Attendance Management HR Manager's Quiz

Approved & Edited by ProProfs Editorial Team
The editorial team at ProProfs Quizzes consists of a select group of subject experts, trivia writers, and quiz masters who have authored over 10,000 quizzes taken by more than 100 million users. This team includes our in-house seasoned quiz moderators and subject matter experts. Our editorial experts, spread across the world, are rigorously trained using our comprehensive guidelines to ensure that you receive the highest quality quizzes.
Learn about Our Editorial Process
| By Androoryan
A
Androoryan
Community Contributor
Quizzes Created: 1 | Total Attempts: 1,028
Questions: 6 | Attempts: 1,028

SettingsSettingsSettings
Attendance Management HR Managers Quiz - Quiz

Instructions
Below, you will find eight questions on Attendance Management. Please choose the response that you feel best answers the question.
When complete, please register for your results. You will receive a White Paper on Attendance Management by leading labour lawyer, Ross Dunsmore, founder of Dunsmore Law in addition to an attendance management quiz to give to your front line managers to determine the level of need for training in attendance management


Questions and Answers
  • 1. 

    Which situations below describe circumstances where the employee is at fault (culpable)?

    • A.

      Tony arrives late repeatedly because his car wouldn’t start?

    • B.

      Sheena is caught attending a funeral while off sick with a migraine?

    • C.

      Roger forgets to phone in phone when taking a sick day off?

    • D.

      Andy takes time off, without permission, to bring a sick parent to a doctor’s examination.

    Correct Answer(s)
    A. Tony arrives late repeatedly because his car wouldn’t start?
    C. Roger forgets to phone in phone when taking a sick day off?
    D. Andy takes time off, without permission, to bring a sick parent to a doctor’s examination.
    Explanation
    Tony arrives late repeatedly because his car wouldn't start, Roger forgets to phone in when taking a sick day off, and Andy takes time off without permission to bring a sick parent to a doctor's examination are all examples of situations where the employees are at fault or culpable. In each of these cases, the employees have either violated company policies or failed to fulfill their responsibilities, resulting in negative consequences for their attendance or work performance.

    Rate this question:

  • 2. 

     In requesting medical information, knowing what to ask for and how to ask for it is critical. Which one of the following pieces of medical information is NOT appropriate to ask for?

    • A.

      Diagnosis

    • B.

      Prognosis

    Correct Answer
    A. Diagnosis
    Explanation
    When requesting medical information, it is appropriate to ask for a diagnosis, as this refers to the identification of a disease or condition. However, it is not appropriate to ask for a prognosis, as this refers to the predicted outcome or course of the disease or condition. Prognosis is typically determined by healthcare professionals based on various factors and may not always be accurate or certain.

    Rate this question:

  • 3. 

    Specific medical information about the employee’s medical restrictions is required in designing accommodation alternatives.

    • A.

      True

    • B.

      False

    Correct Answer
    A. True
    Explanation
    In order to design appropriate accommodation alternatives for an employee, it is necessary to have specific medical information about their medical restrictions. Without this information, it would be difficult to tailor accommodations that meet the employee's specific needs and ensure their safety and well-being in the workplace. Therefore, the statement is true.

    Rate this question:

  • 4. 

    If the employee is consistently absent from work, but never offers a disability related reason for the absence, the company can assume that the absences are culpable in nature.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    The statement is false because assuming that the absences are culpable in nature without any disability-related reason would be unfair and discriminatory towards the employee. It is important for the company to consider all possible reasons for the absences and engage in a proper investigation before making any assumptions or taking disciplinary actions.

    Rate this question:

  • 5. 

     If an employee is on an approved disability leave, the company does not have to offer any accommodation measures until the employee is authorized to return to work.  True of False?

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    The statement is false because when an employee is on an approved disability leave, the company is required to offer reasonable accommodation measures to support the employee's return to work. These accommodations may include modifying job duties, providing assistive devices, adjusting work schedules, or making physical changes to the workplace. The company has a legal obligation to engage in an interactive process with the employee to determine appropriate accommodations that will enable them to perform their job effectively.

    Rate this question:

  • 6. 

    The duty to accommodate only applies if the employee specifically identifies the existence of a disability and requests accommodation. True or False?

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    The duty to accommodate does not solely rely on the employee specifically identifying the existence of a disability and requesting accommodation. In fact, it is the employer's responsibility to proactively identify potential disabilities and offer accommodation if needed. The duty to accommodate is triggered when the employer becomes aware, or reasonably should have been aware, of the need for accommodation, regardless of whether the employee explicitly requests it. Therefore, the statement that the duty to accommodate only applies if the employee specifically identifies the existence of a disability and requests accommodation is false.

    Rate this question:

Back to Top Back to top
Advertisement
×

Wait!
Here's an interesting quiz for you.

We have other quizzes matching your interest.