HRM 402 MIDTERM 1 QUESTIONS WITH VERIFIED
ANSWERS
Correct 13
Incorrect 00
1 of 13
Definition
used to differentiate between employees and independent contractors
six factors (evaluated holistically)
1. extent to which the work performed is an integral part of the
employer's business (are they performing work towards the core
purpose of your company? yes = employee)
2. worker's opportunity for profit or loss depending on his of her
managerial skill (if you are guaranteed to make money = employee. if
you can lose make money because of bad time management = ic)
3. extent of the relative investments of employer and worker (where
are the materials coming from? if you are providing them the
materials= employee. if they are bringing their own materials = look like
ic)
4. whether work requires special skills and initiative (business skills,
judgement, and initiative, not just technical skills. does it feel like a side
business?)
5. permanency of relationship (extended/long term contract feels
,more like an employee. one and done feels like ic)
6. degree of control exercised or retained by the employer
Give this one a try later!
explain the difference in pay
explain the protections provided by
requirement between exempt and
the Americans with Disabilities Act
non-exempt employees
explain how to apply the explain the ways in which companies
department of labor's economic must comply with the immigration
realities test reform and control act
Don't know?
2 of 13
Term
describe the requirements of title VII of the civil rights act (1964 and
1991) and be able to identify when a company is out of compliance with
the law (4/5th rule)
Give this one a try later!
, what it is:
summary of the relationship and expectations with the organization
a history and culture
short brief explanation of policies and guidelines to follow
essential information as to how to perform in this workplace
explains the company's working conditions and policies
what it includes:
welcome statement and purpose
brief history
mission statement
policy statement
compensation information
workplace conduct rules
information on paid time off, leaves of absence, holiday and vacation
summary plan of benefits
handbook has a brief overview of company policies policy manuals have all the
require when you are a federal contractor or when you are ordered buy a judge.
details
AAP needs am expiration date so companies come back to revisit policy
organizations have an obligation to follow their written policies
necessary components:
EEO policy statement (advertised both internally and externally)
responsibility for AAP (identifies EEO/AAP admin)
implementation of AAP (create and administer programs)
review procedure (outlines internal procedures for resolving complaints)
monitoring and reporting (describes company's audit and reporting system)
advisory/counseling:
HR managers are seen as internal consultants who gather information, diagnose
problems, prescribe solutions, and help in resolving HR problems (discipline,
performance problems, job redesign, hrbp)
service:
HR managers perform activities that can be provided more effectively through a
centralized staff than through the independent efforts of several different units
(recruiting, orientation, training, record keeping, reporting duties)
control:
ANSWERS
Correct 13
Incorrect 00
1 of 13
Definition
used to differentiate between employees and independent contractors
six factors (evaluated holistically)
1. extent to which the work performed is an integral part of the
employer's business (are they performing work towards the core
purpose of your company? yes = employee)
2. worker's opportunity for profit or loss depending on his of her
managerial skill (if you are guaranteed to make money = employee. if
you can lose make money because of bad time management = ic)
3. extent of the relative investments of employer and worker (where
are the materials coming from? if you are providing them the
materials= employee. if they are bringing their own materials = look like
ic)
4. whether work requires special skills and initiative (business skills,
judgement, and initiative, not just technical skills. does it feel like a side
business?)
5. permanency of relationship (extended/long term contract feels
,more like an employee. one and done feels like ic)
6. degree of control exercised or retained by the employer
Give this one a try later!
explain the difference in pay
explain the protections provided by
requirement between exempt and
the Americans with Disabilities Act
non-exempt employees
explain how to apply the explain the ways in which companies
department of labor's economic must comply with the immigration
realities test reform and control act
Don't know?
2 of 13
Term
describe the requirements of title VII of the civil rights act (1964 and
1991) and be able to identify when a company is out of compliance with
the law (4/5th rule)
Give this one a try later!
, what it is:
summary of the relationship and expectations with the organization
a history and culture
short brief explanation of policies and guidelines to follow
essential information as to how to perform in this workplace
explains the company's working conditions and policies
what it includes:
welcome statement and purpose
brief history
mission statement
policy statement
compensation information
workplace conduct rules
information on paid time off, leaves of absence, holiday and vacation
summary plan of benefits
handbook has a brief overview of company policies policy manuals have all the
require when you are a federal contractor or when you are ordered buy a judge.
details
AAP needs am expiration date so companies come back to revisit policy
organizations have an obligation to follow their written policies
necessary components:
EEO policy statement (advertised both internally and externally)
responsibility for AAP (identifies EEO/AAP admin)
implementation of AAP (create and administer programs)
review procedure (outlines internal procedures for resolving complaints)
monitoring and reporting (describes company's audit and reporting system)
advisory/counseling:
HR managers are seen as internal consultants who gather information, diagnose
problems, prescribe solutions, and help in resolving HR problems (discipline,
performance problems, job redesign, hrbp)
service:
HR managers perform activities that can be provided more effectively through a
centralized staff than through the independent efforts of several different units
(recruiting, orientation, training, record keeping, reporting duties)
control:
