CMOM Exam Guide 2 with Questions &
Correct Verified Answers
Dual capacity doctrine - ✔The door capacity doctor and is sometimes used against medical
employers who treat their own employees. If the employee is injured by an employer acting in
the role of a third-party provider of medical services, the provider may be liable for injuries
that results from the medical treatment.
Handling an accident - ✔Immediately following in on the job accident, follow the steps:
respond quickly and administer first aid. Determine if the injury is covered by workers comp.
Accompany the injured worker to a selected medical provider. Report the accident with the
practice to the provider or practice administrator. File an accident report. Report the injury to
the Worker's Compensation insurance group using the first report of injury forms as required
by law. Notify the family. First day follow up with the employee. Conduct an accident
investigation and consider every injury legitimate.Council the employee and or family on claims
procedures, available benefits and the practice is continuing interest in the employees welfare.
Federal requirements for personnel recordkeeping - ✔Applications for employment required
by age discrimination in employment act of 1967 and title seven of 1964 civil rights act retain
for one year. Advertisements to hire employees required by age discrimination in employment
act retain for one year. ERIS a plan disclosures, annual summaries an annual reports retain for
six years after the filing date. Employment contracts retain for three years. Employment history
promotions, demotions, transfers, layoffs, terminations, pay rate, training retain for one year.
Hiring request to employment agencies retain for one year. Immigration documentation retain
for three years from date of hire or one year from date of termination which ever is later.
,Illness and injury yearly log, summary sheet, and injury report log retain for five years.
Retainment for illnesses and injuries covering lost worktime required for five years.
OSHA medical records - ✔Required by the occupational safety and health administration for
employees with risk of occupation exposures, including exposure to blood-borne pathogen's
retain for the duration of employment +30 years. The records become property of the state if a
practice closes.
Ordering, shipping, billing, and payment records - ✔Retain for three years
Payroll records - ✔Retain for three years.
Physical examination results - ✔Retain for one year
Sale and purchase agreements - ✔Retain for three years
Test: employer administered attitude or other employment tests - ✔Retain for one year
Training records required by OSHA's blood-borne pathogen standard - ✔Retain for three years
Wage records, Time cards, rate tables, work schedules, etc. - ✔Retain for two years.
Wages paid, including additions to or deductions from wages paid - ✔Retain records for
three years
Posting requirements - ✔Posters that employers are required to display under federal law: age
discrimination, disability discrimination and equal employment poster titled equal employment
opportunity is the law is available from EEOC offices. Child labor, minimum wage in overtime is
poster 1088, federal minimum wage, available from the US Department of labor.
, Family and medical leave poster required by family and medical leave act of 1993 is available
from the US Department of labor. Polygraph testing is the poster 1462, employee Poly graph
protection act, available from the US Department of labor. Safety requirements is OSHA
poster 2203, job safety and health: it's the law available from the US Department of labor.
Sexual harassment - ✔Sexual-harassment consist of making an employee uncomfortable in
the workplace based on sex. The victim as well as the harasser may be a woman or a man.
The victim does not have to be of the opposite sex. The harasser can be the victim supervisor,
an agent of the employer, a supervisor in another area, a coworker, or a non-employee such
as a client or customer. The victim does not have to be the person harassed but could be
anyone affected by the offense of conduct. Unlawful sexual harassment may occur without
economic injury to or discharge of the victim. The harassers conduct must be unwelcome.
Quid pro quo - ✔When filing a quid pro quo complaint, the employment show that because
of the employers use of a prohibited criterion compliance with unwelcome sexual advances the
employee was deprived of a job benefit that would otherwise have been received. The
following criteria must exist: they were subjected to sexual-harassment that was unwelcome.
That the harassment complaint would not have a card but for the employees gender. That
their reaction to the sexual-harassment affected certain tangible aspects of the persons
employment, condition or privileges of employment.
Hostile work environment - ✔The courts have found that the following must be shown to
establish a hostile work environment claim: unwelcome sexual-harassment. The harassment
must be sufficiently persuasive so as to create an abusive working environment and thus
alter the conditions of employment.
Sexual harassment employer's responsibility - ✔It is a good idea to have a policy stating the
practice's commitment to providing a work environment free of discrimination. A policy might
include the following: all employees are required to complete the company sexual-harassment
training. Actions, jokes, words, comments, or literature based on sex, race, ethnicity, age, religion,
or any other protected class will not be tolerated. Individuals who believe they are a victim of, or
are offended by illegal harassment, must report the incident to their supervisor and or directly to
the provider within 30 calendar days of the event in writing, giving dates, Times, places, names,
and signed by the claimant. A prompt investigation shall be conducted, and appropriate action
taken where warranted, correcting the hostile environment. Any
Correct Verified Answers
Dual capacity doctrine - ✔The door capacity doctor and is sometimes used against medical
employers who treat their own employees. If the employee is injured by an employer acting in
the role of a third-party provider of medical services, the provider may be liable for injuries
that results from the medical treatment.
Handling an accident - ✔Immediately following in on the job accident, follow the steps:
respond quickly and administer first aid. Determine if the injury is covered by workers comp.
Accompany the injured worker to a selected medical provider. Report the accident with the
practice to the provider or practice administrator. File an accident report. Report the injury to
the Worker's Compensation insurance group using the first report of injury forms as required
by law. Notify the family. First day follow up with the employee. Conduct an accident
investigation and consider every injury legitimate.Council the employee and or family on claims
procedures, available benefits and the practice is continuing interest in the employees welfare.
Federal requirements for personnel recordkeeping - ✔Applications for employment required
by age discrimination in employment act of 1967 and title seven of 1964 civil rights act retain
for one year. Advertisements to hire employees required by age discrimination in employment
act retain for one year. ERIS a plan disclosures, annual summaries an annual reports retain for
six years after the filing date. Employment contracts retain for three years. Employment history
promotions, demotions, transfers, layoffs, terminations, pay rate, training retain for one year.
Hiring request to employment agencies retain for one year. Immigration documentation retain
for three years from date of hire or one year from date of termination which ever is later.
,Illness and injury yearly log, summary sheet, and injury report log retain for five years.
Retainment for illnesses and injuries covering lost worktime required for five years.
OSHA medical records - ✔Required by the occupational safety and health administration for
employees with risk of occupation exposures, including exposure to blood-borne pathogen's
retain for the duration of employment +30 years. The records become property of the state if a
practice closes.
Ordering, shipping, billing, and payment records - ✔Retain for three years
Payroll records - ✔Retain for three years.
Physical examination results - ✔Retain for one year
Sale and purchase agreements - ✔Retain for three years
Test: employer administered attitude or other employment tests - ✔Retain for one year
Training records required by OSHA's blood-borne pathogen standard - ✔Retain for three years
Wage records, Time cards, rate tables, work schedules, etc. - ✔Retain for two years.
Wages paid, including additions to or deductions from wages paid - ✔Retain records for
three years
Posting requirements - ✔Posters that employers are required to display under federal law: age
discrimination, disability discrimination and equal employment poster titled equal employment
opportunity is the law is available from EEOC offices. Child labor, minimum wage in overtime is
poster 1088, federal minimum wage, available from the US Department of labor.
, Family and medical leave poster required by family and medical leave act of 1993 is available
from the US Department of labor. Polygraph testing is the poster 1462, employee Poly graph
protection act, available from the US Department of labor. Safety requirements is OSHA
poster 2203, job safety and health: it's the law available from the US Department of labor.
Sexual harassment - ✔Sexual-harassment consist of making an employee uncomfortable in
the workplace based on sex. The victim as well as the harasser may be a woman or a man.
The victim does not have to be of the opposite sex. The harasser can be the victim supervisor,
an agent of the employer, a supervisor in another area, a coworker, or a non-employee such
as a client or customer. The victim does not have to be the person harassed but could be
anyone affected by the offense of conduct. Unlawful sexual harassment may occur without
economic injury to or discharge of the victim. The harassers conduct must be unwelcome.
Quid pro quo - ✔When filing a quid pro quo complaint, the employment show that because
of the employers use of a prohibited criterion compliance with unwelcome sexual advances the
employee was deprived of a job benefit that would otherwise have been received. The
following criteria must exist: they were subjected to sexual-harassment that was unwelcome.
That the harassment complaint would not have a card but for the employees gender. That
their reaction to the sexual-harassment affected certain tangible aspects of the persons
employment, condition or privileges of employment.
Hostile work environment - ✔The courts have found that the following must be shown to
establish a hostile work environment claim: unwelcome sexual-harassment. The harassment
must be sufficiently persuasive so as to create an abusive working environment and thus
alter the conditions of employment.
Sexual harassment employer's responsibility - ✔It is a good idea to have a policy stating the
practice's commitment to providing a work environment free of discrimination. A policy might
include the following: all employees are required to complete the company sexual-harassment
training. Actions, jokes, words, comments, or literature based on sex, race, ethnicity, age, religion,
or any other protected class will not be tolerated. Individuals who believe they are a victim of, or
are offended by illegal harassment, must report the incident to their supervisor and or directly to
the provider within 30 calendar days of the event in writing, giving dates, Times, places, names,
and signed by the claimant. A prompt investigation shall be conducted, and appropriate action
taken where warranted, correcting the hostile environment. Any
