CODAC Management Manual

DEFINITIONS/ACRONYMS

Absenteeism: Absenteeism is the failure to show up for scheduled work. This is distinguished from tardiness or lateness, which indicates a failure to report for work on time, and turnover, which indicates a permanent leave from work where the ex-employee is replaced. The main reasons for being concerned with absenteeism are increased cost to the organization, clues about employees’ mental and physical health, and employees’ job satisfaction. Since absenteeism refers to missing scheduled work, jury duty, vacation, and maternity leave are generally not considered an absence. Benefits: Employee benefits are part of the total compensation package that includes all tangible return for an employee’s labor except for direct payment. Some benefits are mandatory, such as social security benefits, unemployment compensation, and workers’ compensation, while other benefits are discretionary, such as paid time off, health care, retirement, childcare, employee discounts, club memberships, and financial assistance plans. Budgeted Hours – Number of hours the employee has agreed to work on a weekly basis. This is usually established upon hire, when employee accepts a new position, or upon request. Budgeted hours for each employee can be found on Form 3 of Paycom under the Custom Fields section employees routine scheduled hours. Compensation: Compensation is the total cash and non-cash returns (financial rewards, services, and benefits) that are provided by the organization to an employee in exchange for their labor. Competency: Competency is a set of demonstrable characteristics and skills that enable, and improve the efficiency of, performance of a job. Competencies are not skills, although they are similar. Skills are learned, while competencies are inherent qualities an individual possesses – collaboration skills, knowledge and ability. Disciplinary Action: Disciplinary action is the step taken by the organization against employees that do not comply with certain policies and regulations of the organization. This non-compliance could be in the form of regular misconduct, misbehavior, poor performance, and violation of rules/policies. Discrimination: Discrimination in an employment context refers to behavior that has the purpose or effect of harming some individuals by virtue of their membership in a protected class. This encompasses a wide range of attitudes, conducts, and processes that produce differential results without appropriate justification. The major anti-discrimination legislation exists at the federal level and applies to both public and private employers, such as the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1990. Employment-at-Will: Employment is deemed to be at will on the part of both the employer and the employee. An employer can fire an employee at any time for any reason, while at the same time the employee can quit his or her job at any time for any reason. Employee Engagement : Employee Engagement is a workplace method designed to improve an employee’s feelings and emotional attachment to the company, their job duties, position within the company, their fellow employees, and the company culture. Employee Onboarding: Employee Onboarding is the process of onboarding new hires into an organization. Sometimes used synonymously with new hire orientation, employee onboarding includes filling out forms, on-

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