Positiona vacatedseat in theorganizationTraininginstruction oractivity thatteachesemployees newskills to improveperformanceFTEfull timeemployeebudgetused toforecast thefinancialresults/positionof a companyor departmentWagehourlyrate ofpayeligibilityhours forbenefitcoverageaverageof 30+hours perweekFLSAFair LaborStandards Act:protection forworkers againstunfair paypracticesW-4employeeswithholdingallowancecertificatefrom IRSEAPemployeeassistanceprogramsUSDOLUSDept ofLaborADEAage discriminationin employment actof 1967 protectsworkers aged 40+FMLAFamily MedicalLeave Act -protected unpaidleave forcoveredemployees.TimeCardwhereemployeesrecord hoursworkedGroupInterviewa group ofcandidatesparticipatingin a joininterviewBenefitsperksprovided toemployeesin addition totheir salariesUrgentCareProviderfor WCMediUrgentCare ofSenecamilitaryleavepermittedabsence foremployeeserving inbranches ofarmed forcesselectionchoosingacandidateto hireJobFairevent whererecruiters andhiring managerscan meet potentialemployees inneutral venuejobaidinformationprovided toemployeeson HOW todo their jobKSA'sknowledge,skills &abilitiesPTEpart timeemployeeCandidatesomeone whohas appliedand is part ofthe interviewprocessHireDatefirsteligibledate ofworkEmploymentAt Willemployer isfree toterminateemployees atany time, forany reasonovertimeany hours workedby an employeethat exceednormallyscheduled workhoursAmenitiesAccessUniquebenefitat KKOnboardingprocess ofintegrating anew employeeinto anorganizationATSApplicantTrackingSystemEEOCequal employmentopportunitycommission -administer & enforcecivil rights laws atworkJobDescriptiona documentthat describesthe mainfeatures of aspecific positionAD&Daccidental deathanddismembermentHRIShumanresourcesinformationsystemI9formgovernmentemploymenteligibilityverificationWhat To dowhen youhear "Not myJob!"sit employeedown with copyof signed jobdescription andtalk through theissueearlyoutleavingworkearlySeniorityLista list ofemployeesby hiredateterms ofemploymentaka - offer ofemployment.agreementbetweenemployee andemployerLTDacronymfor longtermdisabilityRecruitingthe process offindingqualifiedcandidates forjob openingsRe-Hirean employeewho wasterminated buthas re-joinedthe companyPromotiontaking a jobwith higher payand/or moreresponsibilitiesNewHirea personwho hasbeenrecentlyhiredEDPemployeedevelopmentplanRisksomeone orsomethingthat createsa hazardPIPperformanceimprovementplanPolicyguidelinesandpracticesthat governorganization.Leavepermittedabsencefrom workCobraconsolidatedomnibus budgetreconciliation act -federal lawprotectinginsurance statusInterviewsit downdiscussion withhiring manager todetermine ifcandidate canmeet jobrequirementsKPIkeyperformanceindicators:ex.turnoverOEopenenrollment(annualbenefitelection)EOMemployeeof themonthPolicyReviewyearlypractice ofupdatingHR/companypoliciesCompliancemeetingrules orstandardsPayrolltheprocess ofpayingemployeesApplicantsomeonewho appliesto a job withyourcompanyJobTitlethe titlegiven tospecificpositions inorganizationLegalLegalcounsel onretainer tokeep uscompliant.orgchartvisualrepresentationof the way acompany isorganizedFreeSpace ifyou quacklike a duckfree spaceif youquack likea duckWhat todo if youhear, "Iquit."Send themhome and tellthem HR willreach out.Notify HRimmediately.Salaryfixed regularpayment foremployeeexpressed asannual sumADAAmericans withdisabilities act -federal civilrights lawpreventingdiscrimination.Resignationwhenemployeeschoose toleave thecompanycontractemployeehired forspecifiedperiod of timeor with nocomittementTardyLate toworkbonusextraearnings notincluded insalary, buttaxableretirementagefullretirement= 67Requisitionformalwrittenrequest tohireemployeetransfermovingemployeefrom onedept toanotherEPAequal pay actprotects againstwagediscriminationbased ongenderBODBoard ofDirectorsRiskpotentialthreats orlosses thatarise from HRmanagement.correctiveactiona process ofcommunicatingwith employee toimproveunacceptablebehavior orperformance.STDacronymfor shorttermdisabilityPTOacronymfor paidtime offOrientationcompleting newhire paperworkand policyreview for newemployeesInvestigationprocess ofgathering andanalyzinginformation froman employeerelated incidentTimeOffPolicythe policy thatdictates howmuch, when andhow employeescan use theirvacation &personal timedeductionsmoniestaken fromemployeepayrollemploymentethicsthe set of moralprinciples, valuesand standardsboth employer/eefollow in theworkplaceHearingsometimes we arerequired toparticipate inhearings forunemployment.EEOC claims orWC issuesLOALeave ofAbsence401Kwhat is ourretirementaccountcalled?WCCarrierZenithEvaluateto determineif acandidate isright for aspecific roleACAaffordablecare act -governmentreporting onbenefitsform toindicateemployeeinjury or nearmissEmployee1st reportof injuryWellnessPrograma program toengageemployees intheir own healthand well beingNoticeWRITTENnotification thatan employeeplans to resignExitInterviewgettingfeedback fromemployeesleaving thecompanyStaffinghiring eligiblecandidatesfor specificpositionsTerminationwhenemploymentis endedWorkersCompinsurance thatprovides wagereplacement &medical benefits toemployees injuredat workMisconductemployeebehavior thatdoes notfollow policyjurydutypaid time offfor employeesrequired toparticipate injury trialsW-2wage andtaxstatementCulturecharacter andpersonality of anorganization - reflectsthe values ofemployer/employeesPositiona vacatedseat in theorganizationTraininginstruction oractivity thatteachesemployees newskills to improveperformanceFTEfull timeemployeebudgetused toforecast thefinancialresults/positionof a companyor departmentWagehourlyrate ofpayeligibilityhours forbenefitcoverageaverageof 30+hours perweekFLSAFair LaborStandards Act:protection forworkers againstunfair paypracticesW-4employeeswithholdingallowancecertificatefrom IRSEAPemployeeassistanceprogramsUSDOLUSDept ofLaborADEAage discriminationin employment actof 1967 protectsworkers aged 40+FMLAFamily MedicalLeave Act -protected unpaidleave forcoveredemployees.TimeCardwhereemployeesrecord hoursworkedGroupInterviewa group ofcandidatesparticipatingin a joininterviewBenefitsperksprovided toemployeesin addition totheir salariesUrgentCareProviderfor WCMediUrgentCare ofSenecamilitaryleavepermittedabsence foremployeeserving inbranches ofarmed forcesselectionchoosingacandidateto hireJobFairevent whererecruiters andhiring managerscan meet potentialemployees inneutral venuejobaidinformationprovided toemployeeson HOW todo their jobKSA'sknowledge,skills &abilitiesPTEpart timeemployeeCandidatesomeone whohas appliedand is part ofthe interviewprocessHireDatefirsteligibledate ofworkEmploymentAt Willemployer isfree toterminateemployees atany time, forany reasonovertimeany hours workedby an employeethat exceednormallyscheduled workhoursAmenitiesAccessUniquebenefitat KKOnboardingprocess ofintegrating anew employeeinto anorganizationATSApplicantTrackingSystemEEOCequal employmentopportunitycommission -administer & enforcecivil rights laws atworkJobDescriptiona documentthat describesthe mainfeatures of aspecific positionAD&Daccidental deathanddismembermentHRIShumanresourcesinformationsystemI9formgovernmentemploymenteligibilityverificationWhat To dowhen youhear "Not myJob!"sit employeedown with copyof signed jobdescription andtalk through theissueearlyoutleavingworkearlySeniorityLista list ofemployeesby hiredateterms ofemploymentaka - offer ofemployment.agreementbetweenemployee andemployerLTDacronymfor longtermdisabilityRecruitingthe process offindingqualifiedcandidates forjob openingsRe-Hirean employeewho wasterminated buthas re-joinedthe companyPromotiontaking a jobwith higher payand/or moreresponsibilitiesNewHirea personwho hasbeenrecentlyhiredEDPemployeedevelopmentplanRisksomeone orsomethingthat createsa hazardPIPperformanceimprovementplanPolicyguidelinesandpracticesthat governorganization.Leavepermittedabsencefrom workCobraconsolidatedomnibus budgetreconciliation act -federal lawprotectinginsurance statusInterviewsit downdiscussion withhiring manager todetermine ifcandidate canmeet jobrequirementsKPIkeyperformanceindicators:ex.turnoverOEopenenrollment(annualbenefitelection)EOMemployeeof themonthPolicyReviewyearlypractice ofupdatingHR/companypoliciesCompliancemeetingrules orstandardsPayrolltheprocess ofpayingemployeesApplicantsomeonewho appliesto a job withyourcompanyJobTitlethe titlegiven tospecificpositions inorganizationLegalLegalcounsel onretainer tokeep uscompliant.orgchartvisualrepresentationof the way acompany isorganizedFreeSpace ifyou quacklike a duckfree spaceif youquack likea duckWhat todo if youhear, "Iquit."Send themhome and tellthem HR willreach out.Notify HRimmediately.Salaryfixed regularpayment foremployeeexpressed asannual sumADAAmericans withdisabilities act -federal civilrights lawpreventingdiscrimination.Resignationwhenemployeeschoose toleave thecompanycontractemployeehired forspecifiedperiod of timeor with nocomittementTardyLate toworkbonusextraearnings notincluded insalary, buttaxableretirementagefullretirement= 67Requisitionformalwrittenrequest tohireemployeetransfermovingemployeefrom onedept toanotherEPAequal pay actprotects againstwagediscriminationbased ongenderBODBoard ofDirectorsRiskpotentialthreats orlosses thatarise from HRmanagement.correctiveactiona process ofcommunicatingwith employee toimproveunacceptablebehavior orperformance.STDacronymfor shorttermdisabilityPTOacronymfor paidtime offOrientationcompleting newhire paperworkand policyreview for newemployeesInvestigationprocess ofgathering andanalyzinginformation froman employeerelated incidentTimeOffPolicythe policy thatdictates howmuch, when andhow employeescan use theirvacation &personal timedeductionsmoniestaken fromemployeepayrollemploymentethicsthe set of moralprinciples, valuesand standardsboth employer/eefollow in theworkplaceHearingsometimes we arerequired toparticipate inhearings forunemployment.EEOC claims orWC issuesLOALeave ofAbsence401Kwhat is ourretirementaccountcalled?WCCarrierZenithEvaluateto determineif acandidate isright for aspecific roleACAaffordablecare act -governmentreporting onbenefitsform toindicateemployeeinjury or nearmissEmployee1st reportof injuryWellnessPrograma program toengageemployees intheir own healthand well beingNoticeWRITTENnotification thatan employeeplans to resignExitInterviewgettingfeedback fromemployeesleaving thecompanyStaffinghiring eligiblecandidatesfor specificpositionsTerminationwhenemploymentis endedWorkersCompinsurance thatprovides wagereplacement &medical benefits toemployees injuredat workMisconductemployeebehavior thatdoes notfollow policyjurydutypaid time offfor employeesrequired toparticipate injury trialsW-2wage andtaxstatementCulturecharacter andpersonality of anorganization - reflectsthe values ofemployer/employees

HR BINGO - Call List

(Print) Use this randomly generated list as your call list when playing the game. Place some kind of mark (like an X, a checkmark, a dot, tally mark, etc) on each cell as you announce it, to keep track. You can also cut out each item, place them in a bag and pull words from the bag.


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O O
  1. N-a vacated seat in the organization
    N-Position
  2. I-instruction or activity that teaches employees new skills to improve performance
    I-Training
  3. O-full time employee
    O-FTE
  4. N-used to forecast the financial results/position of a company or department
    N-budget
  5. N-hourly rate of pay
    N-Wage
  6. I-average of 30+ hours per week
    I-eligibility hours for benefit coverage
  7. O-Fair Labor Standards Act: protection for workers against unfair pay practices
    O-FLSA
  8. N-employees withholding allowance certificate from IRS
    N-W-4
  9. B-employee assistance programs
    B-EAP
  10. B-US Dept of Labor
    B-USDOL
  11. G-age discrimination in employment act of 1967 protects workers aged 40+
    G-ADEA
  12. O-Family Medical Leave Act - protected unpaid leave for covered employees.
    O-FMLA
  13. B-where employees record hours worked
    B-Time Card
  14. B-a group of candidates participating in a join interview
    B-Group Interview
  15. B-perks provided to employees in addition to their salaries
    B-Benefits
  16. N-Medi Urgent Care of Seneca
    N-Urgent Care Provider for WC
  17. I-permitted absence for employee serving in branches of armed forces
    I-military leave
  18. I-choosing a candidate to hire
    I-selection
  19. I-event where recruiters and hiring managers can meet potential employees in neutral venue
    I-Job Fair
  20. N-information provided to employees on HOW to do their job
    N-job aid
  21. I-knowledge, skills & abilities
    I-KSA's
  22. G-part time employee
    G-PTE
  23. B-someone who has applied and is part of the interview process
    B-Candidate
  24. O-first eligible date of work
    O-Hire Date
  25. O-employer is free to terminate employees at any time, for any reason
    O-Employment At Will
  26. B-any hours worked by an employee that exceed normally scheduled work hours
    B-overtime
  27. B-Unique benefit at KK
    B-Amenities Access
  28. I-process of integrating a new employee into an organization
    I-Onboarding
  29. I-Applicant Tracking System
    I-ATS
  30. G-equal employment opportunity commission - administer & enforce civil rights laws at work
    G-EEOC
  31. O-a document that describes the main features of a specific position
    O-Job Description
  32. I-accidental death and dismemberment
    I-AD&D
  33. G-human resources information system
    G-HRIS
  34. N-government employment eligibility verification
    N-I9 form
  35. B-sit employee down with copy of signed job description and talk through the issue
    B-What To do when you hear "Not my Job!"
  36. B-leaving work early
    B-early out
  37. G-a list of employees by hire date
    G-Seniority List
  38. O-aka - offer of employment. agreement between employee and employer
    O-terms of employment
  39. O-acronym for long term disability
    O-LTD
  40. G-the process of finding qualified candidates for job openings
    G-Recruiting
  41. N-an employee who was terminated but has re-joined the company
    N-Re-Hire
  42. O-taking a job with higher pay and/or more responsibilities
    O-Promotion
  43. I-a person who has been recently hired
    I-New Hire
  44. O-employee development plan
    O-EDP
  45. G-someone or something that creates a hazard
    G-Risk
  46. G-performance improvement plan
    G-PIP
  47. I-guidelines and practices that govern organization.
    I-Policy
  48. G-permitted absence from work
    G-Leave
  49. O-consolidated omnibus budget reconciliation act - federal law protecting insurance status
    O-Cobra
  50. N-sit down discussion with hiring manager to determine if candidate can meet job requirements
    N-Interview
  51. O-key performance indicators: ex.turnover
    O-KPI
  52. B-open enrollment (annual benefit election)
    B-OE
  53. O-employee of the month
    O-EOM
  54. G-yearly practice of updating HR/company policies
    G-Policy Review
  55. G-meeting rules or standards
    G-Compliance
  56. I-the process of paying employees
    I-Payroll
  57. I-someone who applies to a job with your company
    I-Applicant
  58. B-the title given to specific positions in organization
    B-Job Title
  59. B-Legal counsel on retainer to keep us compliant.
    B-Legal
  60. O-visual representation of the way a company is organized
    O-org chart
  61. B-free space if you quack like a duck
    B-Free Space if you quack like a duck
  62. O-Send them home and tell them HR will reach out. Notify HR immediately.
    O-What to do if you hear, "I quit."
  63. B-fixed regular payment for employee expressed as annual sum
    B-Salary
  64. I-Americans with disabilities act - federal civil rights law preventing discrimination.
    I-ADA
  65. N-when employees choose to leave the company
    N-Resignation
  66. B-hired for specified period of time or with no comittement
    B-contract employee
  67. I-Late to work
    I-Tardy
  68. G-extra earnings not included in salary, but taxable
    G-bonus
  69. B-full retirement = 67
    B-retirement age
  70. N-formal written request to hire employee
    N-Requisition
  71. N-moving employee from one dept to another
    N-transfer
  72. G-equal pay act protects against wage discrimination based on gender
    G-EPA
  73. N-Board of Directors
    N-BOD
  74. B-potential threats or losses that arise from HR management.
    B-Risk
  75. I-a process of communicating with employee to improve unacceptable behavior or performance.
    I-corrective action
  76. G-acronym for short term disability
    G-STD
  77. N-acronym for paid time off
    N-PTO
  78. N-completing new hire paperwork and policy review for new employees
    N-Orientation
  79. O-process of gathering and analyzing information from an employee related incident
    O-Investigation
  80. N-the policy that dictates how much, when and how employees can use their vacation & personal time
    N-Time Off Policy
  81. G-monies taken from employee payroll
    G-deductions
  82. N-the set of moral principles, values and standards both employer/ee follow in the workplace
    N-employment ethics
  83. I-sometimes we are required to participate in hearings for unemployment. EEOC claims or WC issues
    I-Hearing
  84. I-Leave of Absence
    I-LOA
  85. N-what is our retirement account called?
    N-401K
  86. G-Zenith
    G-WC Carrier
  87. O-to determine if a candidate is right for a specific role
    O-Evaluate
  88. O-affordable care act - government reporting on benefits
    O-ACA
  89. I-Employee 1st report of injury
    I-form to indicate employee injury or near miss
  90. I-a program to engage employees in their own health and well being
    I-Wellness Program
  91. G-WRITTEN notification that an employee plans to resign
    G-Notice
  92. B-getting feedback from employees leaving the company
    B-Exit Interview
  93. G-hiring eligible candidates for specific positions
    G-Staffing
  94. O-when employment is ended
    O-Termination
  95. G-insurance that provides wage replacement & medical benefits to employees injured at work
    G-Workers Comp
  96. G-employee behavior that does not follow policy
    G-Misconduct
  97. B-paid time off for employees required to participate in jury trials
    B-jury duty
  98. N-wage and tax statement
    N-W-2
  99. O-character and personality of an organization - reflects the values of employer/employees
    O-Culture