Deck 10: Employee Health and Safety

Question 1

Which type of worker programs are designed to ensure employees are free from stress and anxiety related to their personal protection?

A) Safety programs
B) Security programs
C) Employee assistance programs
D) Performance assessment programs

Answer 1

B

Question 2

How can HR managers help minimize or eliminate workers' repetitive stress injuries?

A) Increase worker pay rates.
B) Redesign jobs and job sites.
C) Mandate the use of MSDS for all workers.
D) Increase the number of opportunities for cross-training.

Answer 2

B

Question 3

In what decade did the US Congress pass the first significant legislation specifically addressing workplace safety?

A) 1970s
B) 1980s
C) 1990s
D) 2000s

Answer 3

A

Question 4

Zero-tolerance policies in a hospitality operation should be designed to assist in eliminating

A) harmful chemicals.
B) harassing behavior.
C) illegal promotion criteria.
D) the occurrence of slips and falls.

Question 5

Which item commonly found on a hotel room attendant's cleaning cart would be subject to OSHA's "lock-out/tag-out" regulations?

A) Tile cleaner
B) Window cleaner
C) Vacuum cleaner
D) Furniture polish

Question 6

What is the primary purpose of an Employee Assistance Program (EAP)?

A) Reduce work-related illness and injuries.
B) Provide workers with financial incentives for goal achievement.
C) Help employees address problem areas in their personal lives.
D) Provide training to assist employees in their career advancement.

Question 7

An operation's emergency plan identifies a likely crisis situation and

A) the probability of its occurrence.
B) its impact on the operation's revenue.
C) details how the operation will respond to it.
D) identifies the cost of eliminating its occurrence.

Question 8

HR managers are most likely to interact with OSHA in the areas of

A) benefits and compensation.
B) enforcement and recordkeeping.
C) promotion and pay raise criteria.
D) job applicants' records and immigration control.

Question 9

The two most important federal laws related to employee health and safety are the Occupational Safety and Health Act (OSHA) and the

A) Equal Pay Act.
B) Civil Rights Act.
C) Fair Labor Standards Act.
D) Patient Protection and Affordable Care Act.

Question 10

What is the first step HR managers should take when developing employee safety and security programs?

A) Program evaluation
B) Program implementation
C) Recognition of a safety threat
D) Program development in response to the threat

Question 11

Which event experienced by a worker should be addressed immediately by an HR manager because it could directly threaten that worker's feelings of safety and security?

A) Being bullied
B) Being promoted to a new position
C) Receiving a poor performance assessment
D) Been passed over for promotion to a new position

Question 12

To comply with OSHA regulations, a written emergency action and fire prevention plan is required in all work facilities with a minimum of

A) 2 or more employees.
B) 10 or more employees.
C) 50 or more employees.
D) 100 or more employees.

Question 13

Which areas of a worker's decision making are employee wellness programs (EWPs) designed to influence?

A) Career choices
B) Lifestyle choices
C) Educational opportunities
D) Training program participation

Question 14

Which response to a security threat is an HR manager applying when she suggests the installation of increased lighting in her operation's parking areas?

A) Systematic inspection
B) Enhanced ploy the training
C) Modification of physical facilities
D) Modification of standard operating procedures

Question 15

In 1986, the US Supreme Court ruled that unwelcome sexual conduct at work is a violation of the

A) Civil Rights Act.
B) Fair Labor Standards Act.
C) Americans with Disabilities Act.
D) Occupational Safety and Health Act.

Question 16

Material Safety Data Sheets detail important information related to

A) preventing back injuries.
B) the causes of slips and falls.
C) defective electrical equipment.
D) the use of hazardous chemicals.

Question 17

What is the cause of carpal tunnel syndrome?

A) High levels of stress
B) Insufficient lighting levels
C) Injury due to repetitive movement
D) Inadequate number of facility air exchanges

Question 18

Why do managers design and implement crisis programs?

A) To remove these direct threats to employee safety and security
B) To better calculate the cost of threats to employee safety and security
C) To help minimize the impact of threats to employee safety and security
D) To demonstrate management's commitment to a zero-tolerance crisis environment

Question 19

What is the final step managers should take when developing employee safety and security programs?

A) Program evaluation
B) Program implementation
C) Recognition of a safety threat
D) Program development in response to the threat

Question 20

Which type of worker programs are designed to ensure employees are free from the conditions that could cause them personal harm?

A) Safety programs
B) Security programs
C) Employee assistance programs
D) Performance assessment programs

Question 21

The two types of sexual-harassment identified by the Supreme Court are quid pro quo and

A) ongoing harm.
B) hostile environment.
C) persistent occurrence.
D) inappropriate behavior.

Question 22

For which type of sexual harassment will employers automatically be held liable whether or not steps were taken to correct the situation?

A) Quid pro quo
B) Ongoing harm
C) Persistent occurrence
D) Inappropriate behavior

Question 23

When determining whether specific conduct is considered to be hostile, the EEOC evaluates the conduct from the viewpoint of a/an

A) average person.
B) average worker.
C) reasonable person.
D) reasonable worker.

Question 24

Quid pro quo harassment refers to

A) any form of psychological harassment.
B) unacceptable intrusion of personal privacy.
C) harassment that includes the threat of physical violence.
D) the forcing of an employee to submit to sexual demands or suffer negative consequences.

Question 25

An employee who was the victim of continued verbal intimidation because of her religion quits her job. Her employer could face lawsuits brought by this employee alleging

A) harassment and constructive discharge.
B) harassment and violations of the Equal Pay Act.
C) constructive discharge and Fair Labor Standards Act violations.
D) constructive discharge and Occupational Safety and Health Act violations.