A "top-heavy?' 401(k) plan is one in which more than 60% of the entire plan's value resides in the accounts of "key" employees. A key employee is defined as an employee with major ownership of the company and/or in a decision-making role.

The look-back measurement period is a method of determining eligibility for coverage. The employer looks at a defined period of time that the employee has worked and averages the weekly hours. If the average is 30 hours or more per week the employee would likely be eligible for coverage.

* Incentivizing Cooperation: Offering training and job placement services to displaced employees provides them with a tangible benefit, making them more likely to cooperate during the transition period. This helps ensure a smooth transfer of knowledge.
* Maintaining Morale: Providing support such as training and job placement services helps maintain the morale of the displaced employees, demonstrating the company's commitment to their future success even after they leave the organization.
* Knowledge Transfer: Ensuring that displaced employees are motivated to assist with the transition helps secure the transfer of critical knowledge to the retained employees. This is crucial for maintaining operational continuity and minimizing disruptions.
* Ethical and Legal Considerations: This approach aligns with ethical best practices by offering fair and supportive measures to employees being laid off, thus potentially mitigating negative sentiments and legal risks associated with layoffs.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on managing layoffs and knowledge transfer

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how consumer credit information is collected, disseminated, and used. It was enacted to ensure the accuracy, fairness, and privacy of information in the files of consumer reporting agencies. When it comes to employment, the FCRA requires employers to take specific actions before they can take any adverse action (such as not hiring, firing, or demoting) based on information in a consumer report.
Step-by-Step Explanation:
* Disclosure and Authorization: Before obtaining a consumer report for employment purposes, an employer must disclose to the applicant or employee that they intend to use the information for employment decisions. This disclosure must be in writing and in a standalone document. The employer must also obtain written authorization from the applicant or employee.
* Pre-Adverse Action: If an employer decides to take adverse action based on the consumer report, they must first provide the applicant or employee with a copy of the report and a summary of their rights under the FCRA. This gives the individual the opportunity to review the report and dispute any inaccuracies.
* Adverse Action Notice: After taking adverse action, the employer must provide the individual with an adverse action notice. This notice must include the name, address, and phone number of the consumer reporting agency that provided the report, a statement that the agency did not make the adverse decision and is not able to explain why the decision was made, and a notice of the individual's right to dispute the accuracy or completeness of the report and to obtain an additional free report from the agency within 60 days.
References:
* U.S. Federal Trade Commission (FTC) guidelines on the Fair Credit Reporting Act
* SHRM's comprehensive resources on background screening and employment law compliance

The CHRO displays the global and cultural effectiveness competency by recognizing the cultural differences as the root cause of their problem working together. Therefore, she is able to mediate between both parties and use the situation as a learning lesson about how to overcome cultural differences by seeing the other person's perspective. This will allow them to understand each other better and improve their working relationship going forward.