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NEW QUESTION 113
Which piece of federal legislation established that the United States will give preferential treatment to prospective immigrants who have special skills?
- A. Immigration Act of 1990
- B. Immigration Reform and Control Act of 1986
- C. 1965 amendments to the Immigration and Nationality Act of 1952
- D. Equal Employment Opportunity Act of 1972
Answer: C
Explanation:
Explanation: The 1965 amendments to the Immigration and Nationality Act of 1952 established that the United States gives preferential treatment to those prospective immigrants who have special skills. Until these amendments were passed, some nationalities received preferential treatment. The 1965 amendments made it illegal to use national origin, race, or heritage as a factor in immigration decisions.
NEW QUESTION 114
Which of the following best explains the primary role of fiduciary responsibility for the human resources professional?
- A. Assuring a sense of trust in the organization's total rewards program
- B. Handling the total rewards program at the organization
- C. Avoiding any indication of favoritism
- D. Recognizing the need to handle sensitive material carefully
- E. Creating unimpeachable trust
Answer: B
Explanation:
Explanation: The primary role of fiduciary responsibility for the human resources professional is to handle the total rewards program for an organization. Answer choices A, B, D, and E are incorrect, not because they are unrelated to fiduciary responsibility, but because they do not represent the primary role of fiduciary responsibility for a human resources professional. While handling a total rewards program, the human resources professional is expected to create unimpeachable trust, avoid any indication of favoritism, recognize the need for handle sensitive material carefully, and assure a sense of trust in the organization's total rewards program.
NEW QUESTION 115
The "best practice" retention period for employee records that relate to discrimination charges should be how long after the employee is no longer with the company?
- A. 10 years
- B. 2 years
- C. 7 years
- D. 5 years
Answer: C
Explanation:
Explanation: The best practice retention period for employee records that relate to discrimination charges is 7 years after the employee leaves the company. This is defined by the Rehabilitation Act of 1973. The purpose is to maintain necessary records in case the employee pursues legal action. A retention period of 2 years or 5 years is too short. The business many prefer to retain such records for 10 years, but the Rehabilitation Act of 1973 identifies 7 years.
NEW QUESTION 116
Phyllis wants to hire several college students as seasonal employees in her shop. She refers to these students to a temp agency, who hires them and sends them to work for Phyllis. This is called
- A. payrolling.
- B. oncall employment.
- C. temptoperm employment.
- D. inhouse employment.
Answer: A
Explanation:
Explanation: Arranging for temporary employees to be hired by an agency and then sent to work at one's business is known as payrolling. This is a way to avoid the administrative costs of hiring and filling out paperwork for new employees. The temp agency usually requests payment for rendering this service.
NEW QUESTION 117
Which approach to budgeting requires that every expense be justified?
- A. parallel budgeting
- B. historical budgeting
- C. bottomup budgeting
- D. zerobased budgeting
Answer: D
Explanation:
Explanation: In zerobased budgeting, every expense must be justified. Zerobased budgeting programs attempt to streamline the business by judging the necessity of every item. Historical budgeting, on the other hand, assumes that the expenses from previous years will be carried over. Obviously, zerobased budgeting is a more timeconsuming process, though it can produce substantial savings. Zerobased and historical budgeting programs may be executed in a topdown or bottomup fashion, depending on whether top managers or all relevant managers are included.
NEW QUESTION 118
Which of the following institutions did not receive Title VII coverage pursuant to the Equal Employment Opportunity Act of 1972?
- A. Universities
- B. Religious institutions
- C. Federal legislative bodies
- D. State government agencies
Answer: B
Explanation:
Explanation: The Equal Employment Opportunity Act of 1972 did not extend Title VII coverage to the employees of religious institutions. These organizations were exempted from the original version of Title VII (in the Civil Rights Act of 1964), and this exemption was maintained in 1972. Religious institutions are allowed to give preferential treatment to job candidates and employees who are adherents of that religion. Universities, state government agencies, and federal legislative bodies all became subject to Title VII with the passage of the Equal Employment Opportunity Act.
NEW QUESTION 119
Eric is in charge of interviewing candidates for an open position in a hotel chain. As he considers each candidate, he finds himself quick to write off one young man in particular. This candidate has a strong resume and excellent credentials, but Eric decides that he just does not like this person and is disinclined to consider him a contender for the position. In doing so, Eric is demonstrating which of the following interview biases?
- A. First impression
- B. Cultural noise
- C. Leniency
- D. Nonverbal bias
- E. Gut feeling
Answer: E
Explanation:
Explanation: By allowing his intuition to guide his preference, Eric is relying on the bias of his gut feeling. Answer choice A is incorrect because a first impression bias means the interviewer allows an immediate impression of a candidate to determine a decision. Answer choice B is incorrect because a cultural noise bias means the candidate responds with pointed answers that are aimed at making the interviewer happy rather than responding in a more natural or general way. Answer choice D is incorrect because a leniency bias is occurs when the interviewer is lenient in regard to a candidate and fails to take potential weaknesses into account. Answer choice E is incorrect because a nonverbal bias occurs when the interviewer is overinfluenced by body language instead of by the candidate's responses.
NEW QUESTION 120
Which of the following is a strategic function of the human resources department?
- A. Recruiting new employees
- B. Keeping employee data confidential
- C. Creating retention plans
- D. Ensuring compliance with federal regulations
Answer: C
Explanation:
Explanation: Creating retention plans is a strategic function of the human resources department. This activity is considered strategic because it is concerned with maintaining an optimal workforce over the long term. Recruiting new employees is more of an operational function, in that it is a practical application of the organization's strategic planning. Insuring compliance with federal regulations and maintaining the confidentiality of employee data are considered administrative functions, because they are part of the normal course of business for a human resources department.
NEW QUESTION 121
Eamon is a human resources professional for a large firm of attorneys, and he has been assigned the responsibility of developing an instructional method that is most suitable for the support staff at the firm. The support staff has been struggling with problemsolving issues, and Eamon has been instructed to utilize a training method that will allow the staff members to discuss problems and potential resolutions under the supervision of a third party expert. Which of the following instructional methods will be most effective for this situation?
- A. Oneonone
- B. Vestibule
- C. Facilitation
- D. Conference
- E. Demonstration
Answer: C
Explanation:
Explanation: Facilitation is an instructional method that enables employees to work together on problemsolving techniques while under the guidance of a facilitator, or thirdparty expert in helping different groups interact effectively. Answer choice A is incorrect because the vestibule instructional method is a type of simulation, in which the employees receive handson experience on the equipment they will be using. A demonstration is largely just a presentation of information in a lecturestyle setting, so that would be inappropriate for this situation, making answer choice C incorrect. Similarly, a conference style of instructional method is primarily focused on presenting information without employee interaction, so answer choice D is also incorrect. And the oneonone method would be instruction given from one person to another. This is hardly useful in the situation with which Eamon is presented, so answer choice E is incorrect.
NEW QUESTION 122
Which of the following does not represent steps in Enterprise Risk Management (ERM)?
- A. Identify risks
- B. Identify those responsible for risks
- C. Reduce risks
- D. Make decisions about dealing with risks
- E. Identify mitigation options for risks
Answer: B
Explanation:
Explanation: The steps for Enterprise Risk Management are focused primarily on identifying risk and pursuing means of managing and reducing risk. As a result, this includes answer choices A, C, D, and
E. The steps of Enterprise Risk Management do not, however, include identifying the employees who are responsible for the risk. This might be part of the larger process of understanding risk, but it does not fall under the primary steps of Enterprise Risk Management. Answer choice B is, therefore, correct.
NEW QUESTION 123
The Latin phrase quid pro quo, used to describe a type of sexual harassment that is forbidden under Title VII of the Civil Rights Act of 1964, means which of the following?
- A. Action follows belief
- B. From the stronger
- C. Actions not words
- D. Limit before which
- E. This for that
Answer: E
Explanation:
Explanation: The Latin phrase quid pro quo translates simply as this for that and under sexual harassment laws it suggests that an employee is expected to provide sexual favors for improved (or continued) employment situation. Answer choices A, B, C, and E are incorrect because they do not reflect a correct translation of this Latin phrase.
NEW QUESTION 124
How many weeks of unpaid leave is an employer required to give a new mother under the Family Medical Leave Act of 1993?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: C
Explanation:
Explanation: The Family Medical Leave Act of 1993 requires employers to give new mothers at least twelve weeks of unpaid leave. New mothers and fathers can take this leave once in a twelvemonth period. Employees are required to give thirty days' notice before taking FMLA leave. Also, in order to take this leave an employee must have been working for the company for at least a year, or 1250 hours.
NEW QUESTION 125
The SMART model outlines the important characteristics of
- A. effective recruiting.
- B. forecasting studies.
- C. organizational goals.
- D. employee training.
Answer: C
Explanation:
Explanation: The SMART model outlines the important characteristics of corporate goals. This model asserts that goals should be specific, measurable, actionbased, realistic, and timebased. In other words, they should be detailed, capable of assessment, based on concrete activities, attainable, and scheduled.
NEW QUESTION 126
When a Compliance Safety and Health Officer (CSHO) holds an inspection of a business, all of the following must occur during the inspection except:
- A. Resolution of problem
- B. Opening conference
- C. Presentation of credentials
- D. Tour of facilities
Answer: A
Explanation:
Explanation: During a CSHO inspection, the following should occur: the CSHO should present his credentials, the CSHO should hold an opening conference, the CSHO should tour the facilities, and the CSHO should hold a closing conference. It cannot be expected that the problem, if one is determined to be present, will be resolved during the inspection. A resolution is usually a followup result of the inspection.
NEW QUESTION 127
Which of the following is defined as an occasion when an employer offers an employee some form of reward for completing an action, and then fails to follow through with that reward?
- A. Promissory estoppel
- B. Fraudulent misrepresentation
- C. Duty of good faith
- D. Constructive discharge
Answer: A
Explanation:
Explanation: A promissory estoppel is defined as an occasion when an employer offers an employee some form of reward for completing an action, and then fails to follow through with that reward. Fraudulent misrepresentation is similar but is defined more broadly as any sort of promise made to a candidate to persuade him to take a position with the company (followed by a failure to act on this promise). Constructive discharge is defined as an employee's decision to quit when an employer creates hostile working conditions. Duty of good faith is simply a tradition of common law by which those who work together are expected to behave in all fairness and honesty toward one another.
NEW QUESTION 128
The Greendale Company is thinking about adjusting its executive compensation package. There is some concern, however, that the new program will adversely affect the company's tax burden. The Greendale Company should ask the IRS for a(n)
- A. private letter ruling.
- B. expansion clause.
- C. audit.
- D. trade exception.
Answer: A
Explanation:
Explanation: The Greendale Company should ask the IRS for a private letter ruling. Private letter rulings are a courtesy provided by the Internal Revenue Service. When a company is uncertain about the tax implications of a proposed change, it may submit the details to the IRS and receive an estimate. In the long run, the effort expended by the IRS on private letter rulings obviates the need for more work cleaning up unanticipated messes.
NEW QUESTION 129
Which of the following pieces of legislation establishes guidelines for retaining and reporting employee identification records?
- A. Small Business Job Protection Act
- B. Consumer Credit Protection Act
- C. Fair Labor Standards Act
- D. Personal Responsibility and Work Opportunity Reconciliation Act
- E. Fair Credit Reporting Act
Answer: D
Explanation:
Explanation: The Personal Responsibility and Work Opportunity Reconciliation Act, which went into law in 1996, establishes and updates rules for retaining and reporting employee identification records. Answer choice A is incorrect because the Fair Labor Standards Act has no immediate requirement about record keeping and instead focuses on establishing fair compensation for employees. Answer choice B is incorrect because the Fair Credit Reporting Act governs employee credit reporting but not the retention of employee identification records. Answer choice C is incorrect because the workplace application of the Consumer Credit Protection Act relates to wage garnishing. And answer choice D is incorrect because the Small Business Job Protection Act relates to employee deferred compensation plans.
NEW QUESTION 130
Which piece of legislation established a new definition for "highly compensated individual"?
- A. Small Business Job Protection Act of 1996
- B. Pension Protection Act of 2006
- C. SarbanesOxley Act of 2002
- D. Small Business Regulatory Enforcement Act Fairness Act of 1996
Answer: A
Explanation:
Explanation: The Small Business Job Protection Act of 1996 established a new definition for "highly compensated individual." This act also created a new retirement plan for small businesses and altered the rules regarding S corporations.
NEW QUESTION 131
While interviewing a candidate, Geraldine notices that the individual's answers seem to be oddly phrased, and Geraldine ultimately notices that the candidate is trying to give her the answers that she wants, rather than offering candid answers. In this case, what type of interview bias is occurring?
- A. Horn effect
- B. Halo effect
- C. Central tendency
- D. Cultural noise
Answer: D
Explanation:
Explanation: Cultural noise is a type of bias in which the candidate begins responding as he believes the interviewer would prefer. For instance, for a job that requires extensive travel, a candidate might attempt to sway the odds in his favor by claiming to enjoy travel, even if he has no travel experience in other jobs (and/or might not really care to travel but hopes to get the job). The halo effect results from an interviewer focusing on a single good quality to define the candidate. The horn effect is the opposite of this; it occurs when the interviewer focuses on a single negative quality, over all other qualities, to rate the candidate. The central tendency occurs if an interviewer is unable to make a clear decision about a preferred candidate and averages their results.
NEW QUESTION 132
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