aPHR Study Guide with Accurate
Solutions
What is the main objective of employee onboarding?
A.To provide a formal welcome to the new hire
B.To familiarize the new hire with the workplace and colleagues
C.To maximize the new hire's chances of success in their new role
D.To complete necessary paperwork and documentation - ANS-C.To maximize the new
hire's chances of success in their new role
Which of the following is not a federal law that applies to the design and administration
of compensation and benefits programs?
Fair Labor Standards Act (FLSA)
Employee Retirement Income Security Act (ERISA)
Uniformed Services Employment and Reemployment Rights Act (USERRA)
Consolidated Omnibus Budget Reconciliation Act (COBRA) - ANS-USERRA
Purpose of the Uniformed Services Employment and Reemployment Rights Act
(USERRA) - ANS-To protect military service members and veterans from employment
discrimination on the basis of their service and allows them to regain their civilian jobs
following a period of uniformed service
Purpose of the Consolidated Omnibus Reconciliation Act (COBRA) - ANS-To give
workers and their families who lose their health benefits the right to choose to continue
group health benefits provided by their group health plan for limited periods of time
under certain circumstances such as voluntary or involuntary job loss, reduction in the
hours worked, transition between jobs, death, divorce, and other life events
Not a purpose of the Older Workers Benefit Protection Act (OWBA)
a. To allow older workers to waive their rights when appropriately compensated
b. To guarantee a minimum wage for older workers and protect them from
discrimination on the basis of their age
c. To protect older workers from employment discrimination on the basis of their age
d. To require employers to provide notice to older workers of their rights when being laid
off - ANS-a. To allow older workers to waive their rights when appropriately
compensated
b. To guarantee a minimum wage for older workers and protect them from
discrimination on the basis of their age
, Which of the following are examples of a tax benefit for employers? Select all that apply.
a. The Child Tax Credit (CTC)
b. The Qualified Retirement Plan Deduction
c. Work Opportunity Tax Credit
d. The Earned Income Tax Credit (EITC) - ANS-b. The Qualified Retirement Plan
Deduction
c. Work Opportunity Tax Credit
Safe Harbor - ANS-legal provision that protects employers from liability when certain
conditions are met
Which of the following are the most likely non-financial consequences of failing to
comply with compensation and benefits law? Select all that apply.
a. Fewer job applicants
b. Criminal convictions for HR associates
c. Negative media stories
d. A poor reputation in the industry - ANS-a. Fewer job applicants
d. A poor reputation in the industry
interstate commerce - ANS-sale, transportation, trade, or communication of goods and
services across state lines
Employee Retirement Income Security Act (ERISA) - ANS-a. It prohibits employers from
discriminating against employees based on their role in the company
b. It requires employers to provide employees with a summary plan description of their
benefits
c. It allows employees to sue their employers for violations of ERISA
Remedies available to employees harmed by violation of ERISA? - ANS-injunctive
Relief (money damages) and Job Reinstatement
Fiduciary under ERISA (duty to act in best interest of the plan participant) - ANS-A plan
trustee
A plan administrator
A plan sponsor
NOT THE PARTICIPANT
Purpose of the Patient Protection and Affordable Care Act (PPACA, ACA) - 50+
employees (employer mandate) - ANS-a. To expand health insurance coverage to
millions of Americans who are uninsured or underinsured.
b. To provide subsidies to low- and middle-income individuals and families so they may
afford health insurance
Which of these items might an HR associate consider in order to determine if a
compensation and benefits law applies to their organization? Drag the correct choice(s)
Solutions
What is the main objective of employee onboarding?
A.To provide a formal welcome to the new hire
B.To familiarize the new hire with the workplace and colleagues
C.To maximize the new hire's chances of success in their new role
D.To complete necessary paperwork and documentation - ANS-C.To maximize the new
hire's chances of success in their new role
Which of the following is not a federal law that applies to the design and administration
of compensation and benefits programs?
Fair Labor Standards Act (FLSA)
Employee Retirement Income Security Act (ERISA)
Uniformed Services Employment and Reemployment Rights Act (USERRA)
Consolidated Omnibus Budget Reconciliation Act (COBRA) - ANS-USERRA
Purpose of the Uniformed Services Employment and Reemployment Rights Act
(USERRA) - ANS-To protect military service members and veterans from employment
discrimination on the basis of their service and allows them to regain their civilian jobs
following a period of uniformed service
Purpose of the Consolidated Omnibus Reconciliation Act (COBRA) - ANS-To give
workers and their families who lose their health benefits the right to choose to continue
group health benefits provided by their group health plan for limited periods of time
under certain circumstances such as voluntary or involuntary job loss, reduction in the
hours worked, transition between jobs, death, divorce, and other life events
Not a purpose of the Older Workers Benefit Protection Act (OWBA)
a. To allow older workers to waive their rights when appropriately compensated
b. To guarantee a minimum wage for older workers and protect them from
discrimination on the basis of their age
c. To protect older workers from employment discrimination on the basis of their age
d. To require employers to provide notice to older workers of their rights when being laid
off - ANS-a. To allow older workers to waive their rights when appropriately
compensated
b. To guarantee a minimum wage for older workers and protect them from
discrimination on the basis of their age
, Which of the following are examples of a tax benefit for employers? Select all that apply.
a. The Child Tax Credit (CTC)
b. The Qualified Retirement Plan Deduction
c. Work Opportunity Tax Credit
d. The Earned Income Tax Credit (EITC) - ANS-b. The Qualified Retirement Plan
Deduction
c. Work Opportunity Tax Credit
Safe Harbor - ANS-legal provision that protects employers from liability when certain
conditions are met
Which of the following are the most likely non-financial consequences of failing to
comply with compensation and benefits law? Select all that apply.
a. Fewer job applicants
b. Criminal convictions for HR associates
c. Negative media stories
d. A poor reputation in the industry - ANS-a. Fewer job applicants
d. A poor reputation in the industry
interstate commerce - ANS-sale, transportation, trade, or communication of goods and
services across state lines
Employee Retirement Income Security Act (ERISA) - ANS-a. It prohibits employers from
discriminating against employees based on their role in the company
b. It requires employers to provide employees with a summary plan description of their
benefits
c. It allows employees to sue their employers for violations of ERISA
Remedies available to employees harmed by violation of ERISA? - ANS-injunctive
Relief (money damages) and Job Reinstatement
Fiduciary under ERISA (duty to act in best interest of the plan participant) - ANS-A plan
trustee
A plan administrator
A plan sponsor
NOT THE PARTICIPANT
Purpose of the Patient Protection and Affordable Care Act (PPACA, ACA) - 50+
employees (employer mandate) - ANS-a. To expand health insurance coverage to
millions of Americans who are uninsured or underinsured.
b. To provide subsidies to low- and middle-income individuals and families so they may
afford health insurance
Which of these items might an HR associate consider in order to determine if a
compensation and benefits law applies to their organization? Drag the correct choice(s)
