states have expanded Medicaid availability to income eligible individuals. (This currently does not apply in Florida). Federal and state plans vary significantly. Conclusion Regardless of which entity is the employing unit, CAB or community association, the HRM system is an intricate part of obtaining and retaining the right employees. From the CAM who is either employed by or contracted with the community association, to the staff members serving the community association directly or indirectly and other service providers as independent contractors. An effective HRM system incorporates the initial aspects of setting guidelines, preparing policies and employee materials, such as an employee handbook, providing training, and considering the most current workforce mechanisms whether that be on site employees, remote workers, electronic systems, or artificial intelligent systems.
A community association should consult with its attorney and insurance agent to ascertain its rights and responsibilities, if any, under federal and state laws.
Whether the employer publishes written policies or employee handbooks, provides information through an outsourced and/or on-line provider, or simply posts legally mandated posters on a job site, it is critical to review, update, and clearly communicate changes. These strategies all have the potential of protecting both employee and employer from personal and legal actions. They need to be carefully thought out and communicated to all whom they may apply including employees and non-employees. Adhering to federal, state, and local governance is essential for an effective human resource management system and all stakeholders involved.
HUMAN RESOURCE MANAGEMENT SYSTEMS AND DEVELOPMENT Final Examination Questions Select the best answer for each question and mark your answers on the Final Examination Answer Sheet found on page 76, or complete your test online at EliteLearning.com/Book
16. What does harassment include? a. Making derogatory comments, slurs, and lewd propositions towards an employee. b. Criticizing and employees who incorrectly performs a task. c. Praising and employee for the choice of automobile. d. Suggesting that an employee needs to dress in conformance with the company dress code. 17. According to FLSA, what is an hourly employee? a. An employee who is paid for each hour worked, but not for overtime. b. An employee who is permitted to work only a 40-hour week. c. An employee who must receive overtime pay for hours worked in excess of the regular work week. d. An employee who receives a salary and must work whatever hours are necessary to accomplish the job. 18. Which is NOT true about an organizational culture? a. It is a set of shared values. b. It has unwritten rules that are often taken for granted. c. It is described in the employee handbook. d. It guides employees towards acceptable and rewarding behavior. 19. A proper job description includes all of the following, EXCEPT: a. Required duties. b. Compensation. c. Necessary skills and knowledge. d. Reporting relationships. 20. Subjects that are prohibited from being raised by an employer during a job interview include all of the following, EXCEPT: a. Marital Status. b. Religion. c. Salary requirements. d. Pregnancy or family planning.
11. The goal of recruiting and screening candidates is to: a. Select a candidate who will follow orders from any board member, regardless of their qualifications. b. Select the best candidate for a position while complying with all federal, state, and local requirements. c. Select a candidate with the best resume. d. Select a candidate who will accept the position at the lowest compensation. 12. What is OJT? a. Training offered to new employees via a classroom setting. b. Periodic training and employee may attend to enhance their skills. c. On the job training, in the workplace, to help a new employee learn job responsibilities and association procedures. d. In class orientation offered to new employees. 13. The chain of command is: a. An insignia of rank in an organization. b. The order of hierarchy by which an organization wields and delegates authority and power from top management to every employee at every level of the organization. c. A physical barrier between superiors and subordinates in an organization. d. A description of an organization’s flow of direction from the lowest level to the highest and of accountability from the highest level to the lowest. 14. What does a progressive disciplinary system for employees accomplish? a. It provides justification for the administration of corporal punishment for recalcitrant employees. b. It provides steps for reducing and employee’s salary and benefits. c. The aim is to provide an employee with sufficient time to resolve work-related problems. d. It is a system of increasing rewards for each time an employee achieves and objective. 15. What are the four steps of an organization’s progressive disciplinary system? a. Counseling, loss of privileges, suspension, probation.
b. Confession, repentance, penance, forgiveness. c. Verbal warning, written warning, suspension, termination. d. Threats, fines, incarceration, parole.
Course Code: CAMFL03HR
EliteLearning.com/CAM/Florida
Book Code: CAMFL1524
Page 24
Powered by FlippingBook