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SHRM-CP 2023 With Complete Solutions Latest Update
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SHRM-CP 2023 With Complete Solutions Latest Update
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SHRM-CP 2023 With Complete Solutions LatestUpdate
ADDIE model
1. Analyze - Assess to determine the need or goals of the training program before launching any actions.
2. Design - where you plan the actions and lay out the ideas for how the program is going to work.
3. Develop - where you create, gather and organize the training materials.
4. Implement - the execution phase. You deliver the training program in this step.
5. Evaluate - Last step in cycle. Review and evaluate the outcomes.
National Labor Relations Act (NLRA) (Wagner Act) (1935)
A 1935 law, also known as the Wagner Act, that guarantees workers the right of collective bargaining. Sets down rules to
protect unions and organizers, and created the National Labor Relations Board to regulate labor-managment relations.
Federal Insurance Contributions Act (FICA) (1935)
Federal payroll tax paid by both employees and employers to fund Social Security and Medicare, which provides benefits
to retirees, disabled and children of deceased workers.
Fair Labor Standards Act (1938)
Regulates the classification of employees (exempt vs. non-exempt) versus independent contractors. Provides for a
minim wage and overtime unless the employee meets an exempt classification. Administrator/Enforcer: DOL's Wage &
Hour Division. Does not require employers to provide vacation, sick leave, holiday or severance pay.
Labor Management Relations Act (Taft Hartley) (1947)
1. Prohibits certain unfair labor practices by unions, protecting management rights
2. Allows states to declare themselves right-to-work
3. Authorized union decertification
Equal Pay Act (EPA) (1963)
Prohibits wage discrimination; requires equal pay for equal work of the same skills, effort, and responsibilities.
Consumer Credit Protection Act (CCPA) (1968)
Sets the national maximum limit on the amount of wages that can be withheld from an employee's wages to satisfy
court ordered wage garnishments, such as tax garnishments, domestic relations, court orders such as child support and
alimony.
Occupational Safety & Health Act (OSHA) (1970)
• Mandates compliance with Federal health & safety standards
• Employers with fewer than 10 employees are exempt from certain reporting requirements
Fair Credit Reporting Act (FCRA) (1970)
, • Defines employees' and potential employees' rights regarding employers use of information obtained by reports
compiled by third party credit reporting agencies as the basis for employment decisions.
• Allows employers to review candidates' or employees' consumer report under certain conditions. You must give
disclosure and acquire written authorization prior to acquiring and using consumer reports.
• Amended by Fair and Accurate Credit Transactions Act (FACTA) (2003) which added that employers must take
reasonable measures to reduce the risk of identity theft and other harm to their EEs, resulting from employer's failure to
properly dispose of confidential records.
Employee Retirement Income Security Act (ERISA) (1974)
1. Ensures employee benefit and welfare plans offered by private industry employers meet certain standards.
2. Under ERISA, Pension Benefit Guarantee Corporation (PBGC), protects retirees' retirement funds; ensures money set
aside in trust funds and covers underfunded pension plans.
3. Specifies a plan cannot require more than 1,000 hrs/yr (covering some PT EEs) to be eligible to participate in employer
offered plans.
Foreign Corrupts Practices Act (FCPA) (1977)
1. Prohibits American companies from making corrupt payments to foreign officials for the purpose of obtaining or
keeping business.
2. Amended (1988) to permit some "grease" or "facilitating" payments to expedite or secure performance or routine
government action.
Uniform Guidelines on Employee Selection Procedures (UGESP) (1978)
Prohibits selection policies and practiced from having an adverse impact on he employment opportunities for any race,
sex or ethnic group unless it is a business necessity (BFOQ). Requires employers use only job-related criteria in
employment decisions.
Immigration Reform & Control Act (IRCA) (1986)
Ensures employers do not employ or continue to employ aliens unauthorized to work in the U.S. and that employers do
not discriminate on basis of citizenship status or national origin.
Employee Polygraph Protection Act (EPPA) (1988)
1. Prohibits private sector employers from requiring pre-employment polygraph examinations unless employer is in
these industries: pharmaceutical, national defense, law enforcement/security (gun carry industry).
2. Permits polygraph testing of certain employees of private sector who are reasonably suspected of involvement in a
workplace incident that resulted in specific economic loss or injury to the employer.
Uniformed Services Employment & Re-employment Rights Act (USERRA) (1994)
1. Prohibits discrimination in employment against past, current or future military service embers. Protects military
service workers' employment rights and benefits of employment.
2. If an employee is called up for an active duty (National Guard, Reservist) and they return within 5 years, they must get
their job back.
3. They have a maximum of 2 weeks to return to the job after the active duty period ends or job is forfeited.
4. If their job was eliminated (due to mass layoff) during their active duty period, employer doesn't have to reinstate
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