According to the WARN Act, an employer with 200 employees is required to provide 60 days' notice of a mass layoff when which of the following is true?
Answer option B is correct.
The WARN Act requires employers to provide 60 days' notice when 500 employees or 33 percent of the workforce are laid off, and it requires the number to be counted over a period of 90 days. Five employees a week for 3 months is a total of 65 employees (5 employees times 13 weeks), which is 33 percent of the workforce. The three exceptions are the ''faltering company exception'' (D) when knowledge of a layoff will negatively impact the company's ability to obtain additional funding, the ''unforeseeable business circumstance'' (C) when unexpected circumstances occur, and the ''natural disaster'' (A) exception. See Chapter for more information.
Chapter: Workforce Planning and Employment
Objective: Organization Exit/Off-Boarding Processes
OSHA has identified six standards that apply to almost all general industry employers. All of the following are standards as defined by OSHA that apply to employers except for which one?
Answer option C is correct.
Payment of employees is not something covered by OSHA so this choice is incorrect. The six standards as defined by OSHA are hazard communication standard, emergency action plan standard, fire safety standard, exit routes standard, walking/working surfaces standard, and the medical and first aid standard.
Answer option B is incorrect. The exit routes standard is one of the six standards defined by OSHA.
Answer option D is incorrect. The fire safety standard is one of the six standards defined by OSHA.
Answer option A is incorrect. The emergency action plan standard is one of the six standards defined by OSHA.
Chapter: Compensation and Benefits
Objective: Compensation
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?
Answer option B is correct.
This case centers on Brian Weber being excluded from a job training program that, if completed, would have increased his pay. His employer, Kaiser Aluminum & Chemical Corp., allowed blacks and whites into the program on one-to-one basis. Weber sued on the grounds of 'reverse discrimination.' He initially won, but then the US Supreme Court overturned the decision.
Answer options A, D, and C are incorrect. These are not correct definitions of the United Steelworkers of America versus Weber.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
Characteristics of high-involvement organizations include all of the following except which?
Answer option A is correct.
High-involvement organizations are those in which employees are encouraged to remain active, accountable members of the company. Allowing employees to come up with creative solutions to problems, clearly linking rewards to behavior (B) encouraging decision-making from the ground up (D) and demonstrating management trust through data sharing (C) are other characteristics of HIOs. See Chapters 3 and 7 for more information.
Chapter: Employee and Labor Relations
Objective: Employee Relations
A Total Rewards philosophy can help achieve an organization's strategic goals by doing which of the following?
Answer option A is correct.
A Total Rewards philosophy helps determine what kind of employees will be attracted to the organization. Developing a philosophy to target employees with the KSAs needed by the organization can help advance the organization's mission. The pecking order for jobs (D) is based on the value of those jobs to the organization. The philosophy defines leading the competition as a strategy; positioning the company to do so (C) is a result of creating the compensation structure. An entitlement culture is maintained (B) by continuing to pay employees for time on the job instead of for performance.
Chapter: Compensation and Benefits
Objective: Review Questions
