HR Challenge

HR Challenge, Compliments of Executive Advantage, LLC.

Welcome! This is just a quick, informal survey to boost our thinking about HR and to help us discover how to best help you. It will also, hopefully, give you an idea of how you and your company are doing on addressing some of your HR needs. Don't worry! It's not comprehensive and will only take a minute, so grab a cup of coffee and jump right in. Don't forget to return to www.executiveadvantagellc.com/hr-talk after you've reviewed your individual responses.

Whether you do well on this quiz or not, maybe it's time to talk to us at Executive Advantage to find out how we can help you with your HR needs. We'd love to meet over coffee to learn more about your company.

Call us today at 573 554-2270 or 573 446-0019 if you have issues with this survey, or email us at hr@executiveadvantagellc.com.

Question Title

* 1. Employment tests are good resources for making the final hiring determination?

True. Employment tests are a good way to weed out undesirable employees.

False. They can be helpful in getting to know the applicant, but should never be used to make the final determination.

Question Title

* 2. Do exempt employees have to be paid when a business closes because of snow?

Yes, if the business is closed that day.

Yes, even if the business remains open but the employee can't make it into work.

No, because snow is an "act of God".

No, because everyone should get a day off to play in the snow.

Question Title

* 3. An organization may refuse to hire an employee who smokes?

No, that's discrimination.

It depends on how much they smoke.

Yes, but only if the company can find a good excuse.

Yes, because smokers aren't a protected class.

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* 4. Compensatory time should be used instead of paying overtime to non-exempt employees?

No, non-exempt employees should always be paid overtime.

Yes, as long as you keep track of the employee's time accurately.

No, but good chocolate is often considered adequate compensation.

Yes, but only if you’re a government organization.

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* 5. One of your employees is being accused of workplace harassment. Their excuse is that they were only joking, and were never meant to be taken seriously. Is this a good defense?

Yes. Intentions are what really matter!

I don't know. Maybe?

No. Intent is never a good defense.

Question Title

* 6. You are advertising for a new position within your company. Your advertisement states that a position as a permanent full-time bookkeeper is available. Is this a good way to advertise?

Yes, it's good to let people know the position is long term.

No, because no company needs a full time bookkeeper.

No, one should never indicate a job is permanent in any way.

Yes, because you'll get more applicants that way.

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* 7. Does an applicant have to have Master’s degree in order to be classified as an Exempt professional employee?

No, unless an MA is a professional requirement to work in the profession.

No, education is not relevant to exempt professional status.

Yes, because they are not a professional without a Master's degree.

Yes, because they shouldn't be salaried without an MA.

Question Title

* 8. Rank the following HR issues according to how well your company is handling them. 1 is the issue you are most confident you're handling well, and 8 is the issue you are least confident in handling. (Yes, it's okay to laugh.)

All employees are aware of our Workplace Harassment policies and what to do if they feel like they are being harassed.

N/A

We know that our policies regarding employees taking time off for religious activities are fair and legal.

N/A

We have sufficient coffee available in the break room at any given time.

N/A

The situations when we need to pay an salaried non-exempt employee overtime are clear.

N/A

Our current rate of turnover is at an acceptable level.

N/A

Our employees are satisfied with their current compensation plan.

N/A

We have a clear on-boarding procedure, and are careful to never make promises about future compensation to new employees.

N/A

We always have a full basket of mints at the front desk for visitors and office employees.

N/A

Question Title

* 9. Title VII prohibits age and disability discrimination with regards to employment issues.

No. Age and disability are not protected classes.

No, but these are covered under other federal laws such as the ADA.

Yes, Title VII covers age and disability, among other things.

I'm not sure how Title VII relates to discrimination?

Question Title

* 10. Just a little info about you... (please fill out at least 2 slots)

Your Name

Your Organization

Your Email Address

Your Phone Number

Are you interested in attending a preview of WPH, HR Pathways or HR Assist?

Would you like us to call to schedule a conversation with you?