Yolanda is an HR Professional for her organization that has 250 employees. Yolanda is working with Thomas, a manager in the company. Thomas reports that Carrie, one of his staff members, will be leaving the organization for a leave absence due to a pregnancy issue. Thomas wants to know if he can terminate Carrie's employment because she won't be able to complete her work due to the pregnancy issue. What's the best answer for this scenario?
Answer(s): D
Under the Pregnancy Discrimination Act of 1978, organizations must treat employees that are temporarily unable to complete their jobs due to pregnancy, the same way the organization would treat any other temporarily disabled employee.Answer option B is incorrect. Thomas can't terminate Carrie's employment because of pregnancy. Answer option C is incorrect. The Pregnancy Discrimination Act actually applies to organizations with 15 or more employees.Answer option A is incorrect. There is no 28-day time limit to the requirements of the Pregnancy Discrimination Act.
Your organization is aiming to reduce costs by stopping wastes in the production cycle. The company has created a plan that will reward employees 50 percent of the savings from the waste stoppage. What type of compensation plan is your organization offering to employees in this instance?
Answer(s): C
Gainsharing is a compensation plan where the money saved by reducing waste is shared among the employees or project team. It can also be used as an incentive for additional revenues generated. Answer option D is incorrect. A short-term incentive usually last a year or less and the scenario doesn't indicate how long this incentive may be offered. Answer option A is incorrect. A team incentive is for a particular team to reach a common goal. This choice is tempting but gainsharing is a more accurate description of what's occurring in this scenario. Answer option B is incorrect. Profit sharing is similar to gainsharing, but the focus is one a profit goal, not a waste reduction goal.
What is the compa-ratio for an employee that earns $75, 000 per year, but the midpoint for the role is $85, 000 per year?
The compa-ratio helps organizations determine how closely an employee's pay is in synch with market. You must also consider the length of employment, service, skills, and other factors in the decision for compensation. The ratio is found by dividing the employees' salary ($75, 000) by the midpoint for the role ($80, 000) for the ratio of 88 percent. Answer option C is incorrect. 113 percent is the inverted formula by dividing $80, 000 by $75, 000. Answer option A is incorrect. $10, 000 is the difference of the two values, but this isn't the compa- ratio.Answer option B is incorrect. This isn't a valid figure for the question.
As a HR Professional you must understand the laws and regulations, which affect employee compensation. If a non-exempt employee works more than 40 hours per week, what is their overtime pay rate?
Answer(s): A
Overtime pay is 150 percent of the employee's base hourly pay. It is commonly called time and a half.Answer option B is incorrect. Overtime pay is a federally-mandated law, not a state law. Answer option C is incorrect. Non-exempt employees do receive overtime pay. Exempt employees do not.Answer option D is incorrect. Overtime pay is 150 percent, not just 50 percent of the base pay.
If a union wants to organize, it typically moves through five steps to the organizing process. Which step of union organization would require the union to collect at least 30 percent of signed authorization cards from employees?
The confirm interest stage, the second of five phases to unionization, typically requires 30 percent of the employees to sign an authorization card. Some unions may seek 50 percent of authorization cards, in some instances.Answer option C is incorrect. Make a connection is the first stage of the unionization process. This stage is to establish a connection, to determine if there is any interest in the forming or joining of a union.Answer option D is incorrect. The obtain recognition stage, the third stage of the unionization process, is to gain recognition from the employer. This stage causes the employer to give the NLRB a list of names and addresses of employees who are eligible to vote in the union certification election. Answer option B is incorrect. The campaign stage of the unionization process if the fourth step in preparation for the final stage, the election to determine unionization of the employees.
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