Question 1
Misalignment of employee and organization values most often results in:
A. More Accidents
B. Employee Reorientation
C. Rapid Turnover
D. Decrease brand loyalty
CORRECT ANSWER
C. Rapid Turnover
i. Employee turnover is very costly. Culture alignment is a key deterrent to turnover.
When employees are passionate about what they do and when they can easily see how
they connect with the mission and values of the organization, they are mote likely to stay
with the company and make valuable contributions.
Question 2
What factor is most critical to the success of a suggestion system?
a. Management oversight
b. Incentives for participating
c. Monetary rewards
d. Timely feedback
CORRECT ANSWER
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, d. Timely feedback
Question 3
Which reward ranks highest amount the Generation Y (millennials) population?
a. Competitive base salary
b. Incentive pay programs
c. Challenging work
d. Paid time off
CORRECT ANSWER
Question 4
A review of an organizations policy manual, bulletin boards, chart of the human resources
department, the job-relatedness of job specifications, employment application forms,
newspaper ads, and starting salaries of similar jobs would be appropriate when auditing
its:
a. EEO programs
b. Staffing activities
c. Compensation programs
d. HRIS
CORRECT ANSWER
a. EEO programs
i. EEO Equal Employment Opportunity - the primary purpose is to determine if the
employers employment process creates barriers to employment for protected groups
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, and to ensure that they are providing equal opportunity for applicants and employees.
Only and EEO audit would include a review of all the items listed in the stem.
ii. Ex: audit of compensation programs may include the policy manual and the starting
pay but it would not include a review of newspaper ads.
Question 5
Which of the following is appropriate to be kept in an employee's personnel file?
a. Works comp claim info
b. Documents related to wage garnishment
c. Documentation of verbal warnings
d. Verification of eligibility to work in the US
CORRECT ANSWER
c. Documentation of verbal warnings
i. Everything related to employee performance should be kept in the personnel file.
ii. Identity and work eligibility is verified through USCIS i-9 employee eligibility
verification form. I-9s should be kept separate from personnel files to allow easy retrieval
and to limit the scope of an i-9 inspection.
iii. Wage garnishments (child support deductions) should not be kept in a personnel file
because they could negatively influence a future promotion, evaluation or investigation
decision.
iv. Under the ADA, any employment-related documentation containing medical
information must be maintained in confidential files complete separate from the general
personnel file. Worker's comp claim info should be kept in a separate medical file with
limited access as it could also negatively influence employment decisions.
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, Question 6
An employer may prevail in a dress code complaint regarding a female employee's need to
cover her head if it can show:
a. A loss of customer base due to the practice of its employees
b. That the cover presents a possible safety hazard
c. The practice discriminates against the male employees
d. Is it outside the definition of "social norms"
CORRECT ANSWER
b. That the cover presents a possible safety hazard
i. A key defense in discrimination claim is "business necessity". When an employer's
facially neutral employment practice disproportionately harms a protected class (ex.
Minority or women workers), the employees may sue for disparate impact discrimination
under Title VII. An employer whose practice is found to disproportionately harm a
protected class may avoid liability by proving that the challenged discriminatory practice
is required by "business necessity". Maintaining a safe workplace is a business necessity.
Question 7
Employee email communications riddled with offensive language, crude jokes, and sexual
pictures can create liability for a/an:
a. Improper use of email systems
b. First Amendment violation
c. Defamation claim by recipients
d. Hostile work environment
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Misalignment of employee and organization values most often results in:
A. More Accidents
B. Employee Reorientation
C. Rapid Turnover
D. Decrease brand loyalty
CORRECT ANSWER
C. Rapid Turnover
i. Employee turnover is very costly. Culture alignment is a key deterrent to turnover.
When employees are passionate about what they do and when they can easily see how
they connect with the mission and values of the organization, they are mote likely to stay
with the company and make valuable contributions.
Question 2
What factor is most critical to the success of a suggestion system?
a. Management oversight
b. Incentives for participating
c. Monetary rewards
d. Timely feedback
CORRECT ANSWER
1
@THE STUDY VAULT
, d. Timely feedback
Question 3
Which reward ranks highest amount the Generation Y (millennials) population?
a. Competitive base salary
b. Incentive pay programs
c. Challenging work
d. Paid time off
CORRECT ANSWER
Question 4
A review of an organizations policy manual, bulletin boards, chart of the human resources
department, the job-relatedness of job specifications, employment application forms,
newspaper ads, and starting salaries of similar jobs would be appropriate when auditing
its:
a. EEO programs
b. Staffing activities
c. Compensation programs
d. HRIS
CORRECT ANSWER
a. EEO programs
i. EEO Equal Employment Opportunity - the primary purpose is to determine if the
employers employment process creates barriers to employment for protected groups
2
@THE STUDY VAULT
, and to ensure that they are providing equal opportunity for applicants and employees.
Only and EEO audit would include a review of all the items listed in the stem.
ii. Ex: audit of compensation programs may include the policy manual and the starting
pay but it would not include a review of newspaper ads.
Question 5
Which of the following is appropriate to be kept in an employee's personnel file?
a. Works comp claim info
b. Documents related to wage garnishment
c. Documentation of verbal warnings
d. Verification of eligibility to work in the US
CORRECT ANSWER
c. Documentation of verbal warnings
i. Everything related to employee performance should be kept in the personnel file.
ii. Identity and work eligibility is verified through USCIS i-9 employee eligibility
verification form. I-9s should be kept separate from personnel files to allow easy retrieval
and to limit the scope of an i-9 inspection.
iii. Wage garnishments (child support deductions) should not be kept in a personnel file
because they could negatively influence a future promotion, evaluation or investigation
decision.
iv. Under the ADA, any employment-related documentation containing medical
information must be maintained in confidential files complete separate from the general
personnel file. Worker's comp claim info should be kept in a separate medical file with
limited access as it could also negatively influence employment decisions.
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@THE STUDY VAULT
, Question 6
An employer may prevail in a dress code complaint regarding a female employee's need to
cover her head if it can show:
a. A loss of customer base due to the practice of its employees
b. That the cover presents a possible safety hazard
c. The practice discriminates against the male employees
d. Is it outside the definition of "social norms"
CORRECT ANSWER
b. That the cover presents a possible safety hazard
i. A key defense in discrimination claim is "business necessity". When an employer's
facially neutral employment practice disproportionately harms a protected class (ex.
Minority or women workers), the employees may sue for disparate impact discrimination
under Title VII. An employer whose practice is found to disproportionately harm a
protected class may avoid liability by proving that the challenged discriminatory practice
is required by "business necessity". Maintaining a safe workplace is a business necessity.
Question 7
Employee email communications riddled with offensive language, crude jokes, and sexual
pictures can create liability for a/an:
a. Improper use of email systems
b. First Amendment violation
c. Defamation claim by recipients
d. Hostile work environment
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@THE STUDY VAULT
