Employee Compensation Quiz

Injuries to muscles and bones caused by repetitive motions, often involving the same muscles.

A common cumulative trauma disorder affecting the wrist and hand, often caused by repetitive motions like typing or playing certain instruments.

Programs aimed at maintaining or improving employee health before problems arise, promoting preventive health practices.

The study and design of work environments to reduce physical strain and promote safety for employees.

A plan for injured or ill employees to gradually return to work with less demanding tasks, with the goal of eventually returning to full duties.

Different strategies for managing safety in the workplace, including engineering controls, systems analysis, organizational policies, and individual employee behavior.

Combining multiple safety management approaches (engineering, systems, organizational, individual) to create a comprehensive and effective safety program.

A safety program that aligns with the company's values and practices, creating a culture of safety and preventing accidents.

A compensation system that rewards employees based on their individual performance and contributions to the organization. Outstanding performers receive higher pay increases and bonuses compared to those with average or below-average performance.

A compensation system where employees receive automatic pay increases based on their length of service with the company, regardless of their performance level.

Groupings of jobs with similar value to the organization. These groups are usually ranked from lowest to highest based on factors like skills, responsibilities, and education requirements.

The minimum and maximum pay rates for a specific job grade. This range allows for flexibility in compensating employees within the same grade based on individual performance and experience.

Pay scales that are adjusted to reflect the current market value of a job. This ensures that employees are paid competitively compared to other companies in the same industry.

Plans designed to help employees who are underperforming improve their skills, knowledge, and performance. These plans often provide coaching, training, and feedback to guide employees towards better performance.

Pay increases that are applied equally to all employees, regardless of their individual performance. These raises are often given to keep up with inflation or cost-of-living increases.

Comparing a company's compensation and benefits package to other companies in the same industry to ensure competitiveness in attracting and retaining talent.

The Fair Labor Standards Act (FLSA) sets the minimum age for most employment at 16 years old.

Individuals aged 14 or 15 can work in certain limited situations, like family-owned businesses, delivery, or entertainment.

Teenagers aged 14-15 have specific work hour limitations, including a maximum of 3 hours per day and 18 hours per week during school sessions.

While 16-18 year olds can work unlimited hours in permissible jobs, they are barred from hazardous occupations and driving on public roads.

Workers must be at least 18 years old to perform hazardous tasks, ensuring their safety.

A security audit comprehensively reviews an organization's security, including physical and digital aspects.

Security audits involve both internal personnel (e.g., HR, facilities) and external experts (e.g., consultants, police).

Security audits encompass various factors, like physical surroundings, data systems, and personnel capabilities.

Expenses directly resulting from an accident at work, encompassing medical treatments, lost wages, equipment damage, and regulatory fines.

Involves providing basic health information and awareness to employees, encouraging them to adopt healthier habits. It primarily relies on individual action.

The ADA defines substance abusers as disabled, specifically those struggling with legal substances like alcohol and prescription drugs. Illegal drug users are excluded.

Work-related injuries or illnesses that require reporting to OSHA, including fatalities, lost workdays, job transfers, or restricted duty.

A workplace fatality or death directly related to work activities.

Work-related injuries that prevent an employee from working their regular schedule the day after the accident.

Work-related injuries leading to an employee working in a different job or with limited responsibilities.

Goes beyond basic information and involves comprehensive programs and actions that support employee well-being and healthy lifestyle choices.

Removal of an employee from a job at an organization. It should be a serious decision, not impulsive, and documented with specific reasons.

A written agreement that outlines the details of employment, often used when hiring from outside the organization or when dealing with high-risk situations or generous compensation packages.

An agreement where a company collaborates with another company that sells complementary products or services, often for mutual benefit.

The combination of two companies into a single new business entity, creating a larger, combined organization.

A business approach where each country is treated uniquely. Practices, culture, and policies are tailored to each country's norms.

Legal cases filed by employees who believe they were terminated unfairly or without proper justification. Companies need strong documentation and fair processes to avoid such lawsuits.

A formal written document outlining the reasons for an employee's termination. It's crucial for legal protection and provides a clear record of the reasons.

The preferred method of informing an employee of their termination in person, showing respect and providing a chance for discussion.

Well-established legal systems provide continuity and consistency for global firms, making countries more attractive for businesses. However, unstable political and legal environments in some nations can hinder economic and social development, making them less appealing to global organizations.

This approach to global expansion involves strategies like importing/exporting, licensing, and franchising. These methods offer a low-cost and low-risk way to enter new markets, allowing businesses to test the waters before making significant investments.

This type of training equips employees with the skills and knowledge necessary to work effectively in diverse cultural settings. It focuses on emotional, behavioral, and cognitive aspects of cross-cultural communication and understanding.

Refers to an individual's sensitivity and awareness towards different cultures. It includes factors like cultural empathy, openness to new experiences, and managing discomfort in unfamiliar situations.

Involves adapting behavior and communication style to different cultural norms. This includes understanding appropriate social cues, adapting language use, and exhibiting culturally appropriate actions.

Refers to an individual's understanding and knowledge of different cultural perspectives, values, and beliefs. This includes being able to analyze cultural differences and predict potential cultural misunderstandings.