Human Resources Quiz
Settings
This quiz will be beneficial in recognizing the weaknesses in our companies overall documentation effectiveness in an ability to comply with certain requirements to defend against employment lawsuits.
- 1.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)
- 2.Postings for the employee should be in an area most ______________.
- 3.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
- 4.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.
- 5.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?
- 6.Employers must post a notice advising employees of the relevant paydays.
- A.
True
- B.
False
- 7.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
- 8.What should Emergency Telephone Numbers inlcude?
- 9.How long should Application materials be retained?
- A.
One year
- B.
Two years
- C.
Three years
- D.
Disregard after five years
- 10.How long should EEO documents be retained?
- A.
One year
- B.
Five years
- C.
Ten years
- D.
Permanently
- 11.Duty to Preserve (Litigation)--Please include When and Who
- 12.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.
- 13.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
- 14.What kind of prevention program should be in place at a workplace of ten or more employees?
Back to top