An organization of workers dedicated to protecting their interests in the workplace and improving ...

Answer to #1

d

Answer to #2

c

Answer to #3

c

Answer to #4

c

Answer to #5

b

Answer to #6

Nonfinancial rewards are meaningful rewards not associated with monetary payments that increase the frequency of an action.

Answer to #7

Following are the characteristics of a legally sound performance management system:
 Performance dimensions and standards are clearly defined and explained to the employee, job-related, and within the control of the employee.
 Procedures are standardized and uniform for all employees within a job group.
 The system is formally explained and communicated to all employees.
 Employees are given timely information on performance deficiencies and opportunities to correct them.
 Employees are given a voice in the review process and are treated with courtesy and civility throughout the process.
 The system includes a formal appeals process.
 Performance information is gathered from multiple, diverse, and unbiased raters.
 Supervisors are provided with formal training and information on how to manage the performance of their employees.
 The system includes thorough and consistent documentation including specific examples of performance based on firsthand knowledge.
 The system includes procedures to detect potentially discriminatory effects or biases and abuses in the system.

Answer to #8

In order for an employee to make a claim of disparate treatment, he or she must know the law and be able to show that it occurred.
 Disparate treatment is also known as illegal discrimination and occurs when an employee is intentionally treated differently because of gender, race, ethnicity, national origin, age, disability status, or other status protected under the law.
 An employee must show that:
- He/she is a member of a protected class.
- He/she suffered an adverse employment decision as a result of a performance evaluation.
- He/she should not have suffered the adverse employment decision because his/her performance warranted a positive decision.
- The employment benefit (promotion, reward, etc.) was either not given to anyone, or was given to someone who is not a member of the same protected class as the employee making the complaint.

Answer to #9

Rater training programs should cover:
 Informationhow the system works
- Reasons for implementing the performance management system
- Information on the appraisal form and system mechanics
 Motivationwhat's in it for me?
- Benefits of providing accurate ratings
- Tools for providing accurate ratings
 Identifying, observing, recording, and evaluating performance
- How to identify and rank job activities
- How to observe, record, and measure performance
- How to minimize rating errors
 How to interact with employees when they receive performance information
- How to conduct an appraisal interview
- How to train, counsel, and coach

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