True or false
1. Organization’s human resources are a means by which the firm fosters a sustained competitive advantage.
ANSWER:
2. Outsourcing refers to employing workers in their homes rather than within the traditional office environment.
ANSWER:
3. Older workers have significantly higher absenteeism and accident rates than younger workers.
ANSWER:
4. One of the responsibilities of HR managers is to provide advice and counsel to line managers.
ANSWER:
5. One of the roles of HR managers is to act as employee advocates despite their positions as managers.
ANSWER:
6. The employment-at-will doctrine states that either the employee or the employer may terminate the employment relationship for any reason.
ANSWER:
7. Executives are generally exceptions to the employment at will doctrine because most executives are employed with written contacts.
ANSWER:
8. FMLA, CFRA, and PDLL are all California state leave laws
9. Nonexempt employees are not covered by overtime requirements under the Fair Labor Standards Act and are therefore nonexempt.
ANSWER:
10. Individual employees are responsible for initiating their own career planning.
ANSWER:
11. Performance appraisals help identify good performers, but these employees are often not good candidates for promotion.
ANSWER:
12. Performance appraisals program can be used for many purposes including salary recommendations and the retention and termination of employees.
ANSWER:
13.One major benefit of 360-degree appraisals is that they obtain information from different appraisers.
ANSWER:
14. Feedback is most useful when it is immediate and general in nature.
ANSWER:
15. Background checks should be conducted to ensure a company is not accused of negligent hiring practices
ANSWER:
16. Title VII of the Civil Rights Act states that discrimination on the basis of race, color, national origin, religion, or gender is considered illegal.
ANSWER:
Section 2 – Multiple Choice
17.Building a skilled and motivated workforce is the job of:
A.HR managers.
B. line managers.
C. HR and line managers.
D.Department managers.
ANSWER:
18.Which of the following is not an approach used by organizations to try to lower labor costs?
A.productivity enhancements
B. outsourcing
C. employee leasing
D.increasing Benefits
ANSWER:
19.The advantages of using temporary workers include all of the following except:
A.lower employment costs.
B.increased flexibility in maintaining proper staffing levels.
C.increased employee loyalty.
D.usefulness in staffing for peak work periods.
ANSWER:
20.In order to play a more active role in influencing change within organizations, HR departments must do all of the following except:
A.increase their political power.
B.become business partners with the entire organization.
C.view themselves as primarily performing a service function.
D.develop leadership capabilities.
ANSWER:
21.Which of the following are examples of sexual harassment?
A.Unwelcome advancesand comments
B.Sexually-oriented jokes and cartoons
C.Unwelcome gifts and requests
D.All of the above
ANSWER:
22. In regard to the documentation of employee misconduct, which of the following statements is incorrect?
A.Poor documentation can result in a reversal of disciplinary action.
B.Documentation may be subpoenaed as a piece of evidence in a lawsuit.
C.Documentation should take place as soon as possible so as to keep the information accurate.
D.Most managers are trained to accurately document employee misconduct through their management training and/or development programs.
ANSWER:
23. An employer must complete and sign Section 2 of the I-9 within how many days of the employee’s first day of employment?
A.1
B.2
C.3
D.4
ANSWER:
24. An orientation packet is likely to include all of the following except:
A.a current organizational chart.
B.a salary schedule of all organization jobs.
C.a policy manual or handbook.
D.maps and calendars.
ANSWER:
25. The final decision to hire an applicant usually belongs to:
A.the HR recruiter.
B.the HR manager.
C.line management.
D.co-workers.
ANSWER:
Pick which of the following agencies are responsible for each.There is only one agency responsible per answer.
A. Equal Employment Opportunity Commission (EEOC)
B. California Department Fair Employment and Housing (DFEH)
C. Employment Development Department (EDD)
D. Office of Federal Contract Compliance Programs (OFCCP)
E. Occupational Safety & Health Administration (OSHA)
26. is responsible for the California State Disability Insurance
(SDI).The SDI programs are State-mandated, and funded through employee payroll deductions. SDI provides affordable, short-term benefits to eligible workers. Workers covered by SDI are covered by two programs: Disability Insurance and Paid Family Leave.
27. is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
28 is responsible for unemployment Insurance in California to provide partial wage replacement to unemployed workers while they conduct an active search for new work.
29. is to enforce, for the benefit of job seekers and wage earners, the contractual promise of affirmative action and equal employment opportunity required of those who do business with the Federal government.
30. Is responsible to protect the people of California from employment, housing and public accommodations discrimination and hate violence pursuant to the California Fair Employment and Housing Act (FEHA), Unruh Civil Rights Act, Disabled Persons Act, and Ralph Civil Rights Act
31.to ensure safe and healthful working conditions for working men and women by setting and enforcing standards and by providing training, outreach, education and assistance.
Essay Question:
Susan is a fast-track employee slotted for a vice-president position. Her next job assignment is a foreign position in a South American country as director of your manufacturing division.Unfortunately, this position requires supervising foreign male managers who are largely opposed to supervision by females.To not send Susan on this assignment would “short-step” her promotion to vice president, and possibly violates EEO law.How would you handle this ethical situation?