Reasonable justification for taking an employment-related action

A union contract that spells out the conditions of employment and work rules that affect employees in the unit represented by the union

Fitting a person to the right job

Combined knowledge, skills, and experience of a company’s employees

Practices that evolve in working groups over time (ex. Roundtable at the end of meetings)

Occurs when an employer terminates an employee as punishment for engaging in activities protected by the law

The independent federal agency created by the NLRA to administer US labor law

The process in which EE’s leave an organization and have to be replaced, usually expressed as an annualized number

The role of HR which has a global, long-term, forward-thinking focus on creating a sustainable organization.

A collection of verbal symbols that often reflect the organization’s particular culture (ex. Acronyms)

An exception to the employment-at-will doctrine giving an employee the right to sue an employer if the employer’s unreasonable behavior breaks a covenant of good faith with the employee

A system in which unions and management negotiate with each other to develop the work rules under which the union members will work for a stipulated period of time

The availability of employees with the required skills to meet the organization’s labor demand

Process to measure the effectiveness and efficiency of HR programs and positions

Conveyed in an organization by physical layout and interactions between people (offices)

An employee’s voluntary termination of his or her employment because of harsh, unreasonable employment conditions placed on the individual by the employer.

A federal law designed to protect employees’ rights to form and join unions and to engage in such activities as strikes, picketing and collective bargaining and created the National Labor Relations Boards

A system in which an organization announces job openings to all employees on a bulletin board, in a company newsletter, or through an internet site

A firm’s deliberate use of human resources to help it gain or maintain an edge against its competitors in the marketplace And The general approach an organization adopts to ensure that it effectively uses its people to accomplish its mission

Guides an organization’s policy toward employees and customers (ex. - fairness)

Prohibits former employees from revealing key competitive information from their previous employer (enforceable due to patents and trademarks)

A law designed to protect union members and their participation in union affairs by allowing the government to regulate union activities

Employers must collect data on the race, sex, and other demographics of applicants to fulfill EEO reporting requirements

Systematic tool for gathering, storing, maintaining, retrieving and revising HR Data

Acts that promote the organization’s interest, but are not formally a part of any person’s documented job requirements