Human Resources Practices Questionnaire

10 Questions  I  By Heestand
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 Human Resources Practices Questionnaire
Test your knowledge of Human Resources Practices in Oregon.

  
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Questions and Answers

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  • 1. 
     An employer has a nonexempt employee who works from 8 AM to 5 PM, 5 days a week for a 40 hour work week.  During the evenings, the employee voluntarily logs in to the company’s email system in to check on all the email messages that have come in since the end of her normal work day.  She typically spends 20 to 30 minutes a night reading and responding to emails.  The company has a policy requiring nonexempt employees to request permission to work overtime.   Would the employer be obligated to pay the employee for the time reviewing the work emails?  
    • A. 

      Yes

    • B. 

      No


  • 2. 
    In Oregon, how many employees can an employer have before being required to implement a safety and health program?
    • A. 

      1 employee

    • B. 

      10 employees

    • C. 

      15 employees

    • D. 

      25 employees


  • 3. 
     Does Oregon regulations require an employer to pay out vacation pay at the time an employee terminates if the employee has unused vacation available to him or her?
    • A. 

      Yes

    • B. 

      No


  • 4. 
     The federal regulations require an employer with 20 employees or more to offer health benefits continuation under the COBRA regulations if employees terminate.  How many employees must an employer have to be required to offer health benefits continuation under Oregon regulations?
    • A. 

      2 employees

    • B. 

      10 employees

    • C. 

      15 employees

    • D. 

      Same as the federal regulations


  • 5. 
     The Oregon Family Leave Act (OFLA) requires employers to grant an authorized OFLA leave to an employee if:  
    • A. 

      The employer has 50 or more employees and the employee has been with the employer for 12 months.

    • B. 

      The employer has 100 or more employees and the employee has worked 90 days for the employer.

    • C. 

      The employer has 25 employees or more and the employee has worked six months for the employer.

    • D. 

      The employer has 75 employees or more and the employee has worked full time for 30 days since they were hired.


  • 6. 
      For Oregon employers that are classified as a small employer (2 to 25 employees) the minimum hours per week a part-time employee must work to be eligible for group health benefit coverage is:
    • A. 

      10 hours

    • B. 

      12.5 hours

    • C. 

      15 hours

    • D. 

      17.5 hours

    • E. 

      20 hours


  • 7. 
      What are the I-9 forms used to verify?
    • A. 

      Social security card authentication for payroll

    • B. 

      Eligibility to work in the United States

    • C. 

      The documentaiton of only foreign workers

    • D. 

      To record the employee's photo identification


  • 8. 
     Anemployer is not required to conduct annual non-discrimination testing of their 401(K) Plan if the plan:
    • A. 

      Has less than 35% participation by the eligible employees

    • B. 

      Has less than 100 eligible participants

    • C. 

      Is a qualified safe harbor plan

    • D. 

      Either b or c


  • 9. 
     Whatproactive steps should employers take to prevent harassment in workplace and limit their potential liable against a harassment claim?
    • A. 

      Have a written policy that outlines the employer 's position against any forms of harassment including sexual harassment.

    • B. 

      Broadly communicate the policy and educated employees through workplace posting, annual policy review and signoff, and annual training with managers and employees on workplace harassment prevention.

    • C. 

      Take prefentative steps only when a claim of harassment has been made by an employee.

    • D. 

      Both a and b.


  • 10. 
     Frequently employers will mistakenly misclassify their workers as “independent contractors” instead of paying them wages as employees.  The consequences of misclassification could include:
    • A. 

      Payment of employer portions of state and federal taxes owed

    • B. 

      Potential penalties in fines and interest

    • C. 

      Correctionsto benefit plans that the misclassified worker could have been eligible for, such as a 401(k) plan or the employer' s group health plan.

    • D. 

      All of the above


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