Telamon HR Quiz
How HR Sharp Are You?
Get 5-6 correct, you’re an HR star
Get 3-4 right, and you’re at HR par
Get 1-3 right, and you need to raise your HR bar
1. Managers should place in an employee’s file documentation:
a) Only positive comments about the employee
b) Only negative comments about the employee
c) Both positive and negative comments about the employee
2. I-9 information legally needs to be retained:
a) In a separate file
b) In the employee’s personnel files
c) Either of the above
3. A new employee (and their spouses, if applicable) is to be given a notice of COBRA rights:
a) Within 30 days of the employee’s termination
b) Within 90 days of the employee’s date of hire
c) Neither of the above
4. An applicant, employee or former employee may file a harassment or discrimination complaint with MCAD (Massachusetts Commission Against Discrimination) or the EEOC (Equal Employment Opportunity Commission) within:
a) 30 days of the most recent offense
b) 180 days of the most recent offense
c) 300 days of the most recent offense
d) There is no statute of limitations to file a complaint
5. When an employee involuntarily separates from your company:
a) It is their responsibility to inquire into unemployment compensation
b) The company needs to send the Division of Unemployment Assistance pamphlet to the employee
c) The company only needs to send the Division of Unemployment Assistance pamphlet to employees who voluntarily separate from the company
6. My organization’s Employee Handbook has been updated with recent legal compliance changes (e.g., ADA, FMLA, USERRA):
a) This past year
b) Within the last 5 years
c) Unsure
ANSWERS:
1. (c) Both positive and negative comments about the employee. This demonstrates that you were fairly and evenly representing the work performance of the employee and not trying to “build a case” against the employee.
2. (a) In a separate file that is not attached to the employee’s personnel file (NOTE: Many employers keep all I-9 Forms together, filed alphabetically, in a separate folder)
3. (b) Within 90 days of the employee’s date of hire; it is important for the employee (and his/her spouse to know their COBRA rights in case of a qualifying event (e.g., legal separation or divorce, child becomes ineligible to be covered under the employee’s health plan….)
4. (c) 300 days of the most recent offense; it is strongly suggested that you retain applicant and employee records for a minimum of one year (NOTE: other legal requirements state longer periods of time for the retention of employee or former employee files)
5. (b) The company needs to send the Division of Unemployment Assistance pamphlet to the employee (regardless of whether the separation was voluntary or involuntary).
6. With all the federal and state legal compliance changes over the past 1-5 years, companies need to ensure that they do not find themselves legally exposed to fines and penalties for non-compliance or notification to employees. It is strongly recommended that organizations have their handbook reviewed annually.
If you have questions or want to discuss your HR practices or needs, please contact Lauren Brenner at Telamon today.
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