CPCO CHAPTER 8 REVIEW EXAM
QUESTIONS WITH COMPLETE
ANSWERS
Kim, Compliance Officer for Apple Rural Health Center, explains to the Board that
EEOC is referred to in the HR policy and stands for: - ANSWER-Equal Employment
Opportunity Commission
Response Feedback:
Equal Employment Opportunity Commission. Title VII of the Civil Rights Act of 1964
Which of these statements is TRUE? - ANSWER-IRS, DOL, PBGC all have separate
penalty assessments
Response Feedback:
IRS, DOL, and PBGC all have separate penalty assessments.
When can an employer perform a drug screen on employees? - ANSWER-When the
employer has reasonable concerns of impairment
Response Feedback:
A drug screen should be done on any employee where there is a reasonable suspicion
that the employee is impaired.
What goes hand-in-hand with compliance issues? - ANSWER-Human Resources
Response Feedback:
Often, employees' human resource concerns go hand-in-hand with compliance issues.
Which President signed into law the FMLA Leave Entitlements for Military Families? -
ANSWER-Bush
Response Feedback:
On January 28, 2008, President Bush signed into law new FMLA leave entitlements for
military families ("military family leave provisions") who are caregivers.
Which area would not be considered during a performance review? - ANSWER-An
employee's attendance at company party
Response Feedback:
An employer cannot consider the attendance of a company party as part of scoring for a
performance review.
, Under the Federal Guidelines, a person may take up to ________weeks off for FMLA: -
ANSWER-12
Response Feedback:
The Family Medical Leave Act (FMLA) was established in 1993 and officially signed by
President Bill Clinton on February 5, 1993. It provides job protection to eligible
employees for certain family and medical reasons. Under federal law (state law may
differ, but whichever law provides more benefit to the employee is the one that must be
followed), the maximum leave is 12 weeks per year. Companies can decide how to
incorporate paid time off or sick time, and how employees will provide notice, subject to
state law requirements.
All medical facilities must allow people with disabilities to_____? - ANSWER-Maneuver
freely with their mobility devices
Response Feedback:
Businesses must allow people with disabilities to use these wheelchairs, power-driven
mobility devices or other devices for mobility in all areas where other patients are
allowed to go.
HR policies would need to ____________________? - ANSWER-Make sense for the
needs of the medical facility
Response Feedback:
Human Resources policies have to make sense for the needs of the practice or health
organization.
Under COBRA, the employer must permit qualified beneficiaries to elect to continue
their health insurance under their current plan for up to __ depending on the qualifying
event. - ANSWER-18, 29, 36 months
Response Feedback:
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) created a duty
for employers to provide continuation of certain employer-sponsored health plan
coverage to covered individuals, spouses, and dependents who experience a qualifying
event that results in a loss of coverage. The employer must permit "qualified
beneficiaries" to elect to continue their health insurance under the plan for 18, 29, or 36
months, depending on the "qualifying event" that entitles the person to coverage.
What percentage of compliance hotline calls pertain to human resource issues? -
ANSWER-50%
Response Feedback:
Recent surveys indicate that compliance hotlines receive approximately 50 percent
human resource-related calls.
QUESTIONS WITH COMPLETE
ANSWERS
Kim, Compliance Officer for Apple Rural Health Center, explains to the Board that
EEOC is referred to in the HR policy and stands for: - ANSWER-Equal Employment
Opportunity Commission
Response Feedback:
Equal Employment Opportunity Commission. Title VII of the Civil Rights Act of 1964
Which of these statements is TRUE? - ANSWER-IRS, DOL, PBGC all have separate
penalty assessments
Response Feedback:
IRS, DOL, and PBGC all have separate penalty assessments.
When can an employer perform a drug screen on employees? - ANSWER-When the
employer has reasonable concerns of impairment
Response Feedback:
A drug screen should be done on any employee where there is a reasonable suspicion
that the employee is impaired.
What goes hand-in-hand with compliance issues? - ANSWER-Human Resources
Response Feedback:
Often, employees' human resource concerns go hand-in-hand with compliance issues.
Which President signed into law the FMLA Leave Entitlements for Military Families? -
ANSWER-Bush
Response Feedback:
On January 28, 2008, President Bush signed into law new FMLA leave entitlements for
military families ("military family leave provisions") who are caregivers.
Which area would not be considered during a performance review? - ANSWER-An
employee's attendance at company party
Response Feedback:
An employer cannot consider the attendance of a company party as part of scoring for a
performance review.
, Under the Federal Guidelines, a person may take up to ________weeks off for FMLA: -
ANSWER-12
Response Feedback:
The Family Medical Leave Act (FMLA) was established in 1993 and officially signed by
President Bill Clinton on February 5, 1993. It provides job protection to eligible
employees for certain family and medical reasons. Under federal law (state law may
differ, but whichever law provides more benefit to the employee is the one that must be
followed), the maximum leave is 12 weeks per year. Companies can decide how to
incorporate paid time off or sick time, and how employees will provide notice, subject to
state law requirements.
All medical facilities must allow people with disabilities to_____? - ANSWER-Maneuver
freely with their mobility devices
Response Feedback:
Businesses must allow people with disabilities to use these wheelchairs, power-driven
mobility devices or other devices for mobility in all areas where other patients are
allowed to go.
HR policies would need to ____________________? - ANSWER-Make sense for the
needs of the medical facility
Response Feedback:
Human Resources policies have to make sense for the needs of the practice or health
organization.
Under COBRA, the employer must permit qualified beneficiaries to elect to continue
their health insurance under their current plan for up to __ depending on the qualifying
event. - ANSWER-18, 29, 36 months
Response Feedback:
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) created a duty
for employers to provide continuation of certain employer-sponsored health plan
coverage to covered individuals, spouses, and dependents who experience a qualifying
event that results in a loss of coverage. The employer must permit "qualified
beneficiaries" to elect to continue their health insurance under the plan for 18, 29, or 36
months, depending on the "qualifying event" that entitles the person to coverage.
What percentage of compliance hotline calls pertain to human resource issues? -
ANSWER-50%
Response Feedback:
Recent surveys indicate that compliance hotlines receive approximately 50 percent
human resource-related calls.
