MHA 702 Exam 5- version 2
1 year - ANS -Under the Age Discrimination in Employment Act, all employment-related records must be retained for:
\1. Intrinsic
2. Extrinsic - ANS -Lawler and Porter's two types of rewards:
\1) a manager observes a problem situation involving standard performance in some form.
2) Supervisor meets privately with the problem employee
3) Make every reasonable effort to secure an employee's agreement concerning the nature of the problem and what
should be done to correct the unacceptable performance. Agree on a brief written statement.
4) Evaluate and decide whether the employee's performance improved as required, improved partly, did not improve, or
deteriorated further. - ANS -The performance improvement process should proceed in the following manner:
\2 years - ANS -Job evaluations, merit system descriptions and records and payroll deduction records, must be kept for:
\3 years - ANS -The threshold for retaining most employment documentation is:
\3 years - ANS -Under the Fair Labor Standards Act, payroll records and supporting information such as time cards and
time sheets must be retained for:
\30 years - ANS -Under the rules of the OSHA records of any personal or environmental monitoring of exposure to
hazardous materials must be retained for:
\40 years - ANS -New York State, records of exposure associated with the New York State Right-to-Know Law must be
kept for:
\5 years - ANS -The Occupational Safety and Health Act requires that all records related to employee injuries or illnesses
be retained for:
\6 months - ANS -The Civil Rights Act requires that all records of personnel transactions must be retained for at least:
\A hostile environment - ANS -If acceptance or rejection of sexual conduct is used as a basis for making employee related
decisions, such as promotions, bonuses, etc., or if the conduct can be viewed as unreasonably interfering with work
performance or creating an offensive or intimidating work environment, this is considered ____________
\A performance improvement plan - ANS -___________________ is part of your progressive discipline process or
system.
, \Active prevention - ANS -Is important in reducing the need for disciplinary actions and keeping them to a minimum.
\An Oral Warning - ANS -____________ is the first formal step in the progressive disciplinary process.
\appropriate documentation - ANS -Supervisors should never attempt or proceed with a personnel action without ensuring
the existence of the __________ ____________.
\before it becomes a problem - ANS -The best time to address a problem is ___________.
\Behavior problem - ANS -When an individual WILL NOT perform, then the issue involves a __________ _______.
\Behavior problems - ANS -___________ __________ involve violations of policies or work rules; these are conduct
issues; usually unrelated to performance, and they may have no bearing on how an employee is performing on the job.
\consistently applied and to confirm that all legal requirements are observed - ANS -Human resources can help to ensure
that the elements of a progressive discipline program are:
\Corrective process - ANS -Correction is always the primary intent of what is referred to as the ____________
__________.
\Counseling - ANS -___________ is best undertaken when a manager observes an employee headed for difficulty but is
not yet at the point of requiring disciplinary action.
\Create a written record and ask the affected employee to review and sign it so that evidence that this step was followed is
available if needed. - ANS -What should a supervisor do after an oral warning?
\deteriorating performance, reduced productivity, disruption of a department's ability to operate normally - ANS -If an
individual's personal problems are affecting work through ______________,______________, or _____________, then a
supervisor must become interested because of the negative effects on operations.
\Discharge - ANS -__________ should occur only after all elements of an organization's progressive disciplinary process
have been applied and failed to correct the offending behavior.
\Discharge - ANS -____________ is termination for cause, more commonly referred to as being fired due to conduct or
behavior.
\Dismissal - ANS -__________ is the appropriate path for an employee who must be released because of performance
problems.
\Disparate treatment or treating people unevenly or differently. - ANS -The most common kind of discrimination charge
involves:
\Documentation - ANS -____________ is essential to prove that an organization's processes were followed.
1 year - ANS -Under the Age Discrimination in Employment Act, all employment-related records must be retained for:
\1. Intrinsic
2. Extrinsic - ANS -Lawler and Porter's two types of rewards:
\1) a manager observes a problem situation involving standard performance in some form.
2) Supervisor meets privately with the problem employee
3) Make every reasonable effort to secure an employee's agreement concerning the nature of the problem and what
should be done to correct the unacceptable performance. Agree on a brief written statement.
4) Evaluate and decide whether the employee's performance improved as required, improved partly, did not improve, or
deteriorated further. - ANS -The performance improvement process should proceed in the following manner:
\2 years - ANS -Job evaluations, merit system descriptions and records and payroll deduction records, must be kept for:
\3 years - ANS -The threshold for retaining most employment documentation is:
\3 years - ANS -Under the Fair Labor Standards Act, payroll records and supporting information such as time cards and
time sheets must be retained for:
\30 years - ANS -Under the rules of the OSHA records of any personal or environmental monitoring of exposure to
hazardous materials must be retained for:
\40 years - ANS -New York State, records of exposure associated with the New York State Right-to-Know Law must be
kept for:
\5 years - ANS -The Occupational Safety and Health Act requires that all records related to employee injuries or illnesses
be retained for:
\6 months - ANS -The Civil Rights Act requires that all records of personnel transactions must be retained for at least:
\A hostile environment - ANS -If acceptance or rejection of sexual conduct is used as a basis for making employee related
decisions, such as promotions, bonuses, etc., or if the conduct can be viewed as unreasonably interfering with work
performance or creating an offensive or intimidating work environment, this is considered ____________
\A performance improvement plan - ANS -___________________ is part of your progressive discipline process or
system.
, \Active prevention - ANS -Is important in reducing the need for disciplinary actions and keeping them to a minimum.
\An Oral Warning - ANS -____________ is the first formal step in the progressive disciplinary process.
\appropriate documentation - ANS -Supervisors should never attempt or proceed with a personnel action without ensuring
the existence of the __________ ____________.
\before it becomes a problem - ANS -The best time to address a problem is ___________.
\Behavior problem - ANS -When an individual WILL NOT perform, then the issue involves a __________ _______.
\Behavior problems - ANS -___________ __________ involve violations of policies or work rules; these are conduct
issues; usually unrelated to performance, and they may have no bearing on how an employee is performing on the job.
\consistently applied and to confirm that all legal requirements are observed - ANS -Human resources can help to ensure
that the elements of a progressive discipline program are:
\Corrective process - ANS -Correction is always the primary intent of what is referred to as the ____________
__________.
\Counseling - ANS -___________ is best undertaken when a manager observes an employee headed for difficulty but is
not yet at the point of requiring disciplinary action.
\Create a written record and ask the affected employee to review and sign it so that evidence that this step was followed is
available if needed. - ANS -What should a supervisor do after an oral warning?
\deteriorating performance, reduced productivity, disruption of a department's ability to operate normally - ANS -If an
individual's personal problems are affecting work through ______________,______________, or _____________, then a
supervisor must become interested because of the negative effects on operations.
\Discharge - ANS -__________ should occur only after all elements of an organization's progressive disciplinary process
have been applied and failed to correct the offending behavior.
\Discharge - ANS -____________ is termination for cause, more commonly referred to as being fired due to conduct or
behavior.
\Dismissal - ANS -__________ is the appropriate path for an employee who must be released because of performance
problems.
\Disparate treatment or treating people unevenly or differently. - ANS -The most common kind of discrimination charge
involves:
\Documentation - ANS -____________ is essential to prove that an organization's processes were followed.
