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Human Resource Flashcards

1
Q

1.1 All businesses are required to have an HR department. (T/F)

A

False

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2
Q

1.2 It is legal for HR personnel to review your Facebook page prior to hiring you. (T/F)

A

True

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3
Q

1.3 The Employee Turnover Rate gauges the frequency which employees promote or change positions in a company.

A

False

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4
Q

1.4 Someone who has been discriminated against must file a claim with the EEOC before filing a lawsuit against their employer.

A

False

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5
Q

1.5 Business with greater than 15 employees must make any accommodation for employees with a disability under the Americans with Disabilities Act.

A

False

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6
Q

1.6 The HR representative who knowingly hires someone who cannot present valid proof that they can work in the US can be fined and/or go to jail.

A

True

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7
Q

1.7 Information typically found on an HR dashboard would be…

A
  • Number of employees in each department
  • Number of work related accidents
  • Absenteeism
  • Employee turnover
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8
Q

1.8 Which of the following is not a major law affecting EEO?

A

Fair Labor Standards Act

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9
Q

1.9 Title VII prohibits discriminating in employment for all of the following…

A
  • Race
  • Color
  • Sex
  • Religion

(Cannot discriminate against Age)

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10
Q

1.10 Bona Fide Occupational Qualifications apply to all of the following classes…

A
  • Age
  • Religion
  • Sex

(Does not apply to Race)

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11
Q

1.11 Someone who handles all of the Human Resources functions for a company is known as a(n)…

A

Generalist

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12
Q

1.12 What does EPLI stand for?

A

Employment Practices Liability Insurance

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13
Q

1.13 An employee that has been discriminated against has how many days to file a claim with the EEOC?

A

180

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14
Q

1.14 Age discrimination protects people who are how old?

A

40

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15
Q

1.15 What are the two types of sexual harassment?

A
  • Quid Pro Quo

- Hostile Work Environment

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16
Q

1.16 What is the name of the Act that says the time frame to file a claim starts over with each paycheck?

A

Lilly Ledbetter Act

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17
Q

2.1 How often should job descriptions be updated?

A

As needed

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18
Q

2.2 A job description is used by HR for all of the following…

A
  • Physical Accommodations
  • Interviewing candidates
  • Performance review

(Except for Medical Insurance)

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19
Q

2.3 Alternative job schedules can be used to help motivate employees. (T/F)

A

True

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20
Q

2.4 Job sharing allows two employees to work the same schedule together to complete tasks. (T/F)

A

False

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21
Q

2.5 When promoting employees from within a company, the Peter Principle is…

A

Good employees promoted to their level of incompetency

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22
Q

2.6 KSAOs are…

A

Knowledge, Skill, Ability & Other Factors

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23
Q

2.7 If an applicant has their own resume, they shouldn’t have to fill out an application. (T/F)

A

False

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24
Q

2.8 Which interview question is legal?

A

What is your address?

Can’t ask…
How old?
Have kids?
Been arrested?

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25
Q

2.9 When answering reference checks, which of the following information should not be given?

26
Q

2.10 Drug tests and medical exams must be given when?

A

Post-job Offer (After)

27
Q

2.11 What is a learning plateau?

A

Discouragement when information is not understood

28
Q

2.12 On the job training may not be the best method because…

A

No goal or evaluation

29
Q

2.13 What are the 3 learning styles?

A
  • Auditory
  • Visual
  • Kinesthetic
30
Q

2.14 An employee will not necessarily receive an increase in pay along with a performance review. (T/F)

31
Q

2.15 Standards to be evaluated in a performance appraisal need to be all of the following…

A
  • Fair
  • Measurable
  • Communicated ahead of Time
32
Q

2.16 Supervisors should wait until the annual review to address performance issues with employees. (T/F)

33
Q

2.17 What are the methods of a performance review?

A
  • Self-Appraisal
  • Peer-Appraisal
  • 360-Degree Appraisal
34
Q

2.18 A supervisor should keep a log or notes during the year to use when completing the employee appraisal. (T/F)

35
Q

2.19 In a performance appraisal, supervisors should set goals for employees to work towards. (T/F)

36
Q

2.20 Supervisors really only need to communicate with employees annually during their appraisal. (T/F)

37
Q

3.1 Compensation includes Direct, Indirect, and Non-financial compensation. (T/F)

38
Q

3.2 Pay equity attempts to align wages with similar jobs internally and externally. (T/F)

39
Q

3.3 External factors affecting compensation include…

A
  • Cost of Living
  • Minimum Wage Laws
  • Area Pay Rate (Big City vs. Rural Town)
40
Q

3.4 Salary surveys should be used exclusively when determining wages to pay employees. (T/F)

41
Q

3.5 FLSA stands for…

A

Fair Labor Standards Act

42
Q

3.6 FLSA regulates which of the following areas?

A
  • Minimum Wage
  • Overtime
  • Child Labor
43
Q

3.7 When Federal, State and Local minimum wage laws differ, employers must follow the Federal law only. (T/F)

44
Q

3.8 CA overtime laws require time and a half pay for any work over 8 hours a day, or 40 hours a week. (T/F)

45
Q

3.9 CA overtime laws require double time for hours worked over 12 hours per day. (T/F)

46
Q

3.10 According to FLSA, an employee that is exempt must be paid overtime. (T/F)

47
Q

3.11 The “Standard Hour Incentive Plan” pays employees for high quality production. (T/F)

48
Q

3.12 Sales employee incentives can be a combination of any of the following…

A
  • Commission
  • Bonus
  • Salary

(Not Workers Compensation)

49
Q

3.13 ESOP stands for…

A

Employee Stock Ownership Plan

50
Q

3.14 Stocks given to employees are issued at FMV (Fair Market Value). (T/F)

51
Q

3.15 Open enrollment for benefits is the full month prior to the benefits plan year. (T/F)

52
Q

3.16 Under FMLA, how many paid weeks off of work can a qualified employee take?

53
Q

3.17 Under CFRA (California Family Rights Act), how many unpaid weeks off of work can a qualified employee take?

54
Q

3.18 Employee benefits required by law for employers to provide to employees include all of the following…

A
  • Social Security & Medicare
  • COBRA
  • Unemployment

(Not Jury Duty)

55
Q

3.19 What is the penalty for employers that do not provide health care under the Affordable Care Act?

A

$2,000/EE (Minus first 30)

56
Q

3.20 Under the Affordable Care Act, if an employer offers health care, but the employees reject the coverage there is no penalty to the employer. (T/F)

57
Q

3.21 FMLA stands for…

A

Family Medical Leave Act

58
Q

3.22 Medical insurance costs can be contained by what 2 things?

A
  • Increase deductibles/co-pays

- Have employees pay portion of premiums

59
Q

3.23 A Bereavement leave policy can include any relative the employer wants to include. (T/F)

60
Q

3.24 Private employers must provide vacation pay for all Federal holidays. (T/F)

61
Q

3.25 When returning from a FMLA leave, employers must provide employee with equivalent what?

A

Pay & Benefits

Human Resource (1 decks)

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