GLOSSARY
FMLA
The Family and Medical Leave Act
applies to organizations of 50 or more
employees, with some exceptions. Under
its provisions, employees are allowed to
take up to 12 weeks of leave from their
jobs for certain family- or medical-related
situations. When the employee returns to
work, he or she is guaranteed the same
job or an equivalent one.
Grievance
A complaint brought against a company
by an employee. In Human Resources,
any employee—including those that are
not union employees—may file a
grievance.
Hazardous communications/
right-to-know
OSHA-required training for employees
who will be working with hazardous or
potentially hazardous materials.
Help
Documentation of Human Resources
features placed online for quick access.
Also referred to as online documentation.
Highly compensated
An Internal Revenue Service term for
employees who have ownership of the
company over and above a set
percentage, and/or compensation over a
certain dollar amount. Consult your
benefits administrator for more
information.
Hire
To agree to bring an applicant into the
organization as an employee. (In Human
Resources with Integration to Payroll, the
“hire” process also includes other related
tasks, such as assigning the new
employee an employee ID number and
transferring applicant records to
employee records.)
I-9 form
The U.S. Department of Justice
Immigration and Naturalization Service
Employment Eligibility Verification form.
This form, required by the U.S.
government, must be kept on file for
every employee within an organization,
to verify eligibility for employment in the
United States.
Inactivate
The process of making employee records
inactive. If you inactivate an employee
record, all of the employee’s pay,
deduction and benefit records will be
inactivated, and paychecks will no longer
be printed for the individual.
Increment buttons
Small red and green buttons with up and
down arrows on them. Use increment
buttons to adjust a number displayed in a
text field. Choose the up button to
increase the number. Choose the down
button to decrease the number.
Inquiry
A Human Resources feature that allows
you to review open-year and historical
information.
Interview
A meeting between representatives of an
organization and a potential employee.
The purpose of most interviews is to
evaluate the applicant as a candidate for
employment with the organization.
Location
A work site. Some businesses are
organized as a single company or
division, but may have multiple sites.
Note
A feature that is used to attach messages
to windows and records. The note button
shows whether a note is attached to a
window. Notes can be edited and
reattached, deleted or printed.
Occupational Safety and Health
Administration
See OSHA.Offer
A statement made by an organization
outlining the circumstances under which
it would hire an applicant. Offers
routinely include details about positions,
duties, pay and benefits packages.
Operating procedure (OP)
A criteria, regulation or policy that
guides an organization in its day-to-day
routine. Typically, organizations have
OPs for attendance, vacation time, dress
codes, reviews and so on.
Option
A printing specification set up for
reports. A variety of options can be used
with each report.
Orientation
A period of initial training for new
employees, to help them learn the
policies and practices of the organization
and their roles.
OSHA
The Occupational Safety and Health
Administration is a United States
governmental agency responsible for
ensuring safety standards for businesses
in the United States.
OSHA 101
A Supplementary Record of
Occupational Injuries and Illnesses form
required by the government to record the
specific information for a given employee
injury or illness. This report must be kept
on the premises for a minimum of five
years.
OSHA 200
A Log and Summary of Occupational
Injuries and Illnesses form required by
the government to record all
occupational-related injuries and
illnesses. This report must be kept on the
premises for a minimum of five calendar
years after an incident is reported.