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NEW QUESTION 26
Which of the following institutions did not receive Title VII coverage pursuant to the Equal Employment Opportunity Act of 1972?

• A. Federal legislative bodies
• B. State government agencies
• C. Religious institutions
• D. Universities

Answer: C

Explanation:
Explanation: The Equal Employment Opportunity Act of 1972 did not extend Title VII coverage to the employees of religious institutions. These organizations were exempted from the original version of Title VII (in the Civil Rights Act of 1964), and this exemption was maintained in 1972. Religious institutions are allowed to give preferential treatment to job candidates and employees who are adherents of that religion. Universities, state government agencies, and federal legislative bodies all became subject to Title VII with the passage of the Equal Employment Opportunity Act.

 

NEW QUESTION 27
Which of the following is defined as the knowledge employees have about how their work behavior affects their compensation?

• A. Entitlement philosophy
• B. Organizational culture
• C. Total rewards strategy
• D. Line of sight

Answer: D

Explanation:
Explanation: Line of sight is defined as the knowledge employees have about how their work behavior affects their compensation. An entitlement philosophy provides greater compensation for employees with more seniority. A total rewards strategy reviews a business's resources for bringing in, and retaining, certain employees. Organizational culture is the larger category of which line of sight and entitlement philosophy are a part; organizational culture is simply the overall "culture" of a business and its relationship between management and employees.

 

NEW QUESTION 28
Which of the following best defines the purpose of a human resources audit?

• A. Taking stock of current compliance with labor relations laws and updating company policies accordingly
• B. Considering overall improvements that human resources can make within the company
• C. Analyzing the organization's recruiting methods and policies
• D. Reviewing current training programs to consider internal improvement
• E. Reviewing the organization of the human resources department and making any necessary changes

Answer: B

Explanation:
Explanation: The purpose of a human resources audit can be fairly extensive in scopeto consider overall improvements that can be made within the company. Answer choice A is incorrect because a human resources audit is certainly not limited to the human resources department, nor would a review of the organization within the human resources department represent an audit. Answer choice B is incorrect because it is too limited in focus. A human resources audit might include a review of compliance with labor relations laws, but it is not the only focus of a human resources audit. Answer choices D and E are also incorrect because they are do not include the larger purpose of the human resources audit and focus only on elements of the audit.

 

NEW QUESTION 29
If a federal bill is marked up but is not sent back to the full committee, it

• A. is sent back to the subcommittee.
• B. is subject to hearings.
• C. is put to a vote.
• D. dies.

Answer: D

Explanation:
Explanation: If a federal bill is marked up but is not sent back to the full committee, it dies. Sometimes, a bill that previously was thought to have a good chance of passage is adversely adjusted during the marking up process. The subcommittee may then decide that the bill is unlikely to pass and should be abandoned. When this happens, the subcommittee will vote not to return the bill with a recommendation for subsequent action.

 

NEW QUESTION 30
Administrative laws, such as agency rules and regulations, take effect how many days after being published in the Federal Register?

• A. 60 days
• B. 15 days
• C. 30 days
• D. 45 days

Answer: C

Explanation:
Explanation: Administrative laws take effect 30 days after being published in the Federal Register. The option for 15 days is far too short, and the options for 45 days and 60 days reflect a time frame in which the law would already have taken effect.

 

NEW QUESTION 31
An athlete or entertainer would fall under which of the following classifications for a visa?

• A. R
• B. P
• C. L
• D. H

Answer: B

Explanation:
Explanation: Athlete or entertainer visas fall under the "P" category (P1, P2, P3, and P4). The "R" category of visas is for those performing religious work (R1). The "H" category of visas is for temporary workers of all varieties (H1B, H1C, H2A, H2B, H3). The "L" category of workers is for those being transferred to a new position within the same company (L1A, L1B, L2).

 

NEW QUESTION 32
Which of the following is identified as a "designation notice" to inform employees about FMLA requirements for factors such as a required medical certification or a required fitnessforduty certification?

• A. WH383
• B. WH381
• C. WH382
• D. WH380

Answer: C

Explanation:
Explanation: Form WH382 is identified as a "designation notice" to inform employees about FMLA requirements for factors such as a required medical certification or a required fitnessforduty certification. Form WH381 is identified as the "eligibility, rights, and responsibilities notice" for employees regarding FMLA. The other answer choices do not reflect significant FMLA forms.

 

NEW QUESTION 33
A corporate university is an

• A. academic institution run for profit.
• B. alternative to community college.
• C. independent academic institution that produces recruits for a corporation.
• D. extensive training program administered by a corporation to existing employees.

Answer: D

Explanation:
Explanation: A corporate university is an extensive training program administered by a corporation to existing employees. Rather than rely on local colleges to keep their employees up to date, many organizations have created inhouse training programs. Corporate universities often have detailed curricula and "professors" whose only job is to maintain the skills and competence of existing employees. Those who complete a program at a corporate university may be eligible for a raise or promotion. Corporate universities are able to be much more specific and targeted in their instruction.

 

NEW QUESTION 34
Which of the following is not one of the seven recognized racial categories for EEO1?

• A. Native Hawaiian
• B. Alaska Native
• C. Asian
• D. European

Answer: D

Explanation:
Explanation: The categories for EEO1 do not include an option for European. They do, however, include the categories Native Hawaiian, Alaska Native, and Asian.

 

NEW QUESTION 35
During which phase of the strategic planning process would a SWOT analysis be most useful?

• A. evaluation
• B. construction
• C. adjustment
• D. environmental scan

Answer: D

Explanation:
Explanation: A SWOT analysis would be most useful during the environmental scanning phase of the strategic planning process. During this phase, the strategy team tries to get the most accurate picture of the current state of the organization. A SWOT (strengths, weaknesses, opportunities, and threats) analysis is a common template for organizational selfassessment. It is a useful format because it requires planners to consider both internal (strengths and weaknesses) and external (opportunities and threats) factors.

 

NEW QUESTION 36
A data management company is looking to hire several new candidates who will be responsible for researching current data and cleaning up outdated files within the database. The database cleanup will cover four separate departments within the company, so the new employees will be required to work with the heads of each of the department. Lydia, who is the human resources professional for the company, has been asked about which type of interview would be most effective for this position. Considering the job situation, what type of interview should Lydia recommend?

• A. Panel
• B. Nondirective
• C. Behavioral
• D. Stress
• E. Patterned

Answer: A

Explanation:
Explanation: Because the new employees will be working with the heads of several departments, the panel interview style is best. It enables each of the department heads to be there during the interview process. A behavioral interview might be useful in some cases, but there is nothing specific about this case that would require candidates to indicate how their prior behavior would affect the current position. A patterned interview might be useful, but it will not necessarily be the most useful type of interview for this situation. A stress interview is unnecessary for this type of position (database management). Finally, a nondirective interview has no clear value for the type of position being filled.

 

NEW QUESTION 37
What is the largest possible damage award under the Civil Rights Act of 1991?

• A. $50,000
• B. $100,000
• C. $300,000
• D. $200,000

Answer: C

Explanation:
Explanation: Under the Civil Rights Act of 1991, the largest possible damage award is $300,000. Only businesses with more than 500 employees may be assessed this amount. Businesses with from 15 to 100 employees may be liable for damage awards of up to $50,000. Businesses with from 101 to 200 employees may be liable for damage awards of up to $100,000. Businesses with from 201 to 100 employees may be liable for damage awards of up to $200,000.

 

NEW QUESTION 38
Abbey, the head of the human resources department for a book distribution service, accidentally discovers information about one of the company employees. She learns that the employee has a genetic disease that could potentially affect the employee's ability to continue in the job. According to the Genetic Information Nondiscrimination Act of 2008, all employee genetic information is private, and companies are not allowed to locate or make decisions based on employee conditions. Now that Abbey has discovered this information, what is her responsibility?

• A. Abbey must inform the Department of Labor about her inadvertent acquisition of the knowledge
• B. Abbey must place the information in the employee's company file, but it cannot be accessed unless absolutely necessary
• C. Because the information was gained accidentally, Abbey is not legally responsible for it, but she is not allowed to divulge any of the information or change the employee's working situation
• D. Abbey is required to report the information to her superiors, but they will not be allowed to alter the employee's work situation
• E. Abbey must let the employee know what she has discovered and counsel the employee to consider requesting a change in the employee's job situation

Answer: C

Explanation:
Explanation: The Genetic Information Nondiscrimination Act of 2008 does not make employers responsible for information acquired by accident. With that information, however, employers have no legal right to make decisions or change an employee's work situation, so Abbey's only option is to keep the information to herself and take no action. Answer choice A is incorrect because the law does not require Abbey to report the employee's personal information to her superiors, nor should she take such a step. Answer choice B is incorrect because the Department of Labor does not need to be updated on this type of individual employee information (and reporting it could make Abbey legally responsible for divulging an employee's personal details). Answer choice C is incorrect because Abbey has no legal responsibility to discuss the situation with the employee, nor should she counsel the employee about changing the work situation. Answer choice D is also incorrect because employee genetic information - if obtained by accident - should not be documented. In fact, documenting it could create legal problems for the company, so Abbey's only choice is to proceed as though she does not know the information.

 

NEW QUESTION 39
Which of the following questions is not one of the questions that a human resources professional needs to address in a Human Management Capital Plan (HCMP) during strategic planning?

• A. Where do we want to be?
• B. How will we know when we have arrived?
• C. Where are we now?
• D. How will we get there?
• E. Where have we come from?

Answer: E

Explanation:
Explanation: A Human Management Capital Plan is forward thinking; the questions asked look at the present and into the future. As a result, a human resources professional who is setting up a HCMP should ask the following questions as demonstrated in answer choices B, C, D, and answer: E
Explanation: Where are we now? Where do we want to be? How will we get there? How will we know when we arrive? Answer choice A, which asks where have we come from, addresses an issue that does not apply to this portion of strategic planning, so it is correct.

 

NEW QUESTION 40
Which of the following is not a valid step in the mediation process?

• A. Negotiating
• B. Structure
• C. Introductions
• D. Opinions

Answer: D

Explanation:
Explanation: The steps in the mediation process include the following: Structure, Introductions, Factfinding, Options, and Negotiating. "Opinions" is not one of these steps. (In fact, it is likely due to opinions that the mediation was necessary in the first place.)

 

NEW QUESTION 41
In terms of required document retention, which of the following is not covered by Title VII of the Civil Rights Act of 1964?

• A. Tax deductions
• B. Apprentice selection records
• C. Affirmative action plan
• D. Employee resumes

Answer: C

Explanation:
Explanation: Title VII of the Civil Rights Act of 1964 covers the following types of document retention: apprentice selection records, employee resumes, and tax deductions. It does not, however, apply to a business's affirmative action plan, which falls under Executive Order 11246.

 

NEW QUESTION 42
Ilsa, a manager of a large municipal department, is generally commended for her handson approach and effectiveness. However, she has a tendency to lose her temper with employees when she is under stress, and several complaints have been made. Ilsa's boss Kathryn is making an effort to improve Ilsa's behavior, and she has decided to employ Skinner's theory of Operant Conditioning. Which of the following would be an example of negative reinforcement?

• A. For every week that goes by without an employee complaint, Ilsa will not have to meet with Kathryn for a behavioral review.
• B. For every employee complaint about Ilsa's bad temper, Kathryn will document the incident with an official warning.
• C. To avoid provoking Ilsa into a bad temper due to stress, Kathryn will review her workload to see if more work can be delegated within the department.
• D. For every week that goes by without an employee complaint, Kathryn will reward Ilsa by documenting the behavior with an official commendation.

Answer: A

Explanation:
Explanation: Negative Reinforcement occurs when a good behavior occurs and a negative result for behavior is removed. The behavioral review would be considered a negative result of poor behavior; when this is removed after a week of no employee complains, Kathryn is applying Negative Reinforcement. Answer choices A reflects Skinner's strategy of Punishment. Answer choice C reflects Skinner's strategy of Positive Reinforcement. Answer choice B reflects a possible combination of Positive Reinforcement and Extinction. It does not, however, represent a single strategy laid out by Skinner.

 

NEW QUESTION 43
Which of the following statements about drug testing programs is true?

• A. Scheduled drug testing programs are the most effective.
• B. Candidates may be drug tested before an offer of employment has been made.
• C. Businesses can decide to test certain job groups only.
• D. Businesses must either test all or no job candidates.

Answer: C

Explanation:
Explanation: Businesses can decide to test certain job groups only. Some businesses restrict their drug testing to employees who will have great responsibility or who will be operating heavy machinery. Scheduled drug testing programs are less effective, because drugusing employees are given a chance to devise ways around the test. Businesses may test only some candidates, though they must be consistent with respect to the tested job groups.

 

NEW QUESTION 44
Edith, an employee of a small business, is eligible for COBRA coverage through her employer. As it turns out, though, Edith is late of making payments toward her COBRA coverage, and the employer is considering the option of discontinuing the coverage. Edith's employer may choose to discontinue her COBRA coverage if her payments are not received within how many days of being due?

• A. 60 days
• B. 15 days
• C. 30 days
• D. 45 days

Answer: C

Explanation:
Explanation: Edith's employer may discontinue her COBRA coverage if she fails to make a payment within 30 days of the payment due date. COBRA may not be discontinued after only 15 days without a payment. The employer is not obligated to extend COBRA for 45 days or 60 days after a missed payment.

 

NEW QUESTION 45
To save costs, a call center located in Ohio has decided to outsource one of its largest departments to a country overseas. The manager of this department, Gina, has the task of informing her employees about this event. She consults the human resources professional, Silvia, about the best approach to take. What advice should Silvia give to Gina?

• A. Recommend that Gina assist employees in finding new positions once their jobs end
• B. Recommend that Gina provide all employees with a handwritten note explaining the situation
• C. Recommend that Gina be honest and share with her employees as many facts as possible
• D. Recommend that Gina petition the call center to retain the department by proving the employees' value

Answer: C

Explanation:
Explanation: The best way for Gina to handle this situation is to be honest and share with her employees as many facts as possible. Having Gina write notes to all employees might be a kind gesture, but it is but one step that she can take and hardly encompasses a full approach in this situation. Similarly, Silvia might recommend that Gina petition the call center to retain the department, but the move might also be entirely fruitless if the decision is made. (At this point, Gina's best option is to keep the lines of communication open with employees, rather than offering them false hopes.) And while Gina might decide to help the employees find new jobs, this is not part of her job description, nor should this be a primary recommendation. What is more, Gina would have to do this on her own time, as it would be unwise for Silvia to recommend that Gina take company time to relocate her employees to other jobs, regardless of the impending layoffs.

 

NEW QUESTION 46
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