Chapter 11

Front 1

davis-bacon act

Back 1

law that sets wage rates for laborers employed by contractors working for the federal government

Front 2

fair labor standards act

Back 2

minimum wage, max hours, overtime pay, child labor protection

Front 3

equal pay act

Back 3

amendment to fair labor standards act designed to require equal pay for women doing the same work as men

Front 4

salary compensation

Back 4

salary equity problem usually caused by inflation resulting in longer-term employees in a position earning less than workers entering the firm today

Front 5

salary survey

Back 5

survey aimed at determining prevailing wage rates. a good salary survey provides specific wage rates for specific jobs. formal written questionnaire surveys are the most comprehensive but telephone surveys and newspaper ads are also sources of information

Front 6

benchmark job

Back 6

job that is used to anchor employer's pay scale and around which other jobs are arranged in order of relative worth

Front 7

ranking method

Back 7

simplest method of job evaluation that involves raking each job relative to all other jobs, usually based on overall difficulty

Front 8

job classification (grading) method

Back 8

categorizing jobs into groups

Front 9

classes

Back 9

grouping jobs based on a set of rules for each group or class such as amount of independent judgement, skill physical effort required. classes usually contain similar jobs

Front 10

grades

Back 10

job classification system like the class system, although grades often contain dissimilar jobs such as secretaries mechanics, or firefighters. grade descriptions are written based on compensable factors listed in classification systems

Front 11

grade definition

Back 11

written description of the level of responsibility and knowledge required for a job in each grade. Similar jobs can then be combined into grades or classes

Front 12

point method

Back 12

job evaluation method in which a number of compensable factors are identified and then the degree to which each of these factors is present on the job is determined

Front 13

factor comparison model

Back 13

widely used method of ranking jobs according to a variety of skill and difficulty factors, then adding up these rankings to arrive at an overall numerical rating for each given job

Front 14

pay grade

Back 14

a pay grade is comprised of jobs of approximately equal difficulty

Front 15

wage curve

Back 15

sows relationship between value of the job and the average wage paid for it

Front 16

pay ranges

Back 16

a series of steps or levels within a pay grade usually based on years of service

Front 17

competency-based pay

Back 17

the company pays for the employee's range, depth and types of skills and knowledge rather for the job title he has

Front 18

competencies

Back 18

demonstrable knowledge, skills or behavior that enable performance

Front 19

broadbanding

Back 19

consolidating salary grades and ragnes into just a few wide levels or bands each of which contains a relatively wide range of jobs

Front 20

comparale worth

Back 20

concept by which women who are usually paid less than men can claim that men in comparable rather than in strictly equal jobs are paid more