products, implementing new programs, re-engineering, etc.

A graphic representation outlining how authority and responsibility are distributed within an organization.

An organization’s attitude and values regarding itself, employees, customers and the general public. It encompasses the manner things are done within the organization based on defined policies and practices

The process of establishing and arranging the elements of an organization’s structure.

A planned organization-wide effort to improve and increase the organization’s effectiveness, productivity, return on investment and overall employee job satisfaction through planned interventions in the organization's processes.

The process of transforming an organization’s goals, objectives, philosophy and mission into practices and policies

An organizational display is a detailed graphical or tabular chart, text, spreadsheet or similar presentation of the contractor's organizational structure. It must identify each organizational unit in the establishment and show the relationship of each organizational unit to the other organizational units in the establishment.

An organizational profile is a depiction of the staffing pattern within an establishment. It is one method contractors use to determine whether barriers to equal employment opportunity exist in their organizations. It provides an overview of the workforce at the establishment that may assist in identifying organizational units where women or minorities are underrepresented or concentrated.

The design of an organization that identifies the organization’s hierarchical reporting and authority relationships.

The process of evaluating and analyzing an organization’s structure and other major components to determine whether they are suitably meeting the organization’s current and future needs.

An organizational unit is any component that is part of the contractor's corporate structure. In a more traditional organization, it might be a department, division, section, branch or group. In a less traditional organization, it might be a project team or job family.

The introduction of employees to their jobs, co-workers and the organization by providing them with information regarding such items as policies, procedures, company history, goals, culture and work rules.

A strategy used to evaluate and measure the results of an instructional method or program.

A benefit offered by the employer to displaced employees that may consist of such services as job counseling, training and job-finding assistance.

A contractual agreement between an employer and an external third-party provider whereby the employer transfers responsibility and management for certain HR, benefit or training-related functions or services to the external provider.

A method of keeping employees informed of company programs and services available to them by utilizing such things as postings, newsletters, memos or meetings.

It is the term used to define work that is performed in excess of 40 hours per week.

A benefit program granting employees a bank consisting of a specific number of paid days that can be used for absences related to sickness, vacation or personal reasons

A benefit program granting employees a specific number of vacation or personal days off which that are paid by the employer. The number of days is generally based on the employer’s policy for accrual of paid time off.

A form of rating, in which the rater compares, one by one, the performance of each member in a group with the performance of every other member in the group.

A benefit designed to provide employees with approved paid or unpaid time off following the birth or adoption of a child or to care for a dependent.

A bar graph used to rank in order of importance information such as causes or reasons for specific problems, so that measures for process improvement can be established.

An illness or injury that prevents an individual from performing one or more functions of his or her job.

A management style, developed by Motorola, that involves employees in the decision-making process.

An individual who continually works less than 40 hours per week (standard workweek hours are based on individual employer policy, therefore, a 40-hour workweek is only a guideline; this number could be higher or lower).

A benefit designed to provide fathers of newborn children with paid or unpaid time off from work following the birth of the child.

Any change made to the pay rate of an employee, such as an increase or decrease to the rate of pay.

An agreement between an employer and an employee used primarily for relocated employees, stating that an employee will not voluntarily terminate his or her employment with the organization for a specified duration of time, effective from the date of relocation. Failure to abide by the terms of the agreement results in the employee being responsible for paying back a portion of any and all costs incurred by the employer on the employee’s behalf. Also used by employers that pay for expensive job-related or professional development training or educational courses.

A situation occurring when only a small difference in pay exists between employees, regardless of their knowledge, skills, abilities or experience. Oftentimes, it is the result of a market-rate for a given job surpassing the increases historically awarded to long-term employees.

A method used to group jobs together that have approximately the same relative internal worth and are paid at the same rate.

Associated with pay grades, the range sets the upper and lower compensation boundaries for jobs within that range

Documentation created and maintained by the employer, which contains information regarding hours worked, salaries, wages, commissions, bonuses, vacation/sick pay, contributions to qualified health and pension plans, net pay and deductions for all employees on the employer’s payroll for the year.

A structure of job grades and pay ranges established within an organization. May be expressed as job grades or job evaluation points.

A performance appraisal strategy whereby an employee is reviewed by his or her peers who have sufficient opportunity to examine the individual’s job performance.

An employer benefit plan funded through insurance, a trust, general assets or other separately maintained funds designed to provide employees with a monthly income benefit upon retirement.

A person who does not meet the definition of a disabled individual in accordance with the Americans With Disabilities Act but is regarded by his or her employer as having a mental or physical disability .

A periodic review and evaluation of an individual's job performance.

A variable pay strategy that pays employees based on their individual performance and contributions, rather than the value of the job they are performing.

The process of improving employee performance and productivity by providing the employee with feedback regarding areas where he or she is doing well and areas that may require improvement.

A plan implemented by a manager or supervisor that is designed to provide employees with constructive feedback, facilitate discussions between an employee and his or her supervisor regarding performance-related issues, and outline specific areas of performance requiring improvement.

The process of maintaining or improving employee job performance through the use of performance assessment tools, coaching and counseling as well as providing continuous feedback.

The practice of monitoring employees while they perform their jobs through the use of surveillance cameras, telephone or computer monitoring.

The tasks, functions or behavioral requirements established by the employer as goals to be accomplished by an employee.

A form of incentives generally given to executive employees granting them certain privileges or special consideration, such as memberships in clubs, physical fitness programs, financial counseling, etc

A benefit designed to provide employees with an allotment of paid days off in addition to holidays, sick days or vacation days, which they can use to attend to personal matters.

A test instrument usually involving a standardized series of questions that are used to evaluate an individual’s personality characteristics.

Clothing and other work accessories (i.e., safety glasses, hearing protection, etc.) designed to create a barrier against potential workplace hazards

All information pertaining to individual employees, which is collected and maintained by the employer and is essential to the employer for handling various employment-related matters.

A work schedule arrangement that allows employees to gradually reduce their full-time hours over a period of time.

A test instrument used to determine an individual’s ability to perform the functions or tasks of a job where physical strength or endurance is required.

A medical examination performed by a company physician or an independent physician to ascertain whether or not an individual is able to perform the physical requirements of a particular job.

A per-piece rate system that pays employees based on the number of pieces produced

A written or verbal notice given to employees who are being terminated or laid-off.

An individual or plan sponsor designated by the instrument under which the plan is operated to be responsible for the administration of pension and welfare benefit plans.

A written statement that reflects the employer’s standards and objectives relating to various employee activities and employment-related matters

A workforce planning tool that imposes certain rules or restrictions on the creation, and filling of positions as a means to manage and control the costs associated with any given position within the organization.

A disciplinary strategy geared toward reducing and improving an individual’s unfavorable behavior or conduct by rewarding positive behavior rather than focusing on and punishing negative behavior

The process of acknowledging specific behaviors with positive feedback, such as a smile, praise or reward.

The process of testing an employee involved in a workplace accident for the presence of drugs or alcohol.

Contributions made to a benefit plan that are subject to applicable state or federal tax withholding requirements.

An individual who practices a learned profession.

Used in the test validation process to measure the relationship between test scores and actual job performance

The practice of issuing tests to potential employees on a pre-employment basis in order to determine an applicant’s suitability for a certain position. These tests may include, but are not limited to, drug and alcohol tests, medical examinations, skills tests, physical agility tests, honesty/integrity tests or personality tests.

Any condition for which a person is currently receiving treatment, has been advised to receive treatment or for which a prudent person would seek treatment

Contributions made to a benefit plan that are exempt from all applicable state or federal tax withholding requirements

Additional compensation paid for work performed outside of regularly scheduled work hours.

A benefit plan that provides employees, their spouses or dependents with assistance in obtaining legal services, which have been prepaid in whole or in part by the employer.

Refers to the use of resume boards to determine which current employees are looking for a job online

Typically a provision included in a group health plan designed to provide covered employees and their dependents with payment assistance for medically prescribed drugs.

Used as a form of discipline, it is a specified period of time during which an individual’s performance or conduct is closely monitored.

The term pro forma comes from the Latin phrase meaning, "as a matter of form". The term is very broad and its meaning depends on the context in which it is being used. Basically it is a term used to describe the presentation of data, usually financial statements, where the data reflects information as if the state of the world were different from that which is in fact the case.

A detailed written document designed to assist managers and supervisors in carrying out their day-today responsibilities by acquainting them with all of the organization's policies and the procedures required to implement those policies.

The process of improving business practices or methods by creating and implementing new processes or making changes to existing processes.

An organization that enters into a join-employment relationship with an employer, by leasing employees to the employer, allowing the PEO to share and manage many employer-related responsibilities and liabilities. Employers outsource their human resource functions, such employee benefits, compensation and payroll administration, workers’ compensation and employment taxes.

A qualified retirement plan established and maintained by an employer which enables employees and their beneficiaries to participate in the profits of the employer's business.

A form of discipline whereby increasingly harsher penalties are awarded each time an employee is disciplined for the same or a different performance infraction or policy or work-rule violation. Generally, the sequence is an oral warning to written warnings to suspension and finally termination.

Career advancement within an organization, which includes increased authority, level of responsibility, status and pay.

Information associated with a company's products, business or activities, including such items as financial data; trade secrets; product research and development; product designs; marketing plans or techniques; computer programs; processes; and know-how that has been clearly identified and communicated by the company as proprietary, a trade secret or confidential.

Legal terminology referring to areas protected by federal or state statutes.

A legal term describing certain groups, such as women, older and disabled individuals, Vietnam-era veterans and minorities.

A written, visual or verbal assessment administered to determine cognitive and emotional skills.

A qualified disabled person is an individual with a disability who is capable of performing a particular job, with or without reasonable accommodation.

An order, decree, judgment or administrative notice (including a settlement agreement) that establishes the rights of another person (the “alternate payee”) to benefits; issued by a domestic relations court or other court of competent jurisdiction or through an administrative process established under state law.

An order, decree, judgment or administrative notice order (QMCSO) (including a settlement agreement) requiring health coverage for a child; issued by a domestic relations court or other court of competent jurisdiction or through an administrative process established under state law

Activities or programs whose purpose is to demonstrate and ensure that products and services meet specifications and are consistently of high quality

The process of examining the elements of a quality management system in order to evaluate how well they comply with quality system specifications.

Activities or programs whose purpose is to ensure that all quality specifications for products or services are being met and are of consistently high quality.

Any system or process designed to enhance an organization's ability to meet quality requirements.

A voluntary resignation from employment that is initiated by the employee

In affirmative action systems, it is a means of attempting to achieve workplace balance by hiring and/or promoting specified numbers or ratios of minorities or women in positions from which they have been excluded.

Race is a division of humankind with certain distinguishing characteristics in common which indicate distinctive origins

The practice of adjusting employment test scores to compensate for racial differences.

Drug and alcohol tests administered by an employer that selects employees to be tested on a random basis

A rating method where the performance of a group, process or product is arranged in a particular order, such as highest to lowest

Modifying or adjusting a job process or a work environment to better enable a qualified individual with a disability to be considered for or perform the essential functions of a job.

A standard used in sexual harassment suits, referring to conduct or behavior so offensive in nature that any reasonable person, regardless of sex, would agree the conduct or behavior should be illegal.

A drug or alcohol test administered to an employee due to a performance or policy infraction or poor or erratic behavior

Transferring individuals to alternative positions where their talents or skills may be best utilized to their own or the organization’s benefit or where they are better able to perform the job in accordance with required standards.

A relationship between states or other taxing jurisdictions whereby privileges granted by one are returned by the other under a reciprocal agreement.

An appraisal method where the subordinate and the manager are evaluated by each other based on agreed upon performance criteria.

An acknowledgement of an employee’s exceptional performance or achievements expressed in the form of praise, commendation or gratitude.

All occupational injuries and illnesses that require more than basic first aid treatment, or deaths that occurred in the workplace.

The practice of soliciting and actively seeking applicants to fill recently vacated or newly created positions using a variety of methods (i.e., internal job postings, advertising in newspapers or electronic job boards/sites, utilizing search firms, or listing position with trade and professional associations, etc).

A pay rate that is above the maximum range assigned to the job grade. Employees are usually not eligible for additional pay increases until the range maximums exceed the individual pay rate.

The reassignment of employees to other departments or functions as an alternative to laying them off.

An involuntary separation of an employee or groups of employees due to economic pressures, lack of work, organizational changes or other reasons of business necessity that require a reduction in staff.

The redesigning of business and work processes, policies or organizational structure.

The process of verifying information supplied by applicants on an application or resume.

A statistical measure used to discover relationships between variables such as performance ratings and promotions

An individual who has been hired by an employer to work a predetermined amount of hours per week in a position/appointment of indefinite duration.

The practice of providing positive feedback to an individual or groups of individuals after completion of a particular project or achievement of a particular goal.

A type of legal written document executed by an employer and signed by an employee whereby the employee relinquishes certain rights in exchange for some form of consideration, such as a benefit the employee would not have otherwise received had he or she not been discharged.

A measure of the ability of a test or other appraisal instrument to evaluate what is being measured on a consistent basis.

Includes all aspects of religious observance and practice and religious beliefs.

An accommodation made for an employee, such as time off from work, so that he or she may observe a religious holiday or attend a religious ceremony or their day of Sabbath such as Saturday or Sunday.

A type of benefit offered to employees who accept work assignments in new locations. Typically takes the form of assistance with moving costs, travel expenses, temporary lodging and home-buying/selling.

A type of employee counseling used to correct performance or behavior-related issues.

Describes a method of teaching intended to help people who have basic skills deficiencies, such reading or writing.

A strategy designed to conquer a deficiency in an employee’s behavior, performance or skills.

Employees who work off company premises and are removed from their supervisors or mangers.

A manager who supervises employees who perform their work at a site other then the employer’s premises.

The process of returning to the country of origin, allegiance, or citizenship after being placed on a long-term international assignment.

An oral or written reproach given to an employee as part of disciplinary action.

The disposition of a disagreement or grievance through alternative dispute resolution methods.

A contract clause requiring executives or other highly skilled employees to refrain from seeking and obtaining employment with competitor organizations in a specific geographical region and for a specified period of time

Changing an organizational structure in order to make it more efficient and cost effective.

A written document outlining an individual’s work experience, skills, educational background, accomplishments and other related information supporting his or her career goal.

A form of discriminatory discharge that occurs when an employer dismisses an employee as retaliation against the employee for a specific action

An incentive payment used to entice employees from leaving the organization. Typically employees are asked to sign an agreement stating they will remain employed for a specific duration or until the completion of a particular task or project in order to be eligible for the bonus.

A pool of retired former employees who are rehired on a temporary or contractual basis.

A written qualified or non-qualified benefit plan, funded by employer and employee contributions, that provides retirement income benefits for employees.

Training that is provided for a certain job to enable an employee to acquire the necessary skills to work with new processes, procedures or equipment.

A ratio of the benefit or profit derived from a specific investment, compared with the cost of the investment itself.

Employment policies or practices that result in discriminatory treatment against applicants or employees who are not minorities or members of a disadvantaged group.

A formal or informal program used to recognize individual employee achievements, such as accomplishment of goals or projects or submission of creative ideas.

An approach to reducing staff, whereby jobs are prioritized in order to identify and eliminate unnecessary work. This method uses a selection criteria based on individual jobs, rather than people, in order to avoid possibly laying off the wrong employees.

An OSHA standard providing workers with protection from hazardous substances in the workplace by requiring employers to keep employees informed of any hazardous substances that they may be working with, as well as the hazards and symptoms associated with the substance.

A letter issued by the EEOC, once a charge has been recorded and processed, informing individuals who filed the charge that they have the right to further pursue their charges in a federal or state court.

A state law preventing labor-management agreements requiring an individual to join a union as a condition of employment

The use of insurance and other strategies in an effort to minimize an organization’s exposure to liability in the event a loss or injury occurs.

A training method in which each participant purposely acts out or assumes a particular character or role

A training method where employees are rotated among a variety of different jobs, departments or company functions for a certain period of time.

An outsourcing method that is based on transferring jobs away from higher cost urban areas to lower cost rural areas.

A voluntary arrangement whereby an employer allows an employee paid or unpaid leave for a specified duration of time in order for the employee to pursue a course of advanced training, teach or perform a public service. In education, it is a period of time college or university teachers are allowed to stop their usual work in order to study or travel, usually while continuing to be paid (typically every seven years).

A teaching tool used to help employees become more safety-conscious in all aspects of safety.

Pay differentials too small to be considered equitable. The term may apply to differences between (1) the pay of supervisors and subordinates; (2) the pay of experienced and newly hired incumbents of the same job; and (3) pay-range midpoints in successive job grades.

A compensation level expressed as a salary range, which has been established for each position within the organization.

A range of pay rates, from minimum to maximum, set for a specific pay grade.

A structure of job grades and pay ranges established within an organization. May be expressed as job grades or job evaluation points.

A compensation system designed for individuals employed in managerial sales or sales representative positions. Individuals are paid on a commission or percentage of sale basis, in accordance with achieving specified sales goals.

Refers to paid union organizers who apply for jobs with an employer for the purpose of organizing the employer’s workforce.

The degree to which a computer application or component can be expanded in size, volume or number of users served and continue to function properly.

A gainsharing program in which employees share in specific cost savings that are due to employee effort. The Scanlon Plan involves much employee participation, predating quality circles with most of the same techniques.

An interviewing format in which each candidate is asked for the same exact information.

Usually the first step taken during the interviewing process, involving reviewing prospective candidate applications/resumes, verifying information supplied by the candidate, conducting interviews and examining test results.

An organization or individual consultants working on a retainer or fee basis who provide the service of searching and screening potential candidates for prospective employers. Typically search firms are retained for higher-level professional or managerial positions.

Any step, combination of steps or procedure used as a basis for any employment decision, including, but not limited to, informal or casual interviews, un-scored application forms, paper and pencil tests, performance tests, training programs, probationary periods and physical, education and work experience requirements, as well as the decision-making process used in determining whether or not to hire or promote

A multi-skilled, cross-functional group of employees possessing full empowerment who share responsibilities for producing a particular service or product.

An individual who has earned income for the current or preceding year from self-employment, or an individual who would have had such income, except for the fact that the relevant business did not incur a profit for the year.

A benefit plan whereby the employer assumes all the risk, paying out for claims but saving the cost of any associated premiums.

A facilitator-directed meeting or conference consisting of groups of individuals gathered to study a specific subject matter.

Semi-skilled workers have to be able to read, write and communicate but are usually not required to have educational or apprenticeship credentials to qualify for jobs. Training time is short, task specific and generally doesn’t require much in terms of reasoning skills.

Status determined by the length of time an employee has worked for a specific employer, department or position within the organization.

A form of individual counseling geared toward increasing self-awareness and sensitivity to others. It aims to assist key employees in developing their leadership skills surrounding issues of diversity and harassment prevention

An illness, injury, impairment or physical or mental condition that involves inpatient care in a hospital, hospice or residential medical care facility; or continuing treatment by a health care provider.

Part of a formal or informal recognition program that rewards employees based on length of service

A form of short-term salary continuation awarded to employees who are being terminated. Severance payments often equal one week's pay for each year of service

The classification of people as male or female.

The Sex Discrimination Act of 1975 prohibits discrimination against individuals based on sex or marital status in areas of employment, education, the provision of goods, facilities and services or in the management of premises.

Discriminatory conduct or actions based on sex or pregnancy, as it relates to conditions of employment, benefits, pay and opportunities for advancement.

Refers to surgical alteration, which is a part of "transition."

Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.

The scientifically accurate term for an individual's enduring physical, romantic, emotional and/or spiritual attraction to members of the same and/or opposite sex, including lesbian, gay, bisexual and heterosexual orientations. (Closeted describes a person who is not open about his or her sexual orientation.)

An individual or corporation that owns shares in the corporation

Additional compensation, usually expressed as cents per hour, paid as an incentive for employees to accept working a less-then-desirable work shift (i.e., 2 nd or 3 rd shift).

A benefit designed to provide temporary income replacement for worker absent due to illness or injury, but who is expected to return to work within a specified timeframe.

Paid time off granted to employees who are out of work due to an illness or injury.

An instructional method used to teach problem solving, procedures or operations by placing learners in situations akin to reality.

A management theory stating that different situations call for different leadership styles and that essentially there is no one best way to lead.

Six Sigma is a disciplined, data-driven methodology used to eliminate defects and improve processes and cut costs from manufacturing to transactional and from product to service.

Ability to perform a mental or motor activity that contributes to the effective performance of a job task

A salary differentiation system that bases compensation on an individual’s education, experience, knowledge, skills or specialized training.

A deficiency in basic writing, reading, mathematical or oral communication skills.

A list of skills or competencies possessed by an individual.

Training provided to employees to help them ascertain the skills and knowledge necessary to perform their current jobs; also used as a retraining method when new systems or processes are introduced

False defamation expressed as spoken words, signs or gestures, which cause damage to the character or reputation of the individual being defamed

A federal program under the Social Security Act which provides for retirement, disability and other related benefits for workers and their eligible dependents.

A card issued by the Social Security Administration displaying an individual’s full legal name and social security number assigned to the individual.

Skills required to perform a certain job where the job is defined in terms of expected outcomes, but the process to achieve the outcome varies.

An HR application that handles all humman resource processes ranging from entry to exit.

A business enterprise in which an individual is fully and personally liable for all the obligations of the business, is entitled to all profits and exercises complete managerial control.

A management principle expressing that a limit exists to the number of people an individual can effectively and successfully manage

A principle stating that, as an organization grows, work within the organization needs to be divided in order to keep jobs from becoming so specialized or complex that they require a greater range of skills that essentially can not be performed by one individual.

Cash and non-cash awards given to employees for ideas submitted or accomplishments benefiting the organization

The function within an organization responsible for recruitment, screening and selection of employees. Oftentimes, this function may also be responsible for other areas of employment, such as orientation, retention, training and termination of staff.

Measures used to determine costs associated with recruitment and hiring, time to fill/start for open positions and recruiter workload/activity.

The practice of an employer directly hiring an employee on a temporary basis for an indefinite period of time instead of utilizing the services of a temporary staffing agency.

Someone with a vested interest in the successful completion or outcome of a project.

A statistic used as a measure of the dispersion or variation in a distribution, equal to the square root of the arithmetic mean of the squares of the deviations from the arithmetic mean.

Statistical estimate of possible size error present in a test score or other group measure.

Design and implementation of consistent specifications for procedures, practices, materials, machinery or other equipment or other types of products and services.

A form of interviewing that uses the same subject matter and identically sequenced questions, then evaluating responses to determine the differences between candidates.

A written test, the scores of which are interpreted by referencing the scores of a norm group that has taken the test and which is considered to be representative of the population that takes the test.

A score derived from the mean performance of a group on a test, as well as the comparative performance of all the individuals who took the test.

A prescribed written procedure outlining how recurring tasks, duties and functions are to be performed organization-wide.

Laws prescribing deadlines for filing lawsuits within a certain time after events, which are the source of the claim, occur.

Benefits that are mandated by federal or state laws, such as Social Security, unemployment insurance and workers’ compensation.

An organizational program that it that grants employees the option of purchasing a specific number of stock in the company at a future date.

A contract established between a self-insured employer and an insurance provider providing for carrier coverage if a claim incurred exceeds a specified dollar amount over a predetermined period of time

The process of taking a long-term approach to Human Resource Management through the development and implementation of HR programs that address and solve business problems and directly contribute to major long-term business objectives

The process of identifying an organization's long-term goals and objectives and then determining the best approach for achieving those goals and objectives.

The practice of hiring smaller core numbers of permanent employees and utilizing temporary employees to fill more highly specialized positions within the organization

An interviewing style whereby the interviewer subjects a candidate to pressure or stress to ascertain how the candidate reacts under such conditions.

The design and implementation of workplace programs and services intended to combat employee stress and improve overall employee morale, effectiveness and productivity.

Occurs when employees deliberately refuse to perform their jobs and/or form picket lines outside the employer’s premises to prevent or discourage others from working in their place or conducting business with the employer.

A structured interview asks the same questions of each candidate, so that valid comparisons of the quality of responses can be obtained. The questions generally take four job-related forms: situational, observational, personal and behavioral

An individual who has expertise in a business process or specific area.

An appraisal system whereby managerial employees are evaluated by their subordinates.

A company having more than half of its stock owned by another company or is completely owned by another company.

Defined as a destructive pattern of substance (i.e., narcotics or alcohol) use leading to clinically significant social, occupational or medical impairment.

The process of identifying long-range needs and cultivating a supply of internal talent to meet those future needs. Used to anticipate the future needs of the organization and assist in finding, assessing and developing the human capital necessary to the strategy of the organization.

A system allowing employees to voice complaints, make recommendations or submit ideas regarding company policies, procedures, working conditions, benefits, etc.

A summarized report containing information on the financial status of an employee benefit plan.

A summary of modifications or changes made to an modifications employee benefit plan that is not included in the summary plan description.

A written statement that contains information regarding participation, coverage and employee rights for any ERISA-covered benefit plan.

A type of compressed work week scheduling arrangement which allows employees to work longer hours Monday through Thursday and fewer hours on Friday during the summer months.

Training provided to employees with the potential for promotion into supervisory or managerial-level positions within the organization or as a remedy for performance-related issues.

Typically found in collective bargaining agreements. SUB pay benefits are taxable payments form a fund which can be combined with state unemployment insurance benefits during periods of temporary layoff to provide a higher level of unemployment benefits during the term of layoff.

Involving more than one country or having authority which transcends one country, i.e., the European Union is a supranational organization

A data collection method used to assist organizations with problem identification, measuring employee morale or expectations and determining areas of concern

A form of disciplinary action resulting in an employee being sent home without pay for a specified period of time

A SWOT Analysis is a strategic planning tool used to collect and evaluate information on an organization’s current Strengths, Weaknesses, Opportunities, and Threats involved in a specific project or business venture.

A pattern of discrimination that on the surface appears neutral but in reality is systemic or through its application of policies and practices.

An appraisal process whereby an individual is rated on his or her performance by people who know something about the individual’s work. This can include direct reports, peers, managers, customers or clients; in fact, anybody who is credible to the individual and is familiar with his or her work can be included in the feedback process. The individual usually completes a self-assessment exercise on his or her performance, which is also used in the process.

Broadly defined as the implementation of an integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining and utilizing people with the required skills and aptitude to meet current and future business needs.

Rewards that can be physically touched or held (i.e., a gift certificate, gifts in the form of merchandise or a savings bond.)

Involves defining standards and conditions of a particular task and identifying the distinguishing factors between tasks.

The specific activities and tasks that make up a particular job.

A training program designed to assist a group of people to work together as a team while they are learning.

Described as the practice of individuals working together in order to bring a variety of talents and experiences to achieve a common goal.

Working from a remote location (often one’s home workstation) using computers, telephones, facsimile machines and other remote capabilities, rather than commuting via automobile or other mode of transportation to and from an employer's work site to perform equivalent work.

A conference established between two or more people or groups of people who are in different locations; made possible by the use of such telecommunications equipment as closed-circuit television

An individual who works on either short- or long-term assignments with an employer without being treated as a permanent employee and lacking the benefits of permanent employees. Normally utilized by employers to meet seasonal or other demands that they do not have the internal resources to meet.

Restraining and/or protective orders are examples of orders issued by a court restraining the conduct of an individual and protecting a victim from the activities of an abusive person

The process of hiring employees on a temporary basis, usually through a temporary staffing agency, with the understanding that if the individual’s performance meets or exceeds expectations, he or she will be offered a permanent position within the organization.

Separation from employment due to a voluntary resignation, layoff, retirement or dismissal.

A rule allowing an employee or employer to terminate the employment relationship at any time for any or no reason at all.

Normally the last date actually worked by an employee; however, for employers with accrued leave programs, paid leave programs, benefit continuation programs or severance pay programs which go beyond the last day worked, the termination date would be the date at which accruals, paid leave, benefit continuation or severance continuation ceases.

An individual’s right to privacy, as it relates to information regarding test results, providing for informed consent of how test results are used.

A group organized for the purpose of intensive research and problem solving, especially in the areas of technology, social or political strategy, or demographics.

Harassment of an employee by someone other than another employee, such as a client, customer, vendor or service provider.

The discipline of utilizing time efficiently and well in order to achieve professional, personal or organizational objectives

The complete pay package awarded employees on an annual basis, including all forms of money, benefits, services and in-kind payments.

A structured system that satisfies internal and external customers and suppliers by integrating the business environment, continuous improvement and breakthroughs with development, improvement and maintenance cycles.

The amount of monetary and non-monetary value to an employee of all the elements in the employment package, as well as any other intrinsic or extrinsic rewards of value to the employee.

A trade secret consists of any formula, pattern, device or compilation of information used in one's business, which gives the business an opportunity to obtain an advantage over competitors who do not know or use it.

A term used to describe the spouse of an employee who has been transferred or relocated.

Any form of audio or visual materials used for training purposes

A process dealing primarily with transferring or obtaining knowledge, attitudes and skills needed to carry out a specific activity or task.

A method used to determine what people need to learn and which training programs may be beneficial. The result of the analysis is a training needs report identifying training needs and the interventions needed to reduce key performance gaps.

Moving an employee from one position, shift or department to another within the organization

A systematic form of leadership focusing on change and innovation. According to Bernard Bass, it is a form of leadership occurring when leaders “broaden and elevate the interests of their employees, when they generate awareness and acceptance of the purposes and the mission of the group and when they stir their employees to look beyond their own self-interest for the good of the group”

Provides alternative work arrangements, such as temporary light or modified duty, for employees who have been absent from the workplace as a result of illness or injury and who have been released by their medical provider to return to work.

The process of forecasting an organization’s staffing needs by analyzing past employment patterns in order to identify trends that may be expected to continue.

A program designed to provide financial assistance to employees taking educational courses at an accredited college or university.

A term used to describe the practice of transferring problem or performance-challenged employees from one position or department to another with the expectation that the employee may improve under a new supervisor or in a different work atmosphere.

Describes changes in the work force resulting from voluntary or involuntary resignations.

Costs associated with a separation of employment, including items such as unemployment compensation, COBRA benefits continuation costs, the cost of conducting exit interviews, as well as costs associated with replacing an employee, such as advertising, pre-employment testing, time and materials for new hire orientation, training and lost productivity.

The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100.

As part of the affirmative action process, this report is used to determine whether certain members of protected groups are being inadequately represented within the workforce. The report uses information based on the geographic area and positions within the organization.

For an employer to legally refuse to accommodate an applicant's or an employee's disability or religious beliefs, the employer must be able to show that such an accommodation would place a severe burden on the operation of the business.

A statutory benefit. Unemployment insurance is designed to provide workers who have been laid off a weekly income during short periods of unemployment. The system is run and funded by state and federal taxes paid by employers.

The number of individuals unemployed as a percentage of the labor force.

An action or policy resulting in members of protected groups becoming disadvantaged in relation to the employer’s selection, hiring, promotion, pay and training opportunities, when said person(s) are as equally qualified and have the same potential to be successful.

A formal organization certified by the National Labor Relations Board and authorized to act on behalf of employees regarding wages, benefits, working conditions, conditions of employment and job security

A form of union security that requires employees to join the union, within a certain time after they are hired or after a compulsory unionism contract is executed, and to maintain their membership as a condition of employment.

Any policy or practice that has discriminatory intent or effect and cannot be shown to be essential to the successful performance of the job in question.

The practice of hiring retired former employees whose skills or qualifications are in need.

Any action, such as horseplay, fighting, failing to abide by a safety rule, etc., that results in accident or injury to another

Hazards, such as faulty equipment or tools, improper safety procedures, failure to improperly guard equipment, etc., that result or have the potential to result in an accident or injury to another.

Someone who is not required to use reasoning in their work: Examples: packager, assembler, laborer, hand, apprentice

Conduct or behavior by peers, subordinates or supervisors that is objectionable or unacceptable to an individual.

The process of preparing minorities for promotion into higher-level jobs, such as managerial positions.

Review and analysis of health care programs to determine cost control methods. Involves reviewing claims for potential utilization problems.

A program that allows an employee to sell back to the employer any unused vacation time balances.

A program that allows employees to buy additional vacation time from another employee or sell additional time they may have available to another employee. Some programs also allow for trading of future vacation time.

A policy allowing employees to transfer a portion of their current year vacation balances for use in the next year. The amount of time that can be carried over is based on the employer’s policy.

The study of an employer's test or selection standards that proves that they are significant predictors of successful job performance (those who score high turn out to be successful on a job and those who score low turn out to be unsuccessful). The study requires a large sample of applicants and must include representatives of groups--such as minorities and women--who may be suffering adversely from such standards.

The general concept of validity is traditionally defined as "the degree to which a test measures what it claims, or purports, to be measuring." Validity is normally subdivided into three categories: content, criterion related and construct validity. Validity is an essential characteristic for all tests and test ratings.

Work that increases the value of a service or product to the employer’s customers.

A document outlining and representing the core priorities in the organization’s culture.

A measure that utilizes a demand and availability forecast to determine whether an organization has the ability to meet future manpower needs.

Used to describe organizations that over time shed layer after layer of full-time permanent employees and replace them with temporary workers until their workforce primarily consists of temporary employees.

A traditional organizational structure consisting of primary functions (i.e., engineering, manufacturing, finance, etc.), with each function having its own manager.

An organizational structure consisting of many layers of management or other positions of authority.

An employee’s right to receive present or future pension benefits, even if the employee does not remain in the service of the employer.

A form of training conducted outside of the workplace to acclimate newly hired employees with procedures and equipment or tools to be used in their jobs

The use of technology to provide HR programs via an employee self-service platform. Typically includes use of such items as voice response systems, employee kiosks, etc.

A form of mentoring whereby the mentor and mentored communicate from a distance, utilizing either e-mail or other forms of electronic conferencing.

The work site of employees such as sales reps or other types of employees who work off company premises and communicate with their respective workplaces via telephone or computer.

A vision statement is a description of what an organization wants to become or hopes to accomplish in the future (typically in the next 10 years).

Leave without pay that is taken on a voluntary basis by employees for specified duration. Often used as an alternative to layoff.

Allows employees to voluntarily reduce their working hours as well as their pay for a specified duration. Also used as an alternative to layoff.

Organizational support, often in the form of paid leave or sponsorship, for employees pursuing volunteer opportunities or performing community services.

An alternative work schedule that allows employees to voluntarily agree to reduce their work time and pay.

Procedures used for planning and administering organization-wide compensation programs for all levels of employees.

A benchmark report consisting of market pay data for a variety of jobs conducted either on a local or nationwide basis. Used to evaluate an organization’s own current pay structures and as a future compensation planning tool.

Depicts pay rates currently being paid for each job within a pay grade in relation with the rankings awarded to each job during the job evaluation process

The difference in pay between female employees and male employees who are performing the same or comparable jobs.

Usually in the form of a court order, a garnishment requires withholding a portion of an employee’s earnings for repayment of a debt.

Differences in wage rates for similar jobs occurring either due to the location of company, hours of work, working conditions, type of product manufactured or other circumstances.

Depicts the range of pay rates to be paid for each grade for various positions within the organization

A document signed by either an employee or prospective employee in which he or she renounces certain specified rights or considerations.

A plan designed to provide employees with coverage for medical or hospital care and surgical procedures. May also include other benefits, such as vacation or scholarship programs

Programs, such as on-site or subsidized fitness centers, health screenings, smoking cessation, weight reduction/management, health awareness and education, that target keeping employees healthy, thereby lowering employer’s costs associated with absenteeism, lost productivity and increased health insurance claims.

Whistleblower protection is the federal law that provides protection to employees against retaliation for reporting illegal acts of employers. An employer may not rightfully retaliate in any way, such as discharging, demoting, suspending or harassing the whistle blower. Employer retaliation of any kind may result in the whistle blower filing a charge with a government agency and/or filing a law suit against the employer

Employees who are paid on a salaried basis and whose jobs do not require the performance of work of a manual nature. Such individuals are normally employed in the capacity of managers, supervisors, salespeople, clerical or technical workers.

Willful misconduct is defined as any action, taken by an employee consciously and willfully, that is deliberately malicious or violates a company policy. Willful misconduct can include such things as: willful or deliberate behavior inconsistent with the continuation of employment; conduct causing imminent and serious risk to a person’s health, safety, reputation or the viability or profitability of the employer’s business; theft, assault or fraud; being under the influence of drugs or alcohol at work; or refusing to carry out a lawful and reasonable instruction consistent with an employment policy.

Work programs and benefits, such as adoption benefits, dependent care assistance, leave programs, flextime, compressed workweeks, telecommuting, etc., implemented to provide employees with greater flexibility to meet both work and family demands.

Having a measure of control over when, where and how individuals work, leading to their being able to enjoy an optimal quality of life. Work/life balance is achieved when an individual’s right to a fulfilled life inside and outside paid work is accepted and respected as the norm, to the mutual benefit of the individual, business and society

State laws enacted to provide workers with protection and income replacement benefits due to an illness or injury suffered on the job. Employers must carry appropriate workers’ compensation insurance, as required by state law, or have a sufficient source of funding for claims incurred.

A program, typically lasting four to six weeks, that provides workers who were injured on the job and who have undergone physical or occupational therapy the strength to be able to resume normal work functions and therefore getting them back to work.

A listing of each job title as the title appears in applicable collective bargaining agreements or payroll records ranked from the lowest paid to the highest paid within each department including department or unit supervision. For each job title, the following information must be given: the total number of male and female employees; the total number of male and female employees who are Black (not Hispanic), Hispanic, American Indian/Alaskan Native and Asian/Pacific Islander; and the wage rate or salary range

The assessment of current workforce content and composition issues used to determine what actions must be taken to respond to future needs.

Persistent, offensive, abusive, intimidating or insulting behavior or unfair actions directed at another individual, causing the recipient to feel threatened, abused, humiliated or vulnerable.

Defines workplaces who provide employees with flexibility in matters such as scheduling of hours worked, as well as providing the ability to address unanticipated family and personal needs as they arise

Assaults and other violent acts or threats that occur in or are related to the workplace and entail a substantial risk of physical or emotional harm to individuals or damage to company resources or capabilities.

The measurement of how employees spend their time and the number of work units being produced by employees over a specific period of time. This is accomplished by randomly observing employees while they are performing their jobs and then using mathematical formulas to determine the sample size.

The process of making a job easier and simpler to perform. Involves analyzing various job tasks by compiling work process, work flow and work distribution charts. The information is then reviewed, and new methods are introduced and tested to determine the most suitable and efficient method to be implemented.

A work stoppage occurs when employees cease to perform their jobs as a means of showing their support for a specific cause or as a way of voicing a grievance

Written documentation given to an employee describing specific disciplinary infractions, such as inappropriate conduct, poor performance or violation of work rules/policies. Such documentation normally includes information regarding past infractions and what action will be taken if employee fails to improve.

An exception to the at-will employment doctrine, wrongful discharge/termination is the unjust or unfair termination of an employee based on breach of a written or oral implied contract or a violation of public policy.

An employment contract or agreement, either oral or in writing, that forbids employees from joining or continuing membership in any labor union as a condition for continuing or obtaining employment.

A plan design feature that establishes a preassigned class, ratio, or ranking for a specified class of employees who will receive zero bonus awards.

A budgeting system that starts with no authorized funds as a starting point. In a zero based budget, each activity or program to be funded must be every time a new budget is prepared and resources are allocated accordingly.