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NEW QUESTION 203
If the leave is foreseeable but the employee fails to provide his employer with appropriate advance notice, for how long after the start of the leave may the employer delay the employee's FMLA coverage?
- A. 15 days
- B. 60 days
- C. 45 days
- D. 30 days
Answer: D
Explanation:
Explanation: If the leave is foreseeable but the employee fails to provide his employer with appropriate advance notice, the employer may delay FMLA coverage for 30 days. The employer may, of course, delay coverage for less than 30 days-so 15 days is an option-but the employer has a full 30 days. The employer may not, however, delay coverage beyond this, so 45 days or 60 days is far too long.
NEW QUESTION 204
The Change Process Theory, attributed to Kurt Lewin, includes all of the following stages for change except:
- A. Unfreezing
- B. Moving
- C. Refreezing
- D. Implementing
Answer: D
Explanation:
Explanation: The change process theory includes three stages: Unfreezing, Moving, and Refreezing. Implementing is not one of the stages within the change process theory.
NEW QUESTION 205
Which of the following would reduce information overload during orientation?
- A. Preventing openended discussion after presentations
- B. Conducting the program in one installment rather than in a series of meetings
- C. Handing out documents supplementary to lecture material
- D. Focus on the positive aspects of the organization
Answer: C
Explanation:
Explanation: Handing out documents supplementary to lecture materials would help reduce information overload during orientation. Though it may seem that giving new employees more material to look over would contribute to information overload, research has suggested that employees are better able to understand complex subjects when they receive instruction in multiple modes. A focus on the positive aspects of the organization would not necessarily decrease information overload. Conducting a program in one installment would be more likely to overwhelm new employees. Finally, failing to allow employees to raise questions and concerns after a presentation will contribute to information overload.
NEW QUESTION 206
Hubert contracts food poisoning from a tuna fish sandwich he made at home. He eats the sandwich in the break room and becomes sick in the employee bathroom. Is this a workrelated illness?
- A. No, because food poisoning is not a significant illness.
- B. Yes, because the food was consumed at the workplace.
- C. No, because the food was prepared at home for personal consumption.
- D. Yes, because he became sick at the workplace.
Answer: C
Explanation:
Explanation: This would not be considered a workrelated illness because the food was prepared at home for personal consumption. If the tuna sandwich had been provided by Hubert's employer, his illness would be considered workrelated. It does not matter that Hubert ate the sandwich or became sick at the workplace.
NEW QUESTION 207
Within the HerseyBlanchard (1977), there are four leadership styles: Selling, Telling, Delegating, and which of the following?
- A. Guiding
- B. Motivating
- C. Directing
- D. Participating
Answer: D
Explanation:
Explanation: The fourth leadership style as presented in the HerseyBlanchard theory is Participating. Directing and Guiding fall under the leadership style Telling; Motivating falls under the leadership style Selling.
NEW QUESTION 208
Standard human resource budget responsibilities for a company might include all of the following except:
- A. Employee benefits
- B. Repairs and maintenance
- C. Travel expenses
- D. Performance increases
- E. Payroll taxes
Answer: D
Explanation:
Explanation: In terms of standard budget responsibilities, the human resources professional is expected to manage payroll taxes (answer choice B), travel expenses (answer choice C), repairs and maintenance (answer choice D), and employee benefits (answer choice E). The performance increases tend to fall under human resources in some cases but are not considered standard responsibilities, so answer choice A is correct.
NEW QUESTION 209
The DavisBacon Act is notable for being the first federal legislation to address
- A. minimum wages.
- B. government subcontractors.
- C. child labor.
- D. overtime compensation.
Answer: A
Explanation:
Explanation: The DavisBacon Act was the first federal legislation to address minimum wages. This act asserted that all workers on federal public works projects must be paid the standard local wage. Before this law was passed, contractors would make extremely low bids for projects because they paid laborers almost nothing.
NEW QUESTION 210
Which of the following is not considered one of the criteria under which the NLRB recognizes a successor employer, or a new employer who has taken over a company?
- A. Demonstrating a clear parallel in the products and procedures of the company
- B. Assimilating all employees under the previous employer into the company
- C. Establishing a clear agreement with the previous employer
- D. Indicating a significant continuity in standard business activities
Answer: B
Explanation:
Explanation: Among the criteria under which the NLRB recognizes a successor employer, or a new employer who has taken over a company, are the following: indicating a significant continuity in standard business activities, establishing a clear agreement with the previous employer, and demonstrating a clear parallel in the products and procedures of the company. The NLRB also recognizes as a successor employer one who assimilates a reasonable number of employees from under the previous employer, but the successor employer is not necessarily expected to assimilate all employees.
NEW QUESTION 211
What piece of legislation led to the creation of generally accepted accounting principles (GAAP)?
- A. NorrisLa Guardia Act
- B. SarbanesOxley Act
- C. Omnibus Budget Reconciliation Act
- D. Securities Exchange Act of 1934
Answer: D
Explanation:
Explanation: The Securities Exchange Act of 1934 led to the creation of generally accepted accounting principles (GAAP). This set of accounting standards was developed by the American Institute of Certified Public Accountants. For decades, the AICPA's standards were mandatory for publicly held companies in the United States. In the past few years, however, the Securities Exchange Commission has allowed some businesses to use the standard created by the International Accounting Standards Board.
NEW QUESTION 212
Which of the following best describes adverse impact in the selection of employees for a company?
- A. The negative impact of failing to diversify the selection rate among employees
- B. A selection rate among a protected class of more than 95% the selection rate of the highest group
- C. A selection rate among a protected class of less than 80% the selection rate of the highest group
- D. Willful discrimination against a specific group when selecting new employees
- E. Any noncompliance with the rules pertaining to the Uniform Guidelines on Employee Selection Process
Answer: C
Explanation:
Explanation: The phrase adverse impact or unintentional discrimination refers to the selection rate of a protected class being less than 80% of the selection rate of the highest group. In other words, if the selection rate of females is less than 80% the selection rate of males, there is an adverse impact on females by the hiring process. Answer choice A is the opposite of the correct definition of adverse impact, so it is incorrect. Answer choice B is close to the meaning of adverse impact - in a broad sense - but it is not specific enough to be correct. Answer choice C is also too broad, particularly because there is far more to the Uniform Guidelines on Employee Selection Process than just selection rate. And answer choice E is incorrect; while adverse impact might be interpreted as discrimination, it is not necessarily the direct result of discrimination.
NEW QUESTION 213
According to Title III of the Consumer Credit Protection Act of 1968, up to which percentage of an employee's income may be garnished for child support payments, if the employee is responsible for supporting a child or a spouse?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: D
Explanation:
Explanation: According to Title III of the Consumer Credit Protection Act of 1968, up to 50 percent of an employee's income may be garnished for child support payments, if the employee is responsible for supporting a child or a spouse. All other answer choices-15 percent, 25 percent, and 35 percent-are too low.
NEW QUESTION 214
Which piece of legislation forbade yellow dog contracts?
- A. Fair Labor Standards Act of 1938
- B. Sherman AntiTrust Act of 1890
- C. Public Contracts Act of 1936
- D. NorrisLaGuardia Act of 1932
Answer: D
Explanation:
Explanation: The NorrisLaGuardia Act of 1932 forbade yellow dog contracts, in which employees promise not to join a union. This law also made it more difficult for the courts to issue injunctions that would stop a strike. The act was seen as a victory for workers.
NEW QUESTION 215
The National Labor Relations Act (NLRA) provides the right for employees to engage in "concerted activities for the purpose of collective bargaining or other mutual aid or protection" to which types of employees?
- A. Parttime employees only
- B. Union employees only
- C. Nonunion employees only
- D. All employees
- E. Fulltime employees only
Answer: D
Explanation:
Explanation: The rights that are provided by the NLRA apply to all employees of an organization and are not limited to specific employees within that organization. As a result, the other answer choices that limit the employee coverage to fulltime employees only (answer choice A), parttime employees only (answer choice B), union employees only (answer choice C), and nonunion employees only (answer choice D) are all incorrect.
NEW QUESTION 216
What are the typical hours of the swing shift?
- A. 12 a.m. to 8 a.m.
- B. 4 p.m. to 12 a.m.
- C. 10 p.m. to 6 a.m.
- D. 5 p.m. to 1 a.m.
Answer: B
Explanation:
Explanation: The typical hours of the swing shift are 4 p.m. to 12 a.m. The day shift typically runs from 8 a.m. to 4 p.m., and the graveyard shift typically extends from 12 a.m. to 8 a.m. Some employees receive extra compensation for working the swing or graveyard shift.
NEW QUESTION 217
In terms of required document retention, which of the following is not covered by Title VII of the Civil Rights Act of 1964?
- A. Apprentice selection records
- B. Affirmative action plan
- C. Tax deductions
- D. Employee resumes
Answer: B
Explanation:
Explanation: Title VII of the Civil Rights Act of 1964 covers the following types of document retention: apprentice selection records, employee resumes, and tax deductions. It does not, however, apply to a business's affirmative action plan, which falls under Executive Order 11246.
NEW QUESTION 218
A companywide training session for a large firm will involve a number of film presentations, but participants-every employee of the firm-will not be expected to interact with one another. What type of seating would be most effective for this training session?
- A. Banquet
- B. Chevron
- C. Classroom
- D. Theater
Answer: D
Explanation:
Explanation: Theaterstyle seating accommodates the largest number of people and also works well for various presentations. Classroomstyle seating is best if the employees will simply be facing the front of a room and listening to a speaker. Chevronstyle seating is best for a combination of activities that include video presentations and group interaction. Banquetstyle seating, in which groups of employees will be arranged at tables, is best for a training session with small group activities.
NEW QUESTION 219
The WARN Act was designed to do which of the following?
- A. Provide new positions for employees that have been laid off
- B. Create government funding to support a struggling company
- C. Establish full severance pay for those who have been laid off
- D. Ensure rights for employees who have been laid off
- E. Prevent massive layoffs that disrupt the economy
Answer: D
Explanation:
Explanation: The WARN Act is the Worker Adjustment and Retraining Notification Act, which was designed to offer rights for workers who have been laid off. Answer choice A is incorrect because the act was certainly not designed to prevent massive layoffs but rather to give workers "adjustment and retraining" in the event of massive layoffs. Answer choice B is incorrect because the act cannot necessarily provide new positions for workers who have been laid off. Answer choice C is incorrect; while the act creates government funding for workers who have lost their jobs, it does not create government funding for a struggling company. And answer choice D is incorrect because the act cannot provide severance pay for those who have been laid off.
NEW QUESTION 220
In the United States, there is an expectation that employees will meet a minimum standard of effort and competence in their work. This is known as
- A. the duty of loyalty.
- B. a mandatory minimum.
- C. due process
- D. the duty of diligence.
Answer: D
Explanation:
Explanation: The expectation that employees will meet a minimum standard of effort and competence in their work is known as the duty of diligence. This duty is a part of common law. In other words, within a legal setting, employees are considered to be at fault when they fail to work towards this minimum standard. This presumption is valid in situations that are not otherwise covered in case law.
NEW QUESTION 221
For their first few months, new employees at Flanders Company receive frequent praise and encouragement from their supervisors. After a while, though, supervisors pay less attention to these employees. Performance evaluations indicate that employee productivity declines at this point. The supervisors at Flanders Company are practicing
- A. positive reinforcement.
- B. extinction.
- C. negative reinforcement.
- D. punishment.
Answer: B
Explanation:
Explanation: The supervisors at Flanders Company are practicing extinction, though they are most likely unaware of doing so. Extinction occurs when the positive reinforcement that followed a behavior ceases, and the behavior gradually ceases as well. Punishment is a negative consequence to a behavior. The absence of positive reinforcement is not considered punishment. Positive reinforcement is a reward, while negative reinforcement is the removal of a punishment. Positive and negative reinforcement are both used to encourage certain behaviors.
NEW QUESTION 222
How far in advance of a planned union picketing must a representation petition be completed?
- A. 15 days
- B. 60 days
- C. 45 days
- D. 30 days
Answer: D
Explanation:
Explanation: A representation petition must be completed at least 30 days in advance of a planned union picketing. Failing to submit the petition within this time frame can result in the petition being unrecognized and thus being deemed an unfair labor practice. Among the answer choices, 15 days is obviously too short of a notice, and both 45 days and 60 days exceed the legal expectation. The union may, of course, notify that far in advance, but it is not necessary.
NEW QUESTION 223
When Jared takes over a supervisory position in the marketing department, he tries to set a good example for his subordinates. He recognizes that there are already strong creative partnerships within the department, so he tries to foster even more cooperation. What style of leadership is Jared practicing?
- A. authoritarian leadership
- B. transformational leadership
- C. coaching
- D. democratic leadership
Answer: B
Explanation:
Explanation: Jared is practicing transformational leadership. A transformational leader capitalizes on the good relationships in the group, and acts more as a model than a guide. Transformational leaders create an environment in which employees can improve themselves.
NEW QUESTION 224
Which of the following is not a recognized type of picketing?
- A. Organizational
- B. Informational
- C. Petitional
- D. Recognitional
Answer: C
Explanation:
Explanation: A "petitional" form of picketing does not exist. The recognized forms of picketing are as follows: organizational, informational, and recognitional.
NEW QUESTION 225
The Consolidated Omnibus Reconciliation Act (COBRA) requires that companies employing a certain number of people - or more - must offer a specified amount of health benefits. What is the minimum number of employees that a company must have for COBRA guidelines to be in effect?
- A. 0
- B. 1
- C. 2
- D. 3
- E. 4
Answer: E
Explanation:
Explanation: COBRA regulations state that a company with at least 20 employees must provide a defined amount of health benefits for employees. Answer choices A, C, D, and E are all correct because they fail to recognize the requirements of COBRA regarding minimum number of employees.
NEW QUESTION 226
The United States Patent Act recognizes each of the following patent types except
- A. plant patents.
- B. utility patents.
- C. structure patents.
- D. design patents.
Answer: C
Explanation:
Explanation: The United States Patent Act does not recognize structure patents. The three types of patents recognized in the United States are design, utility, and plant. A design pattern, which may last no more than 14 years, protects original manufacturing designs. A utility patent, which may last no more than 20 years, protects original processes, machines, and material constructions. A plant patent, which may last no more than 20 years, protects original, asexually reproduced plant varieties.
NEW QUESTION 227
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