MHA 702 EXAM 1 QUESTIONS WITH CORRECT WELL
DETAILED ANSWERS GRADED A+
"down-sizing, retrenchment; focus is desired outcome, not the current situation" what is the
outcome we want and how can we re-engineer everything most effectively and efficiently to get
that outcome.
**HR is often affected by staff reductions driven by reengineering programs - ✔✔ Define Re-
Engineering
when HR loses their specialists to Re-Engineering - ✔✔ Define "Flattening"
companies cut money and costs - ✔✔ Define De-Centralization
a disagreement between jurisdictions, federal law supersedes state and local statutes - ✔✔
Supremacy Clause of the Constitution
Minimum wage, Medicaid guidelines, Inc. statutes, Insurance regs. - ✔✔ Examples where
supremacy clause is irrelevant
encouraged union formation and activities - ✔✔ Norris LaGuardia Act (1932)
Wagner Act, formed the Natl Labor Relations Board, compelled management to negotiate with
unions - ✔✔ Natl Labor Relations Act (1935)
,est social security insurance; then in 60s medicaid and medicare reformed - ✔✔ Social Security
Act (1935)
est minimum wage for first time - ✔✔ Fair Labor Standards Act (1938)
amended Wagner act; unions must give 60 or 90 day notice before contract expires; 90 days for
HC because HC needs more time because of services rendered** (AKA Taft-Hartley Act) - ✔✔
Labor Manage. Relations Act (1947)
Landrum-Griffen; imposed reporting/disclosure requirements for employers participating in anti-
union activities - ✔✔ Labor Management Reporting and Disclosure Act (1959)
everyone gets equal pay for the same job, regardless of gender; strengthened in 2010 - ✔✔ Equal
Pay Act (1963)
race relations, nationality, gender, etc; (EEOC) Title VII prohibits disc. in workplace; national
origin, sex, sexual harassments laws come from civil rights act; equal workplace, non-
intimidating workplace; been amended throughout the years; in 2010 punitive damages can be
collected - ✔✔ Civil Rights Act (1964)
employers cannot discriminate against employees over 40; mandatory retirement age was set at
60, then 62, then 65, then was 70, now that's all removed and this act prohibits employers from
setting retirement age for MOST workers. **exceptions: police, firefighter, pilots, surgeons,
some policy making execs - all occupations for which it can be established that age is a bona fide
occupational qualification. - ✔✔ (ADEA)Age Disc. and Employment Act (1967)
, est. standards for worker safety; created national institute of occupational safety and health to
establish standards and osha to enforce them - ✔✔ OSHA (1970)
eliminated barriers to HMO formation - ✔✔ Health Maintenance Org (1973)
prohibited disc. in hiring and promoting handicapped persons - ✔✔ Rehabilitation Act (1973)
established requirements for employee retirement plans - ✔✔ Employee Retirement Income
Security Act (ERISA) 1974
extended ADA amendments Extended requirements of Act to non-profit org. - ✔✔ Taft-Hartley
1975
prohibits disc. against pregnant women - ✔✔ Pregnancy Disc Act (1978)
allows employee to extend health insurance if discharged from job; up to 36 months; employee
pays - ✔✔ COBRA (1986)
passed by Regan; prohibits any company from hiring illegal citizens; responsible for trying not to
hire people who are not legal, not responsible for who is here illegally - ✔✔ Immigration
Reform and Control Act (1968)
requires adequate funding of pension plans - ✔✔ Pension Protection (1987)
DETAILED ANSWERS GRADED A+
"down-sizing, retrenchment; focus is desired outcome, not the current situation" what is the
outcome we want and how can we re-engineer everything most effectively and efficiently to get
that outcome.
**HR is often affected by staff reductions driven by reengineering programs - ✔✔ Define Re-
Engineering
when HR loses their specialists to Re-Engineering - ✔✔ Define "Flattening"
companies cut money and costs - ✔✔ Define De-Centralization
a disagreement between jurisdictions, federal law supersedes state and local statutes - ✔✔
Supremacy Clause of the Constitution
Minimum wage, Medicaid guidelines, Inc. statutes, Insurance regs. - ✔✔ Examples where
supremacy clause is irrelevant
encouraged union formation and activities - ✔✔ Norris LaGuardia Act (1932)
Wagner Act, formed the Natl Labor Relations Board, compelled management to negotiate with
unions - ✔✔ Natl Labor Relations Act (1935)
,est social security insurance; then in 60s medicaid and medicare reformed - ✔✔ Social Security
Act (1935)
est minimum wage for first time - ✔✔ Fair Labor Standards Act (1938)
amended Wagner act; unions must give 60 or 90 day notice before contract expires; 90 days for
HC because HC needs more time because of services rendered** (AKA Taft-Hartley Act) - ✔✔
Labor Manage. Relations Act (1947)
Landrum-Griffen; imposed reporting/disclosure requirements for employers participating in anti-
union activities - ✔✔ Labor Management Reporting and Disclosure Act (1959)
everyone gets equal pay for the same job, regardless of gender; strengthened in 2010 - ✔✔ Equal
Pay Act (1963)
race relations, nationality, gender, etc; (EEOC) Title VII prohibits disc. in workplace; national
origin, sex, sexual harassments laws come from civil rights act; equal workplace, non-
intimidating workplace; been amended throughout the years; in 2010 punitive damages can be
collected - ✔✔ Civil Rights Act (1964)
employers cannot discriminate against employees over 40; mandatory retirement age was set at
60, then 62, then 65, then was 70, now that's all removed and this act prohibits employers from
setting retirement age for MOST workers. **exceptions: police, firefighter, pilots, surgeons,
some policy making execs - all occupations for which it can be established that age is a bona fide
occupational qualification. - ✔✔ (ADEA)Age Disc. and Employment Act (1967)
, est. standards for worker safety; created national institute of occupational safety and health to
establish standards and osha to enforce them - ✔✔ OSHA (1970)
eliminated barriers to HMO formation - ✔✔ Health Maintenance Org (1973)
prohibited disc. in hiring and promoting handicapped persons - ✔✔ Rehabilitation Act (1973)
established requirements for employee retirement plans - ✔✔ Employee Retirement Income
Security Act (ERISA) 1974
extended ADA amendments Extended requirements of Act to non-profit org. - ✔✔ Taft-Hartley
1975
prohibits disc. against pregnant women - ✔✔ Pregnancy Disc Act (1978)
allows employee to extend health insurance if discharged from job; up to 36 months; employee
pays - ✔✔ COBRA (1986)
passed by Regan; prohibits any company from hiring illegal citizens; responsible for trying not to
hire people who are not legal, not responsible for who is here illegally - ✔✔ Immigration
Reform and Control Act (1968)
requires adequate funding of pension plans - ✔✔ Pension Protection (1987)
