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NEW QUESTION 44 For human resources departments, what is the first step in enterprise risk management?

• A. employee interviews
• B. audit
• C. insurance
• D. forecasting

Answer: B Explanation: Explanation: For human resources departments, the first step in enterprise risk management is an audit. Enterprise risk management is a systematic assessment of the potential dangers to an organization, as well as the creation of a strategy to mitigate these dangers. A human resources audit looks for areas in which the business is at risk, whether because of suboptimal working conditions or noncompliance with regulations. Employee interviews may be a part of the audit. The purchase of insurance may be one consequence of an audit. Forecasting may only occur after the completion of an audit.   NEW QUESTION 45 Which of the following institutions did not receive Title VII coverage pursuant to the Equal Employment Opportunity Act of 1972?

• A. Universities
• B. Federal legislative bodies
• C. State government agencies
• D. Religious institutions

Answer: D Explanation: Explanation: The Equal Employment Opportunity Act of 1972 did not extend Title VII coverage to the employees of religious institutions. These organizations were exempted from the original version of Title VII (in the Civil Rights Act of 1964), and this exemption was maintained in 1972. Religious institutions are allowed to give preferential treatment to job candidates and employees who are adherents of that religion. Universities, state government agencies, and federal legislative bodies all became subject to Title VII with the passage of the Equal Employment Opportunity Act.   NEW QUESTION 46 A small restaurant is looking for a new short order cook. Because the job requires that the individual be able to work quickly and efficiently, the restaurant presents candidates with a preemployment test that will measure how well each completes a variety of food preparation tasks. Which of the following types of tests would be most appropriate?

• A. Cognitive Ability Test
• B. Aptitude Test
• C. Psychomotor Assessment Test
• D. Physical Assessment Test

Answer: C Explanation: Explanation: The Psychomotor Assessment Test is useful for measuring a candidate's motor skills in completing certain tasks. A short order cook would need to be able to prepare food quickly and efficiently, so such a test would be appropriate in this case. A Cognitive Ability Test focuses more on a candidate's problemsolving and analytical skills. A Physical Assessment Test measures whether or not a candidate is physically able to handle certain tasks. (For example, working for a delivery company might require the physical ability to lift and carry heavy objects; a Physical Assessment Test would be appropriate in such a situation.) An Aptitude Test measures basic skills such as typing, reading, or calculating simple math problems.   NEW QUESTION 47 Phil claims that he was not allowed to apply for an available position because of a standard defined as unlawful by the Americans with Disabilities Act. The hiring company claims that Phil was not qualified for the job in the first place. Which case is most relevant to Phil's situation?

• A. Phason v. Meridian Rail Corporation (2007)
• B. Bates v. United Parcel Service (2006)
• C. Pharakhone v. Nissan North America, Inc. (2003)
• D. Sista v. CDC Ixis North America, Inc. (2006)

Answer: B Explanation: Explanation: Bates v. United Parcel Service (2006) is the most relevant case to Phil's situation. The ruling in this case established that the company bears the burden of proving that a standard is necessary, even if the candidate is otherwise unqualified. Phil could cite this case to force the employer to justify its standard.   NEW QUESTION 48 ......