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NEW QUESTION 108
A midrange plan can be executed in
- A. two years.
- B. six months.
- C. four years.
- D. nine months.
Answer: A
Explanation:
Explanation: According to conventional business wisdom, a midrange plan can be executed in two years. The typical formulation is that shortrange plans can be achieved in from six months to a year, midrange plans can be achieved in between one and three years, and longrange plans can be accomplished in three to five years. Most business experts assert that it is not worthwhile to plan much longer than five years in advance, because of the volatility and constant flux of the marketplace.
NEW QUESTION 109
Employers will typically use which of the following in order to protect confidential company information?
- A. Lie detector test
- B. Video surveillance
- C. Random searches
- D. Employee contract
- E. Nondisclosure agreement
Answer: E
Explanation:
Explanation: Organizations typically use the nondisclosure agreement to protect their confidential company information. The lie detector test is only legal within certain boundaries, so answer choice A is incorrect. An employee contract generally binds an employee to the company for a specified length of time, but it does not necessarily protect confidential company information, so answer choice C is incorrect. Organizations utilize video surveillance and random searches to ensure that employees are performing their tasks appropriately, but these activities alone do not protect confidential company information, so answer choices D and E are incorrect.
NEW QUESTION 110
A company with 45 employees has been cited as violating one of the regulations within the Civil Rights Act of 1991. What is the maximum damage that may be awarded to an employee of a company this size?
- A. $200,000
- B. $50,000
- C. $300,000
- D. $100,000
Answer: B
Explanation:
Explanation: The maximum damage that may be awarded is based on company size, and a company with up to 100 employees may be required to pay a damage of $50,000. The company with 45 employees falls into this category. A damage award of $100,000 reflects a company with 101200 employees. A damage award of $200,000 reflects a company with 201500 employees. A damage award of $300,000 reflects a company with 501 or more employees.
NEW QUESTION 111
Which of the following organizations must complete an annual EEO survey?
- A. A bank that issues United States savings bonds
- B. A university
- C. A federal subcontractor with more than a hundred employees
- D. A local government with fewer than a hundred employees
Answer: A
Explanation:
Explanation: A bank that issues United States savings bonds must complete an annual EEO (equal employment opportunity) survey. This form must be completed before September 30, and must use employment data from a pay period of the most recent July, August, or September. The point of this survey is to ensure that employers are not discriminating in their hiring or promotion practices. Institutions of higher education, state and local governments with more than 100 employees, and federal subcontractors with more than 100 employees are not required to file an EEO survey.
NEW QUESTION 112
The updated changes to the Equal Employment Opportunity Act of 1972 specifically included all of the following except
- A. Labor unions
- B. Federal government
- C. Local government
- D. Educational institutions
Answer: A
Explanation:
Explanation: The updated changes to the Equal Employment Opportunity Act of 1972 specifically included educational institutions, federal government, and state and local government. Labor unions were not listed among these updated legal applications in 1972.
NEW QUESTION 113
Human resources professional Jacob conducts an evaluation that considers required changes and the outcome of those changes over the course of six months. Jacob begins with a written objective stated on the evaluation form and then returns to this objective at the end of the six months. Jacob is utilizing which of the following types of evaluations?
- A. Reaction
- B. Pretest/Posttest
- C. Behavior
- D. Learning
- E. Results
Answer: E
Explanation:
Explanation: This question describes a resultsbased evaluationan evaluation in which a goal or objective is noted in advance and then reviewed after a stated period of time. Answer choice A is incorrect because a reactionstyle evaluation usually consists of a survey of some kind, which does not apply to the situation described in the question. Answer choice B is also incorrect because the learningstyle evaluation focuses on whether or not employees actually learned required information correctly instead of whether or not a stated objective was reached. Answer choice C is a subset of answer choice B (the pretest / posttest of the learningstyle evaluation), so it is incorrect. Answer choice D is incorrect because the behaviorstyle evaluation takes a broader look at an employee's work and accomplishments instead of focusing on a stated goal and evaluating whether or not it was reached.
NEW QUESTION 114
The United States Patent Act recognizes each of the following patent types except
- A. plant patents.
- B. utility patents.
- C. design patents.
- D. structure patents.
Answer: D
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 115
Abbey, the head of the human resources department for a book distribution service, accidentally discovers information about one of the company employees. She learns that the employee has a genetic disease that could potentially affect the employee's ability to continue in the job. According to the Genetic Information Nondiscrimination Act of 2008, all employee genetic information is private, and companies are not allowed to locate or make decisions based on employee conditions. Now that Abbey has discovered this information, what is her responsibility?
- A. Abbey must place the information in the employee's company file, but it cannot be accessed unless absolutely necessary
- B. Because the information was gained accidentally, Abbey is not legally responsible for it, but she is not allowed to divulge any of the information or change the employee's working situation
- C. Abbey must inform the Department of Labor about her inadvertent acquisition of the knowledge
- D. Abbey must let the employee know what she has discovered and counsel the employee to consider requesting a change in the employee's job situation
- E. Abbey is required to report the information to her superiors, but they will not be allowed to alter the employee's work situation
Answer: B
Explanation:
Explanation: The Genetic Information Nondiscrimination Act of 2008 does not make employers responsible for information acquired by accident. With that information, however, employers have no legal right to make decisions or change an employee's work situation, so Abbey's only option is to keep the information to herself and take no action. Answer choice A is incorrect because the law does not require Abbey to report the employee's personal information to her superiors, nor should she take such a step. Answer choice B is incorrect because the Department of Labor does not need to be updated on this type of individual employee information (and reporting it could make Abbey legally responsible for divulging an employee's personal details). Answer choice C is incorrect because Abbey has no legal responsibility to discuss the situation with the employee, nor should she counsel the employee about changing the work situation. Answer choice D is also incorrect because employee genetic information - if obtained by accident - should not be documented. In fact, documenting it could create legal problems for the company, so Abbey's only choice is to proceed as though she does not know the information.
NEW QUESTION 116
Arthur is an employee of a distribution company and is looking to request FMLAapproved leave for personal reasons. Arthur contacts Brad, a human resources professional at the company, to find out if he is eligible for this type of leave. Arthur has worked for the company for 9 months. What is the minimum period of time that an employee needs to work for an employer to request leave according to FMLA guidelines?
- A. 12 months
- B. 8 months
- C. 15 months
- D. 18 months
- E. 10 months
Answer: A
Explanation:
Explanation: According to FMLA guidelines, an employee must work for an employer for a minimum of 12 months (not necessarily consecutively) in order to apply for FMLAapproved leave. Because Arthur has only worked for the company for 9 months, he will not be eligible to apply for type of leave, which is what Brad - as the human resources professional - will be required to explain to Arthur. Answer choices A, B, D, and E are incorrect because each represents the wrong period of time for FMLA leave.
NEW QUESTION 117
All of the following represent collective bargaining strategies except:
- A. Multiemployer bargaining
- B. Singleunit bargaining
- C. Multiunit bargaining
- D. Principled bargaining
- E. Parallel bargaining
Answer: D
Explanation:
Explanation: Principled bargaining is considered a collective bargaining position, but it is not considered a collective bargaining strategy. Answer choices, A, C, D, and E are all incorrect because they represent four types of collective bargaining strategies.
NEW QUESTION 118
All of the following are part of the Six Sigma (DMAIC) philosophy except:
- A. Control
- B. Identify
- C. Define
- D. Measure
Answer: B
Explanation:
Explanation: The "I" in the Six Sigma DMAIC philosophy stands for Improve, instead of Identify. Control, Define, and Measure are all part of the philosophy (along with Analyze).
NEW QUESTION 119
What are Philip B.
Crosby's four absolutes of quality?
- A. communication, recruiting, evaluation, and planning
- B. conformance to requirements, prevention, performance standards, and measurement
- C. unfreezing, moving, refreezing, and evaluating
- D. team learning, systems thinking, personal mastery, and shared vision
Answer: B
Explanation:
Explanation: Philip B.
Crosby's four absolutes of quality are conformance to requirements, prevention, performance standards, and measurement. Crosby considered effective management the most important determinant of quality. In his view, the first criterion of quality was the extent to which products and processes conform to the standards set by management. Prevention refers to intentional efforts to avoid mistakes. Performance standards refers to establishing high expectations. Measurement refers to a comprehensive program for assessing employee performance.
NEW QUESTION 120
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 121
In the sales department of Fitch Company, employees know that the size of their annual bonus is tied to their performance. The company has published a chart indicating the relationship between sales and compensation. The employees of Fitch Company have
- A. fiduciary responsibility.
- B. intrinsic rewards.
- C. line of sight.
- D. an entitlement philosophy.
Answer: C
Explanation:
Explanation: The employees of Fitch Company have line of sight. Line of sight exists when employees feel that their performance will determine their compensation in the future. Companies in which employees have line of sight tend to have higher levels of performance. A company with an entitlement philosophy rewards employees for seniority. Intrinsic rewards are the pleasures and satisfactions of a job well done. Businesses should seek to maximize the opportunities for creating intrinsic rewards for their employees. A fiduciary responsibility is the duty to handle someone else's affairs, typically with regard to financial matters, with appropriate care.
NEW QUESTION 122
Which of the following agencies is responsible for enforcing the rights of veterans in the workplace?
- A. DOJ
- B. OFCCP
- C. EEOC
- D. DOL
Answer: D
Explanation:
Explanation: The Department of Labor is responsible for enforcing the rights of veterans in the workplace. The EEOC, DOJ, and OFCCP are all responsible for enforcing other rights within the workplace.
NEW QUESTION 123
The final step in a job pricing exercise is
- A. weighing candidate qualifications against available funds.
- B. a wage target.
- C. a salary range recommendation.
- D. hiring the least costly candidate.
Answer: C
Explanation:
Explanation: The final step in a job pricing exercise is a salary range recommendation. Job pricing is an exercise for determining the appropriate salary for a new or modified position. It begins by fully defining the job description. The next step is to obtain a relevant salary survey and analyze the compensation for similar positions. The final step is to recommend a range of salaries, from which executives can choose.
NEW QUESTION 124
Which of the following types of deferred compensation plans, also known as a discretionary contribution plan, is considered to be best in a company that has highly variable annual profits?
- A. Profitsharing
- B. Cash balance
- C. Money purchase
- D. Target benefit
Answer: A
Explanation:
Explanation: A profitsharing plan, also known as a discretionary contribution plan, is considered to be best in a company that has highly variable annual profits. A money purchase plan offers employees a fixed annual percentage and thus is best in a company that has fairly consistent annual earnings. A cash balance plan is considered "portable" because employees can remove the money from the plan and convert the payment into other forms. A target benefit plan uses actuarial formulas to determine how much an employee will receive toward retirement.
NEW QUESTION 125
A second IRCA violation results in which of the following penalties?
- A. Not less than $5,000 and not more than $10,000 for each unauthorized employee
- B. Not less than $2,000 and not more than $5,000 for each unauthorized employee
- C. Not less than $250 and not more than $1,000 for each unauthorized employee
- D. Not less than $1,000 and not more than $2,000 for each unauthorized employee
Answer: B
Explanation:
Explanation: A second IRCA (Immigration Reform and Control Act) violation results in a penalty of not less than $2,000 and not more than $5,000 for each unauthorized employee. The first violation results in a penalty of not less than $250 and not more than $2,000 for each unauthorized employee. A third violation results in a penalty of not less than $5,000 and not more than $10,000 for each unauthorized employee. Note that answer choices A and B combine penalty information for the first violation but are not penalties in their own right.
NEW QUESTION 126
Which type of testing is not part of the medical examination conditions of ADA and may be required of any candidate?
- A. Aptitude test
- B. Polygraph test
- C. Driving test
- D. Drug screening test
Answer: D
Explanation:
Explanation: A drug screening test can be required of any candidate for a job, and the medical examination conditions of ADA do not prevent a candidate from being tested for drug use, regardless of disability. Polygraph tests, driving tests, and aptitude tests are not part of potential medical examinations, and all of these tests must be administered with certain stipulations from ADA.
NEW QUESTION 127
Which of the following best expresses the definition of benchmark positions?
- A. Common jobs within all organizations
- B. Review of value in positions within an organization
- C. Evaluation of current jobs
- D. Change in significant jobs in a company
- E. Review of market conditions for salaries
Answer: A
Explanation:
Explanation: Benchmark positions are simply the types of positions that are common within all organizations, such as administrative assistants. Benchmark positions do not, however, relate to an evaluation of current jobs (answer choice B), a review of market conditions for salaries (answer choice C), a change in significant jobs in a company (answer choice D), and a review of the value of various positions within an organization (answer choice E).
NEW QUESTION 128
Which piece of legislation established that employees may not demand payment for their commute time?
- A. Fair Labor Standards Act
- B. Portal to Portal Act
- C. Commute Compensation Act
- D. Davis Bacon Act
Answer: B
Explanation:
Explanation: The Portal to Portal Act established that employees may not demand payment for their commute time. This act, which was passed in 1947, also required employers to pay for work performed before or after normal hours or during scheduled breaks.
NEW QUESTION 129
An executive develops a presentation in which he uses Macbeth to illustrate the perils and possibilities of ambition. Does the executive need to pay for the right to reference this work?
- A. Yes, this work is not in the public domain.
- B. Yes, this work does not fall under the fair use doctrine.
- C. No, this work is in the public domain.
- D. No, this falls under the fair use doctrine.
Answer: C
Explanation:
Explanation: The executive does not need to pay for the right to reference this work, because Macbeth is in the public domain. According to the Copyright Act of 1976, original works are protected for seventy years after the death of the author. Obviously, Shakespeare has been deceased for much longer than that, so the executive does not need to pay royalties.
NEW QUESTION 130
Which of the following questions is not one of the questions that a human resources professional needs to address in a Human Management Capital Plan (HCMP) during strategic planning?
- A. Where do we want to be?
- B. How will we get there?
- C. How will we know when we have arrived?
- D. Where have we come from?
- E. Where are we now?
Answer: D
Explanation:
Explanation: A Human Management Capital Plan is forward thinking; the questions asked look at the present and into the future. As a result, a human resources professional who is setting up a HCMP should ask the following questions as demonstrated in answer choices B, C, D, and answer: E
Explanation: Where are we now? Where do we want to be? How will we get there? How will we know when we arrive? Answer choice A, which asks where have we come from, addresses an issue that does not apply to this portion of strategic planning, so it is correct.
NEW QUESTION 131
Which of the following statements about Six Sigma is false?
- A. Master black belts usually concentrate on quality in a single department.
- B. The fivestep method of Six Sigma is define, measure, analyze, improve, and control.
- C. Green belts work fulltime on quality management.
- D. Defects are measured on a permillion basis.
Answer: C
Explanation:
Explanation: Green belts do not work fulltime on quality management; they spend some of their time pursuing other organizational initiatives. Green belts may be training to become black belts, who do spend all of their time on quality management issues, usually in a single department. One of the key features of Six Sigma is measurement of defects on the permillion instead of the traditional perthousand basis. The define, measure, analyze, improve, and control (DMAIC) model of Six Sigma has become perhaps its most recognizable feature.
NEW QUESTION 132
Which of the following agencies is responsible for enforcing privacy laws?
- A. DOL
- B. EEOC
- C. DOJ
- D. FTC
Answer: C
Explanation:
Explanation: The Department of Justice is responsible for enforcing privacy laws. The other agencies listed-the EEOC, the FTC, and the DOL-are all responsible for enforcing other laws that apply to the employeremployee relationship.
NEW QUESTION 133
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