Human Resources Quiz

Federal and State Law have notice/posting requirements, therefore...

• A.

  The federal law should just be posted

• B.

  The state law should just be posted

• C.

  Both (a) and (b)

• D.

  Neither (a) and (b)

Postings for the employee should be in an area most ______________.

Language of the postings and notices should be

• A.

  In English only

• B.

  In English and Spanish

• C.

  In English and the other most common language in the office

Discrimination and Harassment:

• A.

  All Employers must provide their employees with DFEH's Notice that discrimination and harassment is prhibited by law.

• B.

  All Employers must post the federal EEOC's notice.

• C.

  Employees should provide their employees with the DFEH's Sexual Harassment pamphlet.

• D.

  All of the above.

In brief, describe the Polygraph Protection Act. Please include laws how and under what circumstances a polygraph can be applied. Can private employers use a polygraph test? Penalties for violations?

Employers must post a notice advising employees of the relevant paydays.

• A.

  True

• B.

  False

All Employers must post the Department of Industrial Relations/CalOSHA's Notice contains:

• A.

  A summary of what an employer must do to provide a safe and healthful workplace

• B.

  What the obligations of the employee are

• C.

  Citations and penalties that can be imposed for violations of health and safety standards

• D.

  All of the above

What should Emergency Telephone Numbers inlcude?

How long should Application materials be retained?

• A.

  One year

• B.

  Two years

• C.

  Three years

• D.

  Disregard after five years

How long should EEO documents be retained?

• A.

  One year

• B.

  Five years

• C.

  Ten years

• D.

  Permanently

Duty to Preserve (Litigation)--Please include When and Who

Should shifting or changing the reason for an adverse employment action occur?

• A.

  Yes, to protect third parties and defend the company.

• B.

  No, it will come back and bite the company and cause a potential lawsuit.

Should a supervisor/manager consistently document performances and disciplinary issues with all employees?

• A.

  Yes, doing so will make employees not see the discipline as random, arbitrary, or unfair.

• B.

  No, this is unnecessary protocol

What kind of prevention program should be in place at a workplace of ten or more employees?