Olivia suspects her payroll clerk of embezzlement. She has inspected the records for the past 3 months, and the pattern is clear. But to be sure it is the payroll clerk and not the accounts payable clerk, Olivia wants to confront her and demand she take a lie detector test.
Response:

• A. Good going, Olivia. You caught her. Sure enough, demanding that she take a lie detector test is a good way to confirm your suspicions.
• B. While lie detector tests can be used for some employees, accounting employees are exempt. You can't test her.
• C. Lie detector tests can be required only in limited circumstances, and this isn't one of them. You can't test her.
• D. Lie detector tests are not permitted for any use by any employer. You can't test her.

Naji is wondering how he is going to describe the difference between his organization's employee grievance resolution process and the discrimination complaint-handling process. What would you suggest?
Response:

• A. Handling grievances is not required by law, but handling discrimination complaints is a legal requirement under federal law.
• B. There isn't any difference between them. The processes for handling them are the same.
• C. Grievances happen only in union-represented organizations, so Naji doesn't have to worry about that. He still has to explain how discrimination complaints can be handled in his organization.
• D. Employee grievances are often regarding workplace rules and work assignment processes. Discrimination complaints have more to do with equal employment opportunity issues.

A bonus paid to an employee based on his or her performance at the end of a period of time is referred to as Response:

• A. Service-based
• B. Performance-based
• C. Discretionary
• D. Formula-based

Mary has had a bad encounter with her supervisor, Henry. That evening after getting home from work, she pulls out her computer and sends a blistering blog post to her Facebook page. She names her company and her supervisor. She calls him unfair, pigheaded, and without principles.
What can the company do about her posting?
Response:

• A. The company is protected against such employee comments by the Fair and Decent Treatment Act and can take disciplinary action against Mary.
• B. The company is prohibited from any action against Mary because she is engaging in a protected concerted activity.
• C. The company can demand that Facebook remove the offensive post. If it doesn't, the company can file legal action against Facebook.
• D. The company can demand that she remove the offensive post. If she doesn't, the company can file legal action against her.

A job offer letter should be sent to a selected candidate immediately after:
Response:

• A. All contingencies are addressed
• B. The hiring decision is made
• C. Both parties review the employment contract
• D. Both parties verbally agree to any relocation expenses