SHRM-CP 2025
The ADDIE model is a framework used in training development that involves several key stages. The first
stage, Analyze, involves assessing the training needs or objectives before any actions are taken.
Following this, the Design phase entails planning the training actions and outlining how the program will
function. The third stage, Develop, focuses on creating, gathering, and organizing the necessary training
materials. The fourth stage, Implement, is the execution phase, where the training program is delivered.
Finally, the Evaluate stage involves reviewing and assessing the outcomes of the training.
The National Labor Relations Act (NLRA), also known as the Wagner Act, was enacted in 1935 to ensure
workers have the right to collective bargaining. This law establishes rules to protect unions and their
organizers and created the National Labor Relations Board to oversee labor-management relationships.
The Federal Insurance Contributions Act (FICA), also established in 1935, requires both employees and
employers to contribute to Social Security and Medicare through federal payroll taxes, which provide
benefits to retirees, disabled individuals, and the children of deceased workers.
The Fair Labor Standards Act of 1938 regulates how employees are classified—differentiating between
exempt and non-exempt employees versus independent contractors. It mandates a minimum wage and
overtime pay unless an employee falls under an exempt classification. The Department of Labor's Wage
and Hour Division oversees enforcement of this act, which does not require employers to provide
benefits such as vacation or sick leave.
The Labor Management Relations Act, often referred to as the Taft-Hartley Act, was enacted in 1947. It
prohibits specific unfair labor practices by unions to protect management rights, allows states to
establish right-to-work laws, and authorizes the decertification of unions.
, The Equal Pay Act of 1963 is designed to combat wage discrimination by mandating equal pay for equal
work that requires similar skills, effort, and responsibilities.
The Consumer Credit Protection Act of 1968 establishes a national maximum limit on wages that can be
garnished from an employee's wages for court-ordered debts, including tax garnishments and domestic
relations obligations like child support and alimony.
The Occupational Safety & Health Act (OSHA), enacted in 1970, requires compliance with federal health
and safety standards, with some exemptions for employers with fewer than ten employees regarding
certain reporting obligations.
The Fair Credit Reporting Act (FCRA) of 1970 defines the rights of employees and potential employees
concerning the use of information obtained from third-party credit reporting agencies. Employers must
provide disclosures and obtain written authorizations before acquiring and using consumer reports. This
act was amended in 2003 by the Fair and Accurate Credit Transactions Act (FACTA), which emphasizes
identity theft prevention.
The Employee Retirement Income Security Act (ERISA) established standards for employee benefit and
welfare plans offered by private industry employers. It created the Pension Benefit Guarantee
Corporation (PBGC) to protect retirees' funds and ensures that money in trust funds is secure, covering
underfunded pension plans. ERISA mandates that a plan cannot require more than 1,000 hours of work
per year to participate in employer-offered plans.
The Foreign Corrupt Practices Act (FCPA), enacted in 1977, prohibits U.S. companies from making
corrupt payments to foreign officials for business advantages. An amendment in 1988 permitted certain
"grease" payments to expedite normal governmental actions.
The ADDIE model is a framework used in training development that involves several key stages. The first
stage, Analyze, involves assessing the training needs or objectives before any actions are taken.
Following this, the Design phase entails planning the training actions and outlining how the program will
function. The third stage, Develop, focuses on creating, gathering, and organizing the necessary training
materials. The fourth stage, Implement, is the execution phase, where the training program is delivered.
Finally, the Evaluate stage involves reviewing and assessing the outcomes of the training.
The National Labor Relations Act (NLRA), also known as the Wagner Act, was enacted in 1935 to ensure
workers have the right to collective bargaining. This law establishes rules to protect unions and their
organizers and created the National Labor Relations Board to oversee labor-management relationships.
The Federal Insurance Contributions Act (FICA), also established in 1935, requires both employees and
employers to contribute to Social Security and Medicare through federal payroll taxes, which provide
benefits to retirees, disabled individuals, and the children of deceased workers.
The Fair Labor Standards Act of 1938 regulates how employees are classified—differentiating between
exempt and non-exempt employees versus independent contractors. It mandates a minimum wage and
overtime pay unless an employee falls under an exempt classification. The Department of Labor's Wage
and Hour Division oversees enforcement of this act, which does not require employers to provide
benefits such as vacation or sick leave.
The Labor Management Relations Act, often referred to as the Taft-Hartley Act, was enacted in 1947. It
prohibits specific unfair labor practices by unions to protect management rights, allows states to
establish right-to-work laws, and authorizes the decertification of unions.
, The Equal Pay Act of 1963 is designed to combat wage discrimination by mandating equal pay for equal
work that requires similar skills, effort, and responsibilities.
The Consumer Credit Protection Act of 1968 establishes a national maximum limit on wages that can be
garnished from an employee's wages for court-ordered debts, including tax garnishments and domestic
relations obligations like child support and alimony.
The Occupational Safety & Health Act (OSHA), enacted in 1970, requires compliance with federal health
and safety standards, with some exemptions for employers with fewer than ten employees regarding
certain reporting obligations.
The Fair Credit Reporting Act (FCRA) of 1970 defines the rights of employees and potential employees
concerning the use of information obtained from third-party credit reporting agencies. Employers must
provide disclosures and obtain written authorizations before acquiring and using consumer reports. This
act was amended in 2003 by the Fair and Accurate Credit Transactions Act (FACTA), which emphasizes
identity theft prevention.
The Employee Retirement Income Security Act (ERISA) established standards for employee benefit and
welfare plans offered by private industry employers. It created the Pension Benefit Guarantee
Corporation (PBGC) to protect retirees' funds and ensures that money in trust funds is secure, covering
underfunded pension plans. ERISA mandates that a plan cannot require more than 1,000 hours of work
per year to participate in employer-offered plans.
The Foreign Corrupt Practices Act (FCPA), enacted in 1977, prohibits U.S. companies from making
corrupt payments to foreign officials for business advantages. An amendment in 1988 permitted certain
"grease" payments to expedite normal governmental actions.
