Human Resource Management Peregrine Questions &
Answers 2026 | High-Yield Review | Graded A+
1. Describe the primary purpose of COBRA in relation to employee health
insurance.
COBRA eliminates the need for health insurance for terminated
employees.
COBRA requires employers to pay for health insurance for all former
employees.
COBRA allows employees to maintain their health insurance
coverage after leaving a job.
COBRA mandates that employers provide health insurance to all
employees.
2. Suppose you are an HR manager trying to get resources to conduct a
comprehensive job analysis. The Chief Financial Officer is skeptical, asking
why job analysis is so important. What is the BEST response?
Job analysis sets the foundation for all talent management methods
Job analysis will determine the projection KSAOs
Spending a lot of money on job analysis shows we care about
employees
Our competitors all use job analysis
3. The Americans with Disabilities Act of 1990 requires the employer to make...
accommodations even if they are a hardship to the employer
reasonable accommodations for disabled employees
every possible accommodation for disabled employees
, no accommodations for disabled employees
4. The Patient Protection and Affordable Care Act of 2010
allows young adults to retain parents' health insurance to age 26
gives small businesses tax credits for providing health insurance
is a comprehensive, single-payer health reform act
both A and B
5. Describe the primary purpose of the WARN Act in relation to employee
layoffs.
The WARN Act requires employers to offer retraining programs for
laid-off workers.
The WARN Act prohibits layoffs during economic downturns.
The WARN Act mandates severance pay for all laid-off employees.
The WARN Act aims to provide employees with advance notice of
mass layoffs or facility closures to allow them time to prepare.
6. Sam, a human resources manager, wants to let potential candidates know
about the minimum qualifications that they should possess in order to
successfully perform the jobs they have applied for. What should he do?
He should perform a job satisfaction survey
He should create a job specification
He should create a job description
He should perform a job analysis
7. Describe the accommodations that employers are required to provide under
the Americans with Disabilities Act of 1990.
, Employers must provide health insurance to all employees.
Employers must provide reasonable accommodations for disabled
workers.
Employers must hire only disabled individuals.
Employers must ensure equal pay for all employees.
8. If a company is found to be paying female employees less than their male
counterparts for the same job, what legal implications could arise under the
Equal Pay Act of 1963?
The company could be required to provide additional health benefits.
The company may need to revise job descriptions.
The company could face legal action for wage discrimination based
on gender.
The company would need to conduct a job analysis.
9. What does the Americans with Disabilities Act of 1990 specifically prohibit in
the workplace?
Discrimination based on gender
Discrimination based on age
Discrimination based on race
Discrimination against disabled individuals
10. If a company fails to comply with the Vocational Rehabilitation Act of 1973,
what potential consequences might it face?
Higher insurance premiums for the company.
Increased employee turnover rates.
Answers 2026 | High-Yield Review | Graded A+
1. Describe the primary purpose of COBRA in relation to employee health
insurance.
COBRA eliminates the need for health insurance for terminated
employees.
COBRA requires employers to pay for health insurance for all former
employees.
COBRA allows employees to maintain their health insurance
coverage after leaving a job.
COBRA mandates that employers provide health insurance to all
employees.
2. Suppose you are an HR manager trying to get resources to conduct a
comprehensive job analysis. The Chief Financial Officer is skeptical, asking
why job analysis is so important. What is the BEST response?
Job analysis sets the foundation for all talent management methods
Job analysis will determine the projection KSAOs
Spending a lot of money on job analysis shows we care about
employees
Our competitors all use job analysis
3. The Americans with Disabilities Act of 1990 requires the employer to make...
accommodations even if they are a hardship to the employer
reasonable accommodations for disabled employees
every possible accommodation for disabled employees
, no accommodations for disabled employees
4. The Patient Protection and Affordable Care Act of 2010
allows young adults to retain parents' health insurance to age 26
gives small businesses tax credits for providing health insurance
is a comprehensive, single-payer health reform act
both A and B
5. Describe the primary purpose of the WARN Act in relation to employee
layoffs.
The WARN Act requires employers to offer retraining programs for
laid-off workers.
The WARN Act prohibits layoffs during economic downturns.
The WARN Act mandates severance pay for all laid-off employees.
The WARN Act aims to provide employees with advance notice of
mass layoffs or facility closures to allow them time to prepare.
6. Sam, a human resources manager, wants to let potential candidates know
about the minimum qualifications that they should possess in order to
successfully perform the jobs they have applied for. What should he do?
He should perform a job satisfaction survey
He should create a job specification
He should create a job description
He should perform a job analysis
7. Describe the accommodations that employers are required to provide under
the Americans with Disabilities Act of 1990.
, Employers must provide health insurance to all employees.
Employers must provide reasonable accommodations for disabled
workers.
Employers must hire only disabled individuals.
Employers must ensure equal pay for all employees.
8. If a company is found to be paying female employees less than their male
counterparts for the same job, what legal implications could arise under the
Equal Pay Act of 1963?
The company could be required to provide additional health benefits.
The company may need to revise job descriptions.
The company could face legal action for wage discrimination based
on gender.
The company would need to conduct a job analysis.
9. What does the Americans with Disabilities Act of 1990 specifically prohibit in
the workplace?
Discrimination based on gender
Discrimination based on age
Discrimination based on race
Discrimination against disabled individuals
10. If a company fails to comply with the Vocational Rehabilitation Act of 1973,
what potential consequences might it face?
Higher insurance premiums for the company.
Increased employee turnover rates.
