HR Coordinator Screening Assessment
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Sue & Sam are husband and wife and are both employed by the same company. Since they are married, it would be okay to give Sue a copy of Sam's pay stub.
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True
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False
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The HR Coordinator Screening Assessment evaluates knowledge of labor laws and HR practices, focusing on overtime, FMLA eligibility, I9 documentation, right-to-work laws, discrimination protection, and privacy of employee information.
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- 2.
An employee's grandmother passes away and one of their coworkers wants to send a sympathy card and asked for the employee's home address. In this situation, it would be okay to give the information to the coworker.
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True
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False
Correct Answer
A. FalseExplanation
It is not okay to give the coworker the employee's home address in this situation. While it is a kind gesture to send a sympathy card, it is important to prioritize the employee's privacy and security. Sharing personal information like home addresses should be done cautiously and only when necessary.Rate this question:
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- 3.
When an applicant submits an application for employment, which of the following questions are okay to ask?
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What hours they are available to work, do they have reliable transportation, will they have day care issues?
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Do they have a high school diploma, how many sick days they have missed, what work related injuries do they have
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What hours are you available for work, do they have the educational requirements for the job, what hour rate do they aniticpate
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Will they need family benefit coverage, how often do they miss work due to illness, What hourly rate do they aniticipate
Correct Answer
A. What hours are you available for work, do they have the educational requirements for the job, what hour rate do they aniticpateExplanation
The correct answer is "What hours are you available for work, do they have the educational requirements for the job, what hourly rate do they anticipate." These questions are related to the applicant's availability, qualifications, and salary expectations, which are all relevant to the job application process. The other options include questions about personal issues like transportation, daycare, high school diploma, sick days, work-related injuries, family benefits, and frequency of illness, which can be considered discriminatory or irrelevant for the hiring decision.Rate this question:
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- 4.
It is okay to give out personal demographic information on employees when inquires come to the HR Department.
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True
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False
Correct Answer
A. FalseExplanation
Sharing personal demographic information of employees without their consent is a violation of privacy rights and is generally not allowed. HR departments are responsible for maintaining confidentiality and protecting sensitive employee information. Therefore, it is not okay to give out personal demographic information on employees when inquiries come to the HR department.Rate this question:
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- 5.
An employee is just terminated and stops by the HR Department asking to get copies of the following items. Which one can they not have?
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Cobra Information
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Separation Notice
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Manager's Contact Information
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Retirement Information
Correct Answer
A. Manager's Contact InformationExplanation
When an employee is terminated, they have the right to request certain documents and information from the HR Department. The Cobra Information, Separation Notice, and Retirement Information are all relevant to the employee's benefits, rights, and future plans. However, the Manager's Contact Information is not typically provided to terminated employees as it is not necessary for their transition out of the company.Rate this question:
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- 6.
Select the following statement that is false.
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Employees can cover their grandchildren under medical benefits
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Employees can cover their step children under medical benefits
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Employees can cover their legal spouse under medical benefits
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Employees can elect to not carry medical benefits
Correct Answer
A. Employees can cover their grandchildren under medical benefits -
- 7.
TN is a right to work state which means employees have the right to come and go as they please and the employer must work around their schedule.
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True, it's part of the right to work labor law
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False, employers have the right to set the employees work schedule
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False, the right to work rule has nothing to do with scheduling of work hours
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True, most all states work under this guideline.
Correct Answer
A. False, the right to work rule has nothing to do with scheduling of work hoursExplanation
The given statement is false because the right to work rule does not have anything to do with the scheduling of work hours. The right to work law generally refers to a law that prohibits compulsory union membership or the requirement to pay union dues as a condition of employment. It is not related to the flexibility of employees to come and go as they please or the employer's obligation to work around their schedule.Rate this question:
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- 8.
Which statement below is true?
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FMLA allows employee to take protected time off work to care for a grandparent
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FMLA allows employees to take protected time off work to care for financial issues
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FMLA allows employees to take protected time off work to care for a spouse
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None of the above
Correct Answer
A. FMLA allows employees to take protected time off work to care for a spouse -
- 9.
All current full time employees qualify for Family Medical Leave Act
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True
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False
Correct Answer
A. FalseExplanation
The statement is false because not all current full-time employees qualify for the Family Medical Leave Act (FMLA). The FMLA only applies to employers with 50 or more employees within a 75-mile radius, and employees must have worked for the company for at least 12 months and have worked at least 1,250 hours in the past year to be eligible for FMLA leave. Therefore, not all full-time employees automatically qualify for FMLA benefits.Rate this question:
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- 10.
What is E-Verify?
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Verifying an applicant's educational background
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Verifying a new employee's legal work status
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Verifying an applicant's criminal background
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Verifying a new employee's legal marital status
Correct Answer
A. Verifying a new employee's legal work statusExplanation
E-Verify is a system used to verify the legal work status of new employees. It allows employers to electronically confirm the eligibility of employees to work in the United States by comparing the information provided by the employee on their Form I-9 with records from the U.S. Department of Homeland Security and the Social Security Administration. This helps employers ensure that they are hiring individuals who are authorized to work in the country and helps maintain a legal workforce.Rate this question:
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- 11.
An employee works unauthorized over time hours during the week. Since the manager didn't approve the over time, the company is not obligated to pay it.
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True
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False
Correct Answer
A. FalseExplanation
The statement is false because according to labor laws, if an employee works overtime hours, regardless of whether it was authorized or not, the company is still obligated to pay for those hours. The manager's approval or lack thereof does not exempt the company from fulfilling their legal obligation to compensate the employee for the extra time worked.Rate this question:
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- 12.
The company allows employees to enroll in benefits the first of the month following 60 days. Mary Ann's hire date is March 10, 2015. What is her benefit effective date?
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May 1, 2015
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May 10, 2015
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June 1, 2015
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June 10, 2015
Correct Answer
A. June 1, 2015Explanation
Mary Ann's hire date is March 10, 2015. According to the company's policy, employees can enroll in benefits the first of the month following 60 days. Therefore, Mary Ann would be eligible to enroll in benefits starting May 1, 2015. However, since her hire date is on the 10th of March, she would have to wait until the following month to be eligible. Therefore, her benefit effective date would be June 1, 2015.Rate this question:
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- 13.
In Title VII, employees rights are protected for race, religion, height, weight & gender.
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True
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False
Correct Answer
A. FalseExplanation
The statement is false because Title VII of the Civil Rights Act of 1964 protects employees from discrimination based on race, color, religion, sex, and national origin, but it does not specifically include height and weight as protected characteristics.Rate this question:
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- 14.
Using this color coded filing information, an authorization for payroll deductions for medical coverage would go in the blue folder.
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True
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False
Correct Answer
A. FalseExplanation
The color coded filing information suggests that an authorization for payroll deductions for medical coverage would not go in the blue folder, as stated in the false answer. The blue folder is likely designated for a different type of document or information. Therefore, the correct answer is false.Rate this question:
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- 15.
ABC Company is a drug free workplace and the policy includes random drug screening, pre-employment screening, post on the job accident screening and for cause screening. A manager approaches the HR Department with concern because Alice reported that Joe was seen buying beer on his lunch break. What is the appropriate steps to take in this situation?
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Nothing, Joe was off the clock when making the purchase and his behavior is not that of an intoxicated person.
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Approach Joe about his purchase and send him for a for cause drug screen
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Nothing, Alice doesn't like Joe and probably made up the story.
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Approach Joe and tell him that Alice said this and see what his explanation is.
Correct Answer
A. Nothing, Joe was off the clock when making the purchase and his behavior is not that of an intoxicated person.Explanation
The correct answer is to do nothing because Joe was off the clock when making the purchase and his behavior is not that of an intoxicated person. Since the policy only includes random drug screening, pre-employment screening, post on the job accident screening, and for cause screening, there is no reason to take any action in this situation. Joe's behavior does not violate the company's drug-free workplace policy, and there is no evidence to suggest that he was intoxicated while at work.Rate this question:
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- 16.
It is against the law to mandate that all employees be paid by direct deposit.
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True
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False
Correct Answer
A. FalseExplanation
The statement is false because it is not against the law to mandate that all employees be paid by direct deposit. In fact, many employers require direct deposit as a way to streamline payroll processes and reduce the risk of errors or fraud. However, it is important to note that there may be certain legal requirements and regulations regarding direct deposit, such as obtaining employee consent and providing alternative payment options for those who do not have bank accounts.Rate this question:
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- 17.
When is over time paid to employees?
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Any worked hours over 40 in a work week
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Any worked hours over 8 in a work day
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Any hours owed to the employee over 40 in a work week
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All of the above
Correct Answer
A. Any worked hours over 40 in a work weekExplanation
Overtime is paid to employees for any worked hours over 40 in a work week. This means that if an employee works more than 40 hours in a single week, they are entitled to receive additional pay for those extra hours. The other options mentioned, such as any worked hours over 8 in a work day or any hours owed to the employee over 40 in a work week, are not accurate explanations for when overtime is paid.Rate this question:
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- 18.
How many weeks does a qualified employee receive for FMLA leave?
Correct Answer
12Explanation
A qualified employee is eligible to receive 12 weeks of FMLA (Family and Medical Leave Act) leave. FMLA provides job-protected leave for eligible employees to care for their own serious health condition, the birth or adoption of a child, or to care for a family member with a serious health condition. The 12 weeks of leave can be taken within a 12-month period and can be used intermittently or consecutively.Rate this question:
- 19.
When are employees required by law to take a lunch break?
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Anytime they work more than 5 hours in a row
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Anytime they are scheduled to work at least 6 hours
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Anytime they work more than 6 hours in a row
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At least 30 minutes a shift
Correct Answer
A. Anytime they are scheduled to work at least 6 hoursExplanation
Employees are required by law to take a lunch break anytime they are scheduled to work at least 6 hours. This means that if an employee's shift is scheduled for 6 hours or longer, they must take a lunch break during that time. The law ensures that employees have a designated time to rest and eat during their workday, promoting their well-being and preventing exhaustion or burnout.Rate this question:
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- 20.
The employee's time card punches are below. Assuming the company takes an automatic 1 hour for lunch when it's not clocked and rounds to the nearest 10th of an hour, calculate the number of hours the employee will be paid for the week.Day Clock In Clock Out Clock In Clock OutMonday: 7:59am 11:29am 12:01pm 5:01pmTuesday: 7:58am 5:01pmWednesday: 8:02am 11:45am 12:15pm 5:03pmThursday: 8:00am 4:59pmFriday: 7:45am 12:02pm 1:00pm 5:01pm
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41.25 hours
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40.5 hours
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40 hours
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41.75 hours
Correct Answer
A. 41.25 hoursExplanation
Based on the time card punches provided, the employee worked the following hours each day: Monday (7:59am - 11:29am = 3.5 hours, 12:01pm - 5:01pm = 5 hours), Tuesday (7:58am - 5:01pm = 9.05 hours), Wednesday (8:02am - 11:45am = 3.73 hours, 12:15pm - 5:03pm = 4.8 hours), Thursday (8:00am - 4:59pm = 8.98 hours), Friday (7:45am - 12:02pm = 4.28 hours, 1:00pm - 5:01pm = 4.02 hours). Adding up all the hours, the total comes to 41.25 hours.Rate this question:
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- 21.
Name two types of identification that can be used on an I9 form.
Correct Answer
Driver's License Social Security Card Birth Certificate PassportExplanation
The I9 form requires two types of identification, and the options provided are Driver's License, Social Security Card, Birth Certificate, and Passport. All of these options can be used as forms of identification on the I9 form.Rate this question:
- 22.
List 2 items that are part of a typical onboarding process.
Correct Answer
Application Orientation New Hire Paperwork Interview Pre-Employment TestingExplanation
The correct answer is Application and New Hire Paperwork. These two items are typically part of the onboarding process for new employees. The application is the initial step where the candidate submits their information and qualifications for the position. New Hire Paperwork includes forms such as tax forms, employment agreements, and other necessary documentation that needs to be completed before the employee starts their job. Orientation, Interview, and Pre-Employment Testing are also important parts of the hiring process, but they are not specifically related to onboarding.Rate this question:
- 23.
Please compose an email to an applicant that had an interview but was not selected to fill the position.
- 24.
Briefly describe below how you would handle the following situation.A customer comes in the front lobby to pick up a sample that was supposed to be left for them and it's not there. What do you do & where do you start?
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 -
Nov 05, 2015Quiz Created by
Kelleyf
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