Z445 Mid-Term Exam Review

*** Note: Exam consists of short answer as well as true/false questions.

* Ethnocentrism: Page 176-177
Applying our values, standards, and beliefs to judge or evaluate others.
Placing yourself and your ethnic group at the center of the universe and believing that every other culture revolves around yours. * Direct mail advertising: Page 42
Companies use direct mail campaigns to target specific individuals. First step is determining whom to contact. The expected response rate is low between 0.5 and 2 percent you will need several different mailing lists. List information may be obtained through professional associations, business directories, and trade groups. You may also opt to hire the services of direct mail specialists or consultants to help plan and implement you mail campaign.
Low response rate balanced by low cost. Professional organizations, state licensing boards, business directions, trade groups, magazine subscription lists. * Employment agencies: page 43
Agencies generally recruit for nonexempt and some exempt jobs, while search firms typically handle professional openings with a minimum salary figure. * Job fairs: Page 45
Job fairs allows recruiters to interview several applicants in a short period, usually one or two days. Businesses typically hold their own job fairs, either on company premises or at various geographic locations. * All these laws on page 106 * Title VII of the Civil Rights Act of 1964: employers with fifteen or more employees must retain all HR records, including resumes, applications, interview notes, and test results for one year. EEO-1 reports must be retained for one year by employers with one hundred or more employees, and federal contractors with fifty or more employees. * Prohibits discrimination based on race, color, sex, religion, or national origin. Applies to employers with 15 or more employees. * Age Discrimination in Employment Act: Employers with twenty or more employees must keep payroll or any other records containing the name, address, birth date, and occupation, rate of pay, and weekly compensation of each employee for three year. * Covers those age 40+. Applies to employers with 20 or more employees. Covers pay, benefits, employment, and continued employment. Exceptions: bona fide executives and certain other special situations. * Executive Order 11246: All employers with federal contractors or subcontractors should retain HR records relating to their affirmative action programs for a recommended period of three years. Affirmative action plans must be updated annually and retained for two years. * Created affirmative action. Applies to contractors with 50 or more employees. Requires workforce analysis and goal-setting. * Immigration Reform and Control Act: I-9 forms must be kept by all employers for three years or one year after termination, whichever is later. * Demographic changes in US: * Methods of attracting diverse applicants:
Post job openings
Encourage referrals from diverse groups
Advertise in relevant publications
Schools/colleges
Professional organizations * Top down commitment * Awareness training * Include everyone * Be prepared

* Applicant expectations: Page 21 * Reasonable accommodation: Page 98
Reasonable accommodation includes job restructuring, allowing part-time or modified work schedules, reassignments, hiring additional workers to aid employees with disabilities in the performance of their jobs, and installing new equipment or modifying existing equipment. * Protecting an employer’s at-will status: Page 103 * Dealing with illiteracy:
Provide remedial education, GED classes, ESL classes, tuition reimbursement, better pre-employment screening; make them complete application themselves on site, Pre-employment testing, and reference checking, Face-to-face interviews * Diversity: Page 110
Diversity