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One of the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 is that employers must grant a leave of absence for military service. Typically, how long must an employer grant leave to the individual for military service?
Answer option A is correct.
The employer must grant coverage for up to five years for the individual. There are certain conditions that can extend the coverage beyond five years, but this is the typical amount.
Answer option C is incorrect. Two weeks is not a valid answer for this question.
Answer option D is incorrect. One year is not valid, as the correct amount is five years.
Answer option B is incorrect. The typical leave is up to five years, though there are some conditions that may require the leave beyond five years.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
There is a document the federal government has created that you would like to use in your training class. You'll be teaching how the form is designed, its purpose, and what all parts of the form provide. The form will be included in your overhead presentation, in the course manual, and as a handout in the classroom. Is this legal?
Answer option D is correct.
Work created by the federal government is in the public domain and not protected by copyright laws.
Answer option A is incorrect. The form is copyright-free.
Answer option B is incorrect. The form can be distributed in the seminar as it is copyright-free in the public domain.
Answer option C is incorrect. The form can be distributed by overhead presentations and in the course handouts.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
Nonexempt employees are not required to be paid to attend training events when four certain conditions are met. Which one of the following is not one of the four conditions to determine if a nonexempt employee should be paid for training?
Answer option B is correct.
The documentation of attendance in a performance review would cause the event to be a requirement or at least affect the person's employment. This would disqualify the event from being non-paid. The fourth requirement is that no other work is performed during the event.
Answer options A, D, and C are incorrect. The event must be outside normal work hours, the event must be voluntary, and the event may not be job related are among the four requirements to keep the event as a non-paid event.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
Which of the following definitions is correct for the term job bidding?
Answer option C is correct.
Job bidding allows internal candidates to express interest in a job prior to it becoming available. It gives employees the opportunity to develop the skills necessary to successful compete for the position once it becomes available. A job posting is an internal job announcement (A); RFP's (B) are typically used to allow outside vendors to bid on project work and the ranking of job applicants is a function of the selection process used to identify the most qualified individual for the job.
Chapter: Workforce Planning and Employment
Objective: Review Questions
Diane is the HR Professional for her organization and she's examining the ranges for the compensation levels of her company. Which one of the following statements best describes what a range for compensation is?
Answer option C is correct.
A range is the space between the minimum and maximum pay for the type of work or role an employee satisfies in an organization.
Answer option D is incorrect. A range is not assigned to employees worth based on incentives.
Answer option B is incorrect. Ranges are not federally mandated so this choice is not valid.
Answer option A is incorrect. The choice isn't valid because it's not the worth of the responsibilities, but the range of pay from minimum to maximum for employees.
Chapter: Compensation and Benefits
Objective: Compensation
