HR Coordinator Screening Assessment

It is not okay to give Sue a copy of Sam's pay stub just because they are married and employed by the same company. Sharing personal financial information without consent is a violation of privacy. Each individual's pay stub should be kept confidential and only shared with authorized individuals or parties.

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.

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.

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.

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.

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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.

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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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.