Attendance Management HR Manager's Quiz
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Which situations below describe circumstances where the employee is at fault (culpable)?
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Tony arrives late repeatedly because his car wouldn’t start?
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Sheena is caught attending a funeral while off sick with a migraine?
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Roger forgets to phone in phone when taking a sick day off?
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Andy takes time off, without permission, to bring a sick parent to a doctor’s examination.
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About This 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 See moreto your front line managers to determine the level of need for training in attendance management
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- 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?
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Diagnosis
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Prognosis
Correct Answer
A. DiagnosisExplanation
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:
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- 3.
Specific medical information about the employee’s medical restrictions is required in designing accommodation alternatives.
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True
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False
Correct Answer
A. TrueExplanation
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:
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- 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.
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True
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False
Correct Answer
A. FalseExplanation
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:
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- 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?
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True
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False
Correct Answer
A. FalseExplanation
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:
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- 6.
The duty to accommodate only applies if the employee specifically identifies the existence of a disability and requests accommodation. True or False?
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True
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False
Correct Answer
A. FalseExplanation
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:
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Quiz Review Timeline (Updated): Mar 21, 2023 +
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Current Version
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Mar 21, 2023Quiz Edited by
ProProfs Editorial Team -
Dec 15, 2008Quiz Created by
Androoryan
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