RBSM VOLUME 2 QUESTIONS &
ANSWERS VERIFIED 100% CORRECT!!
1 of
113
Definition
Give notice that the testing will be conducted and for what drugs.
Ensure that testing procedures are reliable.
Ensure that the chain of custody of the specimen is unbroken and can be
confirmed.
Maintain confidentiality of the test results.
Give this one a try later!
, Page 48 - What are 4
precautions that can minimize Page 89 - What are 3 ways that
legal risks when drug testing presenting the contract and cover
is used in pre-employment letter at the time the offer is
screening? made protects the employer?
Page 83 - What are 10 obligations of Page 47 - What are the only 4
an employer in complying with purposes for which the results of
the a pre-employment physical
Immigration Reform and Control examination may be used?
Act?
Don't know?
2 of 113
Definition
Which applies to federal contractors and recipients of federal funds,
forbids discrimination on the basis of physical or mental handicap if
an individual is capable of performing the job. It also requires
reasonable accommodation for handicapped applicants and
employees, and requires some employers to take affirmative action
to hire and advance qualified handicapped persons.
Give this one a try later!
Page 110 - How can misuse of the employee evaluation system be used against
the company if a manager decides to discharger a poorly performing
employee?
Page 11 - To whom does the 1973 Rehabilitation Act apply?
, Page 11 - To whom does the 1994 Americans with Disabilities Act (ADA) apply?
Page 139 - How does a grievance procedure benefit both employees and the
company?
Don't know?
3 of 113
Term
Page 142 - What are 5 things that can prevent grievances from
becoming serious problems?
Give this one a try later!
- Establishing performance standards
- Reviewing standards with employees
- Providing ongoing evaluation and documentation
- Conducting formal performance appraisals
- Establishing an appeal process
- Require a prospective employee to take a lie detector test.
- Use, refer to, or inquire about the results of any lie detector test.
- Deny employment for refusing to submit to a lie detector test or on the basis
of the results of a lie detector test.
- Deny employment for filing a complaint, instituting a proceeding, or
exercising other rights related to the act.
, - Ensure that your employees know their obligations and benefits.
- Know your people and know what's going on.
- Be accessible.
- Take a genuine interest in your employees.
- Be alert.
- Be familiar with the grievance procedure.
- Comprehensive training
- Written job descriptions and performance standards
- Orientation to all company policies and disciplinary procedures
- Effective supervision
- Documentation of disciplinary action and performance appraisals
- Use of progressive discipline
- Appeal or grievance procedure
- Open-door policy
Don't know?
4 of 113
Term
Page 13 - What are 3 examples of a position where sex may be a
BFOQ?
Give this one a try later!
- The level of the employee
- The nature of the position
- Whether the employee is currently working
- The urgency with which the job must be filled
Identify what positions your company needs to fill and decide what kind of
applicants are need to fill them.
ANSWERS VERIFIED 100% CORRECT!!
1 of
113
Definition
Give notice that the testing will be conducted and for what drugs.
Ensure that testing procedures are reliable.
Ensure that the chain of custody of the specimen is unbroken and can be
confirmed.
Maintain confidentiality of the test results.
Give this one a try later!
, Page 48 - What are 4
precautions that can minimize Page 89 - What are 3 ways that
legal risks when drug testing presenting the contract and cover
is used in pre-employment letter at the time the offer is
screening? made protects the employer?
Page 83 - What are 10 obligations of Page 47 - What are the only 4
an employer in complying with purposes for which the results of
the a pre-employment physical
Immigration Reform and Control examination may be used?
Act?
Don't know?
2 of 113
Definition
Which applies to federal contractors and recipients of federal funds,
forbids discrimination on the basis of physical or mental handicap if
an individual is capable of performing the job. It also requires
reasonable accommodation for handicapped applicants and
employees, and requires some employers to take affirmative action
to hire and advance qualified handicapped persons.
Give this one a try later!
Page 110 - How can misuse of the employee evaluation system be used against
the company if a manager decides to discharger a poorly performing
employee?
Page 11 - To whom does the 1973 Rehabilitation Act apply?
, Page 11 - To whom does the 1994 Americans with Disabilities Act (ADA) apply?
Page 139 - How does a grievance procedure benefit both employees and the
company?
Don't know?
3 of 113
Term
Page 142 - What are 5 things that can prevent grievances from
becoming serious problems?
Give this one a try later!
- Establishing performance standards
- Reviewing standards with employees
- Providing ongoing evaluation and documentation
- Conducting formal performance appraisals
- Establishing an appeal process
- Require a prospective employee to take a lie detector test.
- Use, refer to, or inquire about the results of any lie detector test.
- Deny employment for refusing to submit to a lie detector test or on the basis
of the results of a lie detector test.
- Deny employment for filing a complaint, instituting a proceeding, or
exercising other rights related to the act.
, - Ensure that your employees know their obligations and benefits.
- Know your people and know what's going on.
- Be accessible.
- Take a genuine interest in your employees.
- Be alert.
- Be familiar with the grievance procedure.
- Comprehensive training
- Written job descriptions and performance standards
- Orientation to all company policies and disciplinary procedures
- Effective supervision
- Documentation of disciplinary action and performance appraisals
- Use of progressive discipline
- Appeal or grievance procedure
- Open-door policy
Don't know?
4 of 113
Term
Page 13 - What are 3 examples of a position where sex may be a
BFOQ?
Give this one a try later!
- The level of the employee
- The nature of the position
- Whether the employee is currently working
- The urgency with which the job must be filled
Identify what positions your company needs to fill and decide what kind of
applicants are need to fill them.
