Liberty University BUSI 342 exam 4 test complete solutions correct answers A+ work

Liberty University BUSI 342 exam 4 test complete solutions correct answers A+ work

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FLMA leave is typically paid and employers are also required to cover the workload for employees on family leave

Developed nations are far more likely to provide compulsory, government-sponsored health plans for all citizens

In companies that provide defined benefit plans, if the funding is inadequate to pay the benefits promised, the employees must make up the shortfall

Employees are generally more satisfied with an employer that provides fewer benefits but does a better job of explaining them.

An employee would have limited access to a company’s health plan if the employee’s spouse works for another company that offers health insurance

Unpaid leaves of absence generally do not cost the firm much beyond continued benefits for the employee on leave

Employees are more likely to stay with employers who provide child-care and elder-care benefits

Workers cannot be asked to make financial contributions for coverage under workers’ compensation programs

The concept of no-fault insurance implies that an injured worker would not receive benefits if the accident was the employee’s fault

In the U.S., part-time employees are most likely to receive health and life insurance benefits and paid time off and least likely to receive retirement benefits.

Emotional illnesses such as schizophrenia and depression are considered disabilities under the ADA

A construction worker is killed when the scaffolding he was standing on breaks and falls. The company he works for has violated safety rules several times before and therefore, the site manager can be arrested and imprisoned for six months for the crime

Under workers’ compensation laws, employers transfer a portion of employees’ basic compensation to an insurance fund that would compensate employees for injuries received while on a job

According to the Civil Rights Act and Pregnancy Discrimination Act, employers should not prevent people from working in hazardous jobs because of reproductive concerns

A serious drawback of most drug tests is that they show impairment of abilities even when impairment is caused by fatigue or illness and not substance abuse

If an OSHA compliance officer finds a condition of imminent danger in a workplace, the officer may get a federal court injunction to close the company until the condition is rectified.

It is the primarily the duty of the HR unit in a company to implement disaster and recovery plans

Julie, a legal assistant in a company, injures her back while lifting a box of trial documents onto her desk when working from home. Julie can depend on her company’s workers’’ compensation coverage for treating her injuries

Firms that do not screen employees adequately can be subject to liability if an employee commits crimes later

The Occupational Safety and Health Act provides for on-the-spot inspections by OSHA representatives

One of the advantages of using a peer review panel for dispute resolution is the provision of a due process

It is illegal for an employer to review an employee’s unusual behavior off the job

Operating managers, and not HR staff, are the main users and enforcers of rules, procedures, and policies in a company

In the United States, whistle-blowers are less likely to lose their jobs in public employment than in private employment

If employees have a legal right to some benefit, they also have a moral right to the same

Mere employee expectations about acceptable behavior and performance cannot legally be considered an implied contract

If an employer deliberately makes conditions intolerable for an employee as an attempt to force an employee to resign, the employer is guilty of wrongful discharge

If drug testing is done for probable cause, it needs to be based on performance-related behaviors and not just the substance usage itself

Several comprehensive whistle-blowing laws fully protect the right to free speech of both public and private employees

The Polygraph Protection Act allows the use of polygraphs for most pre-employment screening.

It is illegal for employers to forbid distribution of union literature during work hours in work areas

If a grievance is not settled by arbitration, the grievance procedure requires the grievant to file the grievance with a federal court

Hiring “union busters” during the organizing campaign of a union is an unfair labor practice

The Taft-Hartley Act allows the U.S. Senate to declare that a strike presents a national emergency

Right-to-work laws allow a person the right to work without having to join a union

It is the responsibility of an operating manager, and not the human resources unit, to engage in grievance prevention efforts in a company

Unions in some situations have encouraged workers to become partial or complete owners of the companies that employ them

The Postal Reorganization Act of 1970 prohibits postal workers from striking and has established a dispute-resolution process for them to follow

Providing incentives to employees to dissuade them from organizing is a popular legal strategy used by employers to prevent unionization

The Landrum-Griffin Act appointed the U.S. Secretary of Labor to act as a watchdog of union conduct

Statutory rights are the result of specific laws or statutes passed by federal, state, or local governments

The use of employment contracts is restricted to the hiring of executives and senior managers

Unionized employees are free agents, unrestrained by any implied or written contracts

If employees have a legal right to some benefit, they also have a moral right to the same

An employee has rights and responsibilities beyond those spelled out in the job description, employment contract, HR policies, and the employee handbook

Mere employee expectations about acceptable behavior and performance cannot legally be considered an implied contract

The employment-at-will doctrine overrides implied contracts

If an employer deliberately makes conditions intolerable for an employee as an attempt to force an employee to resign, the employer is guilty of wrongful discharge

The complaint procedures used to provide due process for unionized employees often differ from those for nonunion employees

The use of arbitration in employment-related situations can be considered unfair because it is the employers who often select the arbitrators

One of the advantages of using a peer review panel for dispute resolution is the provision of a due process

One of the disadvantages of using transformative mediation for dispute resolution is that it is less exploratory in nature than other methods

In most states, public-sector employees have greater access to their personnel files than do private-sector employees

A citizen’s right of individuals to freedom of speech granted by the U.S. Constitution is an unrestricted one in the workplace

In the United States, whistle-blowers are less likely to lose their jobs in public employment than in private employment

Several comprehensive whistle-blowing laws fully protect the right to free speech of both public and private employees

It is illegal for an employer to review an employee’s unusual behavior off the job

One industry in which dress and appearance codes and policies are important is the retail industry

The right of U.S. citizens to be protected from search and seizure does not apply to employees of private employers

Employers should avoid informing employees if employee activities are being monitored so as to attain undiluted results

Under the Fair and Accurate Credit Transactions Act, employers are allowed to bring in private investigators without first notifying the employees under investigation or getting their permission

The Polygraph Protection Act allows the use of polygraphs for most pre-employment screening

The dependency on illegal drugs is not a disability under the American with Disabilities Act

If drug testing is done for probable cause, it needs to be based on performance-related behaviors and not just the substance usage itself

Operating managers, and not HR staff, are the main users and enforcers of rules, procedures, and policies in a company

Employee handbooks should be customized to fit a company’s current situation instead of being too generalized

Including a disclaimer in an employee handbook that employees can be terminated at any time with or without cause does not imply that the right of employment-at-will holds

Organizational newsletters, company magazines, and email announcements are examples of upward communication within a company

Discipline is a form of training that enforces organizational rules

Counseling is the last step before the termination of an employee in the positive approach to discipline

For separation agreements to be legally enforceable, the considerations usually should be additional items that are not part of normal termination benefits

Workplace accident rates have been decreasing for years. This has also reduced the amount of accident costs for employers

Older workers have lower frequencies of disabilities but when they are out from work due to a disability, they are out longer than younger employees

Self-employed persons have a lower accident rate than employees because self-employed persons work at their own speed and can rest if they become fatigued

As the new HR director for a company with a history of OSHA violations and haphazard records of workplace hazards and accident records, your best option to reducing the company’s exposure to lawsuits is to purchase Employment Practices Liability Insurance for the company

A high-level executive with a U.S. firm and her family is being transferred to Sweden. Kidnap and ransom insurance would probably be a justifiable expense in this case

During a fire at nursing home, Brendan inhaled smoke while trying to rescue the patients, resulting in permanent lung damage and post-traumatic stress disorder. This would need to be reported as an OSHA incident and Brendan would be covered by workers’ compensation for both the lung damage and the PTSD

Julie works for a law firm and telecommutes from an office in her home three days a week.  One day, Julie is lifting a box of trial documents onto her desk and injures her back.  Julie’s injury is probably covered by her employer’s workers’ compensation plan

Federal child labor laws forbid employers to allow anyone under the age of 21 from working in a hazardous occupation

In an attempt to increase employment for disabled persons, the ADA requires employers to make accommodations for injured employees by providing them light-duty work

If an employee has been injured at work and must stay home to recuperate, the employer may not require the employee to use up his/her FMLA leave at the same time

In the U.S. the prevailing approach to major industrial disasters such as the BP Deepwater Horizon explosion which killed 11 workers is that they are “acts of God” and unavoidable

If the construction company management should have known that some of its Somali employees did not understand English well enough to comprehend the instructions for safe use of scaffolding, and if an employee is injured on the scaffolding because of improper use by one of the Somali employees, the company will be probably be guilty of violating OSHAs general duty clause

HR is required to maintain central files of material safety data sheets so that the MSDSs can be rapidly accessed by supervisors in case of employee injury

Munster Garden Tool, Inc., displays all posters from government regulatory agencies, including OSHA, on the back wall of the parking garage. All employees know the posters are displayed in this location, but few employees pass this spot in their daily work routine. Munster is in violation of OSHA

Gerard is the HR manager in a firm that designs and manufactures expensive custom-made furniture.  Because the workers use both manual and electrical equipment, cuts and scrapes are fairly common.  Gerard should make sure that the company has bloodborne pathogen control, plans and employee training

Some workplaces have areas designated as “hard hat areas.” This would come under OSHA’s regulations for ergonomics

Cumulative trauma disorders are most likely to occur when a worker is required to stand for long periods of time in the same place such as when doing assembly-line work

It is illegal to bar fertile women from jobs that might harm their fetuses if they became pregnant

If an OSHA compliance officer shows up at a workplace with a search warrant, the company can request a 24-hours grace period before the compliance officer can enter the workplace

If an OSHA compliance officer finds a condition of imminent danger in a workplace, OSHA may have get a federal court injunction to shut down the company until the condition is rectified

Many of the work sites at which workers are injured are work sites that have not been inspected by OSHA in the previous five years

A worker for a highrise window washing company has fallen 12 stories to his death due to a faulty scaffold. The CEO of this company, which has repeatedly been cited by OSHA for unsafe scaffolding, could spend six months in jail

The individual approach to safety is based on the assumption that if machines are designed with safety features it will be difficult or impossible for employees to hurt themselves

Benchmarking of safety data across different companies in the same industry is not useful because each company has unique operating processes

A company that manufactures parts for windmills has seen demand for its products go so high that it will need to ask employees to work four hours of overtime daily for the foreseeable future. The HR director has warned that from a safety perspective, it would be better to hire additional employees than to ask current employees to work overtime. The HR director is correct

The majority of states require all but the smallest employers to form safety committees

A good way to measure the usefulness of a workplace safety English program for employees who speak English as a second language would be to calculate the cost-per-employee of the program

A serious drawback of fitness for duty tests is that they show impairment of abilities even when the impairment is caused by fatigue rather than substance abuse

The Department of Transportation requires drug testing for workers in certain occupations and industries, whereas drug testing is optional for most other employers

One of the architects at a major firm began acting erratically. Numerous medical tests ruled out physical causes, such as a brain tumor. The final diagnosis was a type of psychosis. This architect is NOT protected by the ADA because this is a mental, not a physical, ailment

OSHA regulations ban all smoking in the workplace

Obese employees are more expensive for employers than are employees who have optimal weight

Ingram Import-Export, Inc.offers annual health screenings that take blood pressure, screen for vision defects, calculate body mass indexes and such. Ingram is operating at the “lifestyle wellness” level of health promotion

Most employees who are victims of homicide at work are killed by a co-worker

Employers are turning to online EAPs to counsel troubled employees. Not only are these programs less expensive than traditional EAPs, employee outcomes are comparable

A nurse on the night shift is being subjected to threatening phone calls at work by a former boyfriend. She has gone to HR to express her fear that he is going to wait for her in the hospital parking lot one night, even though this man has never specifically said this. It is NOT the employer’s responsibility to take action

Martina, the HR director for a metropolitan TV station, has disciplined and now terminated an employee who has been behaving erratically, being uncivil to coworkers and making verbal threats against her supervisor. Since the TV station does not have a code of conduct and firm policies on appropriate employee behavior, Martina is opening up the company to a potential lawsuit if the employee is later diagnosed with a mental illness

An effective way to reduce the threat of homicides in the workplace committed by criminals is to restrict access to the facility

Most companies prefer to use in-house security staff because of the risk of outsiders gaining access to confidential or proprietary information

A lesson of Hurricane Katrina is that databases located outside the affected region (rather than in the same area as the hurricane damage) allowed some companies to be able to locate employees and continue services such as benefits delivery and paychecks

The director of HR for a company with a branch office in Beijing has been informed that there is an outbreak of avian flu in the city. The director’s first actions should be to test all of its Beijing employees who are U.S. nationals and to evacuate those U.S. employees who test negative for the flu

Organizations rarely view benefits as an effective retention tool because employees generally have very little understanding of the benefits provided by their employers

Most benefits, except for paid time off, are taxed as income to employees

Developed nations are far more likely to provide compulsory, government-sponsored health plans for all citizens

The United States is the only major developed nation that does not guarantee workers paid sick leave

In the U.S., part-time employees are most likely to receive health and life insurance benefits and paid time off and least likely to receive retirement benefits

Increases in employer expenditures for benefits are growing faster than increases in wages for employees

Employees are generally more satisfied with an employer that provides fewer benefits but does a better job of explaining them

Legally required benefits make up more than half of the total cost of benefits

Increasing the retirement age for employees is a strategy to keep the Social Security program insolvent

The concept of no-fault insurance implies that an injured worker would not receive benefits if the accident was the employee’s fault

Workers cannot be asked to make financial contributions for coverage under workers’ compensation programs

An employee who is out of work and actively looking for employment can receive up to 26 weeks of pay through unemployment compensation

Workers in the private sector are far more likely to have a defined benefit plan than workers in the public sector

In companies that provide defined benefit plans, if the funding is inadequate to pay the benefits promised, the employees must make up the shortfall

Defined contribution pension plans offer greater security to employees because these benefits are guaranteed by the Pension Benefit Guaranty Corporation (PBGC).

Employees find 401(k) plans unattractive because these plans require employees to pay higher income taxes during working years

Violations of the Employee Retirement Income Security Act (ERISA) can lead to disqualification of a pension plan

According to the Patient Protection and Affordable Care Act, enrollment in health coverage is mandatory for every citizen

Copayments are costs that an insured pays for medical treatment

Copayments are paid by insured individuals to cover their entire medical expenses

An employee would have limited access to a company’s health plan if the employee’s spouse works for another company that offers health insurance

Divorced spouses and dependent children of former or current employees should be offered extended health care coverage under the COBRA

Long-term disability insurance provides continuing income protection for employees who become disabled and are unable to work

The federal government mandates a minimum of two weeks severance pay for older employees who are asked to retire early

Only employees who have worked at least 12 months and 1,250 hours in the previous year are eligible for leave under the FMLA

FMLA leave is typically paid and employers are also required to cover the workload for employees on family leave

Employees are more likely to stay with employers who provide child-care and elder-care benefits

Union contracts have an impact on the number of paid holidays offered by organizations

Research has shown that absenteeism because of illness is lower when employees are not paid for sick time

Unpaid leaves of absence generally do not cost the firm much beyond continued benefits for the employee on leave