442 Subject IndexEmployee records keeping, use of
information systems for, 384
Employee Retirement Income
Security Act (ERISA), 292–293
Employees, types of, defi ned,
271–272
Employer liability for harassment, 99
Employer Non-Discrimination Act
(ENDA), 99–100
Employer rights, 354
Employment at will, doctrine of:
described, 79; exceptions to,
79–80
Employment Relationship Policy
Act, 345
Employment Retirement Income
Security Act, 46
Employment Standards
Administration, 68, 71
Employment tests: job analysis and,
151–152; screening applicants
based on, 191–193, 194–197,
198, 199–200
Energ!ze, 186
Enron, 79
Enterprise HRO services,
outsourcing, 37
Entrepreneurship, defi ned, as a
leadership competency, 332
Environment, hygiene, and
maintenance factors,
described, 221
Episodic volunteers, 123
Equal Employment Opportunity
Act, 46, 57
Equal employment opportunity
laws, 56–66, 81. See also specifi c
laws
Equal Pay Act, 273–274, 278
Equity of compensation, 252–269
Equity theory, 222–223, 252–253
Equivalent-forms reliability, 200
ERG theory, 219–220
Essay evaluation method, 237
Esteem needs, defi ned, 219
Ethical behavior, high standards
and, defi ned, as a leadership
competency, 328
Ethical issues, in performance
appraisal, 233–234
Eugene and Agnes E. Meyer
Foundation, 249Evaluation: of KSAOCs of
incumbent board members,
135, 136 ; of organizations,
399; of strategic human
resources management,
46–47; of training programs,
322–325. See also Performance
evaluations
Evercare and National Alliance for
Caregivers, 298
“E-vote: Ohio Unveils Online
Poll Worker Training
Program,” 318
Exclusionary tactics, 108
Exclusive recognition, 349
Executive employee, defi ned, 272
Executive Offi ce for Weed and
Seed, 94
Executive Orders, 60, 68–70, 72,
73, 101, 300, 360, 381
Executive support systems, 379–380
Executives: compensation and
benefi ts for, 269–271,
275–276, 281; competencies
of, 208, 231; described, 21;
evaluation of, 228–231;
KSAOCs needed by, exercise
involving, 29; performance
problems associated with,
exercise involving, 248;
political, defi ned, 207;
projected salaries of, 254–255;
recruitment and selection
of, 207–209; termination of,
reason for, 249; training and
development of, 270, 327–334;
types of, described, 207
Exempt employees, defi ned,
271–272
Existence needs, defi ned, 219
Expectancy, defi ned, 222
Expectancy theory, 221–222
Experience and Training (E & T)
rating, 192
Experiential exercises, 315–316
Expressive rights, 74–75
External awareness, defi ned, as a
leadership competency, 330
External equity, 253–255
External recruitment, 183–189
Extrinsic rewards, defi ned, 119,
129, 216FFacebook, 191
Fact fi nding, 355
Fair Credit Reporting Act, 191
Fair Labor Standards Act, 46, 160,
271–273, 279, 386
Fair Labor Standards
Amendment, 273
Fair Pay Act, 278, 279
Fair share, 351
Family and Medical Leave Act
(FMLA), 46, 64–66, 86
Family structure, changes in, 24,
298, 301–302, 399
Faragher v. Boca Raton, 97, 98
Federal Aviation Association, 101
Federal Aviation Authority, 5
Federal Bureau of Investigation
(FBI), 5, 101, 106, 345
Federal Employee Retirements: Expected
Increase Over the Next Five Years
Illustrates Need for Workforce
Planning (GAO), 38
Federal employees: changes in
the legal framework for, 360;
described, 5; pay scale for, 258,
259 ; and Social Security, 286,
289; strikes and, 346, 356
Federal Employees Retirement
System (FERS), 289–290
Federal Equitable Pay Practices
Act, 278
Federal executives, described, 207
Federal GLBT support groups, 101
Federal GLOBE, 101
Federal government: collective
bargaining in the, 344–346;
described, 6–7
Federal Insurance Contributions
Act (FICA), 286
Federal Labor Relations Authority
(FLRA), 345–346, 347, 348–349
Federal laws: on equal employment
opportunity, 56–66, 81;
governing compensation,
271–274; lack of, that
include sexual orientation
discrimination, 99–100. See also
specifi c federal laws
Federal minimum wage, 271, 274
Federal pension plans, 289–290bindsub.indd 442bindsub.indd 442 11/12/08 8:56:47 PM11/12/08 8:56:47 PM