An organization may remotely review documents that prove identity and eligibility to work in the United States (US) when the:

• A.Employee is a remote worker.
• B.Employer participates in E-Verify.
• C.Employer is multistate with at least 50 workers.
• D.Employee is located more than 50 miles from the worksite.

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Robert is the HR Professional for his organization and he's speaking with the federation chairman about the labor and the direction of unions. What is a federation?

• A.A federation is the same as a union.
• B.A federation is the governing body of a union.
• C.A federation is a group of national unions.
• D.A federation is a union that has international members.

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You are a HR Professional for your organization and you're educating your staff on the Pregnancy Discrimination Act. Which one of the following statements about the Pregnancy Discrimination Act is not true?

• A.Pregnancy related benefits cannot be limited to married employees.
• B.If an employer provides any benefits to workers on leave, the employer must provide the same benefits for those on leave for pregnancy-related conditions.
• C.An employer is allowed to refuse to hire a pregnant woman because of the imminent time frame of the needed leave to deliver and care for the child.
• D.Employers must provide the same level of health benefits for spouses of male employees as they do for spouses of female employees.

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HR can best promote collaborative work environments by: (Select TWO options.)

• A.Emphasizing individual recognition and reward systems
• B.Facilitating cross-functional training and job rotation
• C.Substituting face-to-face meetings with virtual technology
• D.Scheduling mandatory meetings with informal agendas
• E.Encouraging innovative solutions to challenges

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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?

• A.The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.
• B.The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.
• C.The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.
• D.The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.

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