Are You Ready To Test Your HR Knowledge! Trivia Quiz

Explanation
If an applicant has at least five years of employment history, then management should obtain references for the past five years of employment history. References from multiple employers totaling the last five years of work experience are acceptable. If an applicant has less than five years of employment history, then a reference should be obtained from the previous employer(s) the applicant lists on the application, plus one Professional/Educational/Civic reference. If an applicant has no prior employment history, then at least two Professional/Educational/Civic references should be obtained.

Explanation
If an employee does not give a resignation either verbally or in writing and also walks off the job this is considered a job abandonment. The employee should be terminated through UltiPro as "Job Abandonment" and appropriate notes entered. See HR Guidelines for detailed instructions.

Explanation
If six months have passed since the date of a counseling and the employee has had no other disciplinary action taken against them during the six months, the last counseling issued would rescind one step.

Explanation
Anytime management is aware of an employee violating or attempting to violate the employee pass policy, a statement should be obtained from the employee and HR should be contacted for guidance.

Explanation
Jewelry should be limited to:
-no more than three rings total between both hands
-necklaces must be concealed for safety reasons
-earrings for female employees—one per ear, no larger in size than a quarter

Explanation
Clerical employees who receive a weekly salary are not automatically exempt from the overtime requirements of the Fair Labor Standards Act. The exemption from overtime pay depends on various factors such as job duties, salary level, and classification as exempt or non-exempt. Therefore, the statement that clerical employees who receive a weekly salary are exempt from overtime requirements is false.

Explanation
Historical cost refers to the actual expenses incurred in the recruitment, training, and development of an employee. It includes all the costs that have been previously recorded and can be verified. This term is commonly used in accounting to determine the value of an asset or investment based on its original cost. In the context of employee costs, historical cost represents the total amount spent on hiring, training, and developing an employee over time. It does not consider any potential future costs or opportunities that may arise.

Explanation
The reason for the grievance that arises out of disagreement can be attributed to various factors, including group work dynamics, wage rates, and terms of employment. In a group work setting, conflicts may arise due to differences in opinions, work styles, or conflicting goals. Wage rates can also lead to grievances if employees feel that they are not being fairly compensated for their work. Additionally, disagreements regarding the terms of employment, such as working hours, benefits, or job responsibilities, can also contribute to grievances. Therefore, all of the options mentioned - group work, wage rate, and terms of employment - can be potential reasons for the grievances that arise out of disagreement.

Explanation
Depth tests are conducted to measure the ability of candidates to apply specific skills. These tests assess the candidate's knowledge, understanding, and proficiency in a particular area or field. They go beyond surface-level knowledge and assess the candidate's ability to apply their skills in practical situations. Therefore, depth tests are an effective way to evaluate a candidate's competence and suitability for a specific job or task.

Explanation
Performance appraisal is the process of evaluating and assessing an employee's job performance and determining the value of the work done by the employee. It involves reviewing the employee's achievements, skills, and overall contribution to the organization. This assessment helps in determining the employee's worth and deciding on appropriate rewards, promotions, or feedback for their work.