Where a worker is hired by an agency and the worker's services are contracted to Select one: a. the employer is determined by who signs the paycheque. b. the worker is an independent contractor. c. the agency is the employer. d. the worker is an employee and has rights protected by statute.
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- Which of the following job responsibility may not be a in the career of an employee under corporate finance? a. Prepares the company’s projected financial budgets b. Oversee the pension fund maintain by the firm for its employees c. Prepares the annual income tax return and filling it to the government d. Administer and review various credit and collection policy of the firmsKofi and Ama are both colleagues in an organization working in the Finance and Marketing department respectively. Ama sent an email to Kofi indicating the annual budget for securing funds for sales and advertising campaign by the Marketing Unit.Kofi replied to the email stating that the budget provided by Ama cannot be met. Ama, declined to reply to the email and then started accusing Kofi in the midst of other workers the next day.Use the above scenario to answer the following questions: a) Identify and explain within the context of the above scenario the basic steps to effective communication which was adopted by Ama in communicating with Kofi.b) Do you think Ama is right for accusing Kofi for his reply? Justify your answerD7) Reasonable accommodation requires, among other things, a requirement that the employer and union modify the collective bargaining agreement. True False Need with Explanation i will upvote u
- Which statement corresponds to this specific situation? Rowan owns a computer programming business with 15 employees. He is hiring a new employee, and he turns down a 45-year-old man because he is “too old to keep up with the rest of the group.” A. Employer may legally discriminate because the law doesn't apply to this situation B. Employer may not legally discriminate C. Employer may legally discriminate based on number of employees D. Employer may legally discriminate based on BFOQMichelle’s work performance as an employee at Fort Camp Industries was suffering due to problems at home. When asked by her supervisor, Keith, she told him about her alcoholic husband. Keith listened to her problems, expressed concern, referred her to a trained counselor, and offered to talk to her husband about this. As Michelle’s supervisor, which of the following should Keith have refrained from doing? a. Listening to Michelle’s personal problems b. Expressing concern over Michelle’s problems c. Referring Michelle to a trained counselor d. Offering to talk to Michelle’s husbandJonah Brothers entertainment received a notice of legal action related to a job applicant that was not hired based on his thought that the interviewer asked illegal questions during the interview that caused the interviewer to discriminate against the applicant. What HR activity area should be responsible for making sure this issue does not occur again? A. Recruiting and hiring employees. B. Training and developing employees. C. Monitoring and evaluation. D. Updating and maintaining employee data.
- Which of the following is an example of a ghost employee?A. A fictitious person who the fraudster creates bills for on a contract basisB. A current employee who is compensated at a rate higher than the correct paygradeC. A former employee of a company who attempts to enter into contracts on thecompany’s behalfD. An actual person who does not work for a company but is nevertheless addedto that company’s payrollRachel is applying for an executive position in a multi-million dollar company. She really wants this position and would do anything to get it. She overstated some of the details in her resumé to impress the interviewer. Describe the nature of Rachel’s unethical decision. A) It conforms to the norm. B) It harms the company. C) It defies the corporate rules. D) It produces an immediate benefitWhich of the following statements is true about good recruiting efforts? If a disparate impact exists between an employer’s workforce and the relevant labor markets, then the employer is required by law to expand its external recruiting efforts. Wording about specific designations such as EEO/M-F/AA/ADA in employment advertisements would be considered illegal. Advertising job openings for “exercise boys” for a race track would be considered legal terminology. A salon that advertises job openings for “young and enthusiastic” employees would be considered impartial.
- Security responsibilities should be addressed at the recruitment stage, included in contracts, andmonitored during an individual’s employment. Potential recruits should be adequately screened, especially forsensitive jobs. Clarify the controls that must be considered/conducted in the verification checks on permanentand casual staff at the job application stage.The HR department at Clearwater Electronics received notice that a grievance procedure was filed by an employee. A member of the HR department has met with the employee, a union representative, and the employee’s immediate supervisor to resolve the issue of concern. A resolution was reached, and the employee returned to work. Why is it important to have a grievance procedure? The grievance procedure provides a way for an employee who misinterprets an agreement to dispute what was previously agreed between the company and the union. The grievance procedure provides a method to handle employee complaints before they become serious issues. The grievance procedure notifies the company that litigation is forthcoming. The grievance procedure allows an employee to be protected from any retaliation from others who might not agree with their complaint.An employer who unilaterally changes the job description of the employee could: a. Be subject to an action for just and sufficient cause b. Be subject to an action in simple resignation c. None of the other answers is correct d. Be subject to an action for constructive dismissal e. Be subject to an action for destructive remission