Human Resources Practices Questionnaire

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

  
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Question Excerpt

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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.
B.
2.  In Oregon, how many employees can an employer have before being required to implement a safety and health program?
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B.
C.
D.
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.
B.
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?
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B.
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D.
5.   The Oregon Family Leave Act (OFLA) requires employers to grant an authorized OFLA leave to an employee if:  
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B.
C.
D.
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:
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B.
C.
D.
E.
7.    What are the I-9 forms used to verify?
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B.
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D.
8.    An employer is not required to conduct annual non-discrimination testing of their 401(K) Plan if the plan:
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B.
C.
D.
9.    What proactive steps should employers take to prevent harassment in workplace and limit their potential liable against a harassment claim?
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B.
C.
D.
10.   Frequently employers will mistakenly misclassify their workers as “independent contractors” instead of paying them wages as employees.  The consequences of misclassification could include:
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B.
C.
D.
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