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National College Human Resource Management Final Study Guide 2014

Chap. 7 10. Presentation methods are preferred over hands-on training methods in helping trainees to handle interpersonal issues.

FALSE 11.

The training technique most widely used in the workplace is behavior modeling.

FALSE 12. (p. 201) Attending classes is a faster and more efficient method of learning new skills as compared to EPSSs.

FALSE 13.

Apprenticeship programs can only be sponsored by the government.

FALSE 14. For on-the-job training (OJT) programs to be effective, an organization should review OJT practices at companies in similar industries.

TRUE 15.

TRUE

Training programs use case studies to develop employees’ management skills.


16.

Experiential programs are an example of presentation methods.

FALSE 17. Coordination training trains the team in understanding and practicing each other’s skills so that they are prepared to step in and take another member’s place.

FALSE 18.

Action learning uses challenging, structured outdoor activities, which include difficult sports.

FALSE 19.

Along with physical elements, the training context should include emotional elements.

TRUE 20. If a concept involves more than five items, the training program should deliver information in shorter sessions or chunks.

TRUE

Multiple Choice 45. Whether the training is done in-house or contracted out, the responsibility for coordinating the overall training program is called _____. A.

behavior modeling

B.

training administration

C.

simulation

D.

orientation

E.

training zone


Even in organizations that send employees to outside training programs, someone in the organization may be responsible for coordinating the overall training program. Called training administration, this is typically the responsibility of a human resources professional. 46.

Which of the following training methods is used for conveying facts or comparing alternatives?

A.

Hands-on methods

B.

Presentation methods

C.

Group-building methods

D.

On-the-job training programs

E.

Object class methods

When the objective of training is to convey facts or compare alternatives, presentation methods are used. In this method, trainees receive information provided by others through lectures, workbooks, CDROMs, DVDs, podcasts, or Web sites.

47.

Compared to other training methods, the hands-on training methods is most effective for:

A.

Hands-on methods

B.

conveying facts.

C.

establishing teams or work groups.

D.

communicating acceptable performance standards.

E.

comparing alternatives.

With hands-on methods, trainees are actively involved in trying out skills through on-the-job training, simulations, role-plays, or computer games. These methods are useful in teaching specific skills, showing how skills are related to the job or how to handle interpersonal issues.

48. Which of the following training methods uses techniques like lectures, workbooks, video clips, podcasts, and Web sites? A.

Group building methods

B.

Hands-on methods

C.

Presentation methods


D.

Object class methods

E.

Experiential programs

Trainees receive information provided by others by presentation methods. The different techniques used include lectures, workbooks, CD-ROMs, DVDs, podcasts, or Web sites.

49.

Which of the following is true of audiovisual training?

A.

It is the best method to establish teams or work groups.

B.

It is an example of a hands-on method of training.

C.

It can be carried out only in a classroom.

D.

It does not allow users any control over the presentation.

E.

It is not affected by an individual trainer’s goals and skills.

An advantage of audiovisual presentations is that they give trainees a consistent presentation, not affected by an individual trainer’s goals and skills.

50.

Which of the following is true of computer-based training?

A.

It is generally more expensive than classroom instruction.

B.

It is difficult to customize for specific training needs.

C.

It is a not an interactive form of training.

D.

It gives a company the flexibility in scheduling training.

E.

It is now declining in popularity.

Computer-based training is generally less expensive than putting an instructor in a classroom of trainees. The low cost to deliver information gives the company flexibility in scheduling training, so that it can fit around work requirements. Also, it is easier to customize computer-based training for individual learners.


Chap. 8 10.

An advantage of behaviorally anchored rating scales (BARS) is improved interrater reliability.

TRUE 11. Compared to a behavioral observation scale (BOS), managers and employees prefer to use the behaviorally anchored rating scale (BARS).

FALSE 12. Organizational behavior modification (OBM) is a plan for managing the behavior of employees through an informal system of feedback and reinforcement.

FALSE 13. Behavioral approaches to performance measurement, such as organizational behavior modification and rating scales, tend to be valid, reliable, and acceptable.

TRUE

14. Management by objectives (MBO) does not link employee performance with the organization's strategic goals.

FALSE 15. Traditional performance measurement differs from total quality management (TQM) in that it assesses both individual performance and the system within which the individual works.

FALSE


16.

Subordinates are the most-used source of performance information.

FALSE 17. Generally, peers are more favorable toward participating in reviews to be used for employee development.

TRUE 18.

Self-appraisals are not appropriate as the basis for administrative decisions.

TRUE 19.

Raters should use only one part of a rating scale to avoid distributional errors from occurring.

FALSE 20. Appraisal politics are most likely to occur when raters are accountable to the employee being rated.

TRUE

Multiple Choice 45. Identify the approach to performance measurement that meets the following criteria: usually low fit with strategy, usually low validity, usually low reliability, high acceptability, and very low specificity. A.

Comparative

B.

Attribute

C.

Behavioral

D.

Results

E.

Quality


Performance measures that break down the evaluation into ratings of individual attributes usually have low fit with strategy, low validity, low reliability, high acceptability, and very low specificity.

46. Identify the approach to performance measurement that meets the following criteria: high strategic congruence, usually high validity, usually high reliability, moderate acceptability, and very high specificity. A.

Comparative

B.

Attribute

C.

Behavioral

D.

Results

E.

Quality

Performance measures that focus on employee behavior have high fit with strategy, usually high validity, usually high reliability, moderate acceptability, and very high specificity.

47. Identify the evaluation approach to performance measurement that meets the following criteria: very high fit with strategy, usually high validity, high reliability, high acceptability, and high specificity regarding results but low specificity regarding behaviors necessary to achieve them. A.

Comparative

B.

Attribute

C.

Behavioral

D.

Results

E.

Developmental

The results approach to performance management meet the criteria of very high fit with strategy, high validity, high reliability, high acceptability, and high specificity regarding results but low specificity regarding behaviors necessary to achieve them.

AACSB: Analytic Blooms: Remember


Difficulty: 1 Easy Learning Objective: 08-04 Compare the major methods for measuring performance. Topic: Methods for Measuring Performance

48. Which of the following is true about the paired-comparison method of measuring employee performance?

A.

It is time consuming if a group has more than a handful of employees.

B.

It is also known as the alternation ranking method.

C.

It rates everyone favorably or near the center of the scale.

D.

It assigns a certain percentage of employees to each category in a set of categories.

E. It requires managers to rank employees in their group from the highest performer to the poorest performer. This approach involves comparing each employee with each other employee to establish rankings. It is time consuming if a group has more than a handful of employees.

49.

The paired-comparison method of measuring employee performance:

A.

involves comparing each employee with each other employee to establish rankings.

B.

is also known as the alternation ranking method.

C.

rates everyone favorably or near the center of the scale.

D.

assigns a certain percentage of employees to each category in a set of categories.


E. requires managers to rank employees in their group from the highest performer to the poorest performer. This approach involves comparing each employee with each other employee to establish rankings. It is time consuming if a group has more than a handful of employees. 50. The _____ method of performance measurement compares each employee with each other employee to establish rankings. A.

paired-comparison

B.

graphic rating scale

C.

forced-distribution

D.

mixed standard

E.

BARS

The paired-comparison method approach involves comparing each employee with each other employee to establish rankings.

51. Which of the following is a disadvantage of ranking using paired-comparison method for performance measurement? A.

It does not provide a scope for interpretation.

B.

It is time consuming.

C.

It leads to controversy.

D.

It does not support decisions about how to distribute pay raises.

E.

It tends to evaluate behavior more strictly than other methods.

Using paired-comparison method for performance measurement is time consuming.


Chap. 9 10.(p. 266) A performance appraisal process must identify causes of the performance discrepancy and develop plans for improving performance.

TRUE 11. (p. 267) Most employee development occurs through formal education programs.

FALSE 12. (p. 268) An organization can use downward moves as a source of job experience.

TRUE 13. (p. 269) Job rotation increases employees' understanding of different company functions.

TRUE 14. (p. 270) The temporary cross-functional move is the least common way to use downward moves for employee development.

FALSE


15.(p. 271)

Employees on sabbatical generally do not receive their salary or benefits.

FALSE 16. (p. 272) Mentoring programs tend to be more successful when they are compulsory.

FALSE 17. (p. 273) Coaches are peers or managers who work with other employees to motivate them, help them develop their skills, and provide them with reinforcement and feedback.

TRUE 18. (p. 274) Basic career management systems involve the four sequential steps of recruiting, relocation, reality check, and action planning.

FALSE 19.(p. 275) In a self-assessment, the organization's responsibility is to identify opportunities and areas that need improvement.

FALSE Self-assessment refers to the use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies. The employee's responsibility is to identify opportunities and personal areas needing improvement. The organization's responsibility is to provide assessment information for identifying strengths, weaknesses, interests, and values.

20.(p. 277) In goal setting, it is the employee's responsibility to identify the goal and the method of determining his/her progress toward that goal.


TRUE

Multiple Choice 45. (p. 264) An employee's tolerance for uncertainty and the ability to get along with others are assessed in _____. A.

leaderless group discussions

B.

in-basket exercises

C.

personality tests

D.

role-plays

E.

interviews

The types of exercises used in assessment centers include leaderless group discussions, interviews, inbaskets, and role-plays. Personality tests may be used to determine employees’ ability to get along with others, tolerance for uncertainty, and other traits related to success as a manager or team member.

46.(p. 264)

Which of the following is true of in-basket exercises?

A. They require teams of five to seven employees to work together to solve assigned problems within a certain time period. B. skills.

They are paper-and-pencil tests designed to measure participants' communication styles and

C. They simulate the administrative tasks of a manager's job, using a pile of documents for the employee to handle. D. They require participants to take the part of a manager or employee in a situation involving the skills to be assessed.


E. They require the use of interest and aptitude tests to evaluate an employee's vocabulary, general mental ability, and reasoning skills. In-basket exercises simulate the administrative tasks of a manager's job, using a pile of documents for the employee to handle.

47.(p. 264) Which of the following assessment center exercises is being used when a team of five to seven employees is assigned a problem and must work together to solve it within a certain time period? A.

Interview session

B.

Leaderless group discussion

C.

Role playing

D.

In-basket exercise

E.

Personality test

In a leaderless group discussion, a team of five to seven employees is assigned a problem and must work together to solve it within a certain time period.

48.(p. 264) In assessment centers, typically, each assessor observes and records _____ employees’ behaviors in each exercise. A.

six or seven

B.

four or five

C.

eight or nine

D.

one or two

E.

ten or eleven

In assessment centers, the assessors are usually managers who have been trained to look for employee behaviors that are related to the skills being assessed. Typically, each assessor observes and records one or two employees’ behaviors in each exercise.


49.(p. 265)

The measurement tool Benchmarks focuses on measuring:

A.

an organization's performance against major competitors.

B.

a manager's use of skills associated with success in managing.

C.

the output of a group or team of employees.

D.

performance differences among employees.

E.

employees' progress in carrying out their action plans.

A development method that focuses on measuring management skills is an instrument called Benchmarks. This measurement tool gathers ratings of a manager's use of skills associated with success in managing.

50.(p. 265)

Identify the skill related to a successful manager.

A.

Accomplishes tasks by completing all the tasks himself/herself

B.

Is willing to sacrifice personal life for work life

C.

Is infallible and leads by the telling-and-selling approach

D.

Can behave in ways that are often seen as opposites

E.

Prefers slow and precise actions for management situations

A successful manager can behave in ways that are often seen as opposites, accomplishes tasks through managing others, balances work priorities with personal life, and prefers quick and approximate actions. A successful manager has an accurate picture of personal strengths and weaknesses, and delegates to subordinates effectively, broadens their opportunities, and acts with fairness. 51. (p. 265) Which of the following skills do managers demonstrate if they show genuine interest in others? A.

Compassion and sensitivity

B.

Straightforwardness and composure

C.

Team orientation

D.

Decisiveness


E.

Self-awareness

If managers shows genuine interest in others, they demonstrate compassion and sensitivity.

Chap. 10

10. Despite being a formal process involving an outsider, arbitration tends to be much faster, simpler, and more private than a lawsuit.

TRUE 11. The availability of outplacement counseling while an employee is being encouraged to leave the organization, promotes a sense of fairness on discharge.

TRUE 12. Job withdrawal is a set of behaviors that dissatisfied individuals enact to avoid the work situation physically, mentally, or emotionally.

TRUE 13. Core self-evaluation refers to pervasive low levels of satisfaction in all aspects of life, compared with other people's feelings.

FALSE 14. When employees are unclear about work methods, scheduling, and performance criteria because others hold different ideas about these, they are likely to suffer from role ambiguity.

TRUE


15. Role conflict is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it.

FALSE 16. If an employee disputes policies on the grounds that they violate state and federal laws, he/she can go outside the organization for help to file a lawsuit.

TRUE 17. Job involvement is a judgment that the organization carried out its actions in a way that took the employee’s feelings into account.

FALSE 18.

Personal dispositions do not play a role in creating job satisfaction.

FALSE 19. Job satisfaction is always based on an objective and complete measurement of the situation and not on perception.

FALSE 20. Under the Americans with Disabilities Act, an employer may need to grant a clinically depressed employee time off or a flexible schedule to accommodate treatment.

TRUE


Multiple Choice

45.

Which of the following is a typical first response in the progressive discipline system?

A.

Official spoken warning

B.

Written warning with threat of temporary suspension

C.

Temporary suspension with no written notice

D.

Unofficial spoken warning

E.

Termination

A typical progressive discipline system identifies and communicates unacceptable behaviors and responds to a series of offenses with the actions—spoken and then written warnings, temporary suspension, and finally, termination. 46.

A progressive discipline system:

A.

includes peer reviews, mediation and arbitration.

B.

always involves four parties: the employee, the union, the company, and the courts.

C. communicates unacceptable behavior and responds to a series of offenses with increasing forcefulness. D. is consistent with the employment-at-will doctrine because it gives employers the power to hire-or-fire at will. E.

is objective, immediate, and impersonal.

A typical progressive discipline system identifies and communicates unacceptable behaviors and responds to a series of offenses with the actions—spoken and then written warnings, temporary suspension, and finally, termination. 47.

Conducting personal business online during work hours is called:

A.

cybersquatting.

B.

cyber bullying.

C.

cyber sleeping.

D.

cyberstalking.

E.

cyberslacking.


Cyberslacking is conducting personal business online during work hours.

48. Which of the following has the primary responsibility of creating a formal discipline process for the workplace? A.

Human resource department

B.

Outplacement counselors

C.

Legal department

D.

Sales force

E.

Arbitrators

Creating a formal discipline process is a primary responsibility of the human resource department. The HR professional should consult with supervisors and managers to identify unacceptable behaviors and establish rules and consequences for violating the rules.

49. The _____ type of alternate dispute resolution works only to the degree that employees trust management and managers who hear complaints listen and are able to act. A.

employee carve-out

B.

behavioral modeling

C.

open-door policy

D.

fair representation

E.

peer review system

Open-door policy is an organization's policy of making managers available to hear complaints. This policy works only to the degree that managers who hear complaints listen and are able to act.


50.

Peer review is an example of _____.

A.

alternative dispute resolution

B.

employee assistance programs

C.

outplacement counseling

D.

fair representation

E.

employee carve-out

Peer review is an example of alternative dispute resolution.

51. If peer review does not lead to a settlement, a neutral party from outside the organization hears the case and tries to help the people in conflict arrive at a settlement. This process is called: A.

mediation.

B.

carve-out.

C.

open-door policy.

D.

fair representation.

E.

attrition.

Mediation is a nonbinding process in which a neutral party from outside the organization hears the case and tries to help the people in conflict arrive at a settlement.

Chap. 11

10. (p. 346) When labor costs are a large part of an organization's total costs, the organization responds by increasing pay levels.

FALSE 11. (p. 349) In terms of compensation, benchmarking involves the use of pay surveys.


TRUE 12. (p. 349) According to equity theory, people measure outcomes such as pay in terms of their outputs.

FALSE 13. (p. 351) In a two-tier wage system, employees doing the same job are paid two different rates, depending on their technical background and training.

FALSE 14. (p. 351) Research suggests that employees in the lower tier of the pay structure are less satisfied than the top-tier employees.

FALSE 15. (p. 353) Compensable factors are job characteristics that an organization values and chooses to pay for.

TRUE 16. (p. 341) Key jobs have relatively unstable content and are uncommon to many organizations.

FALSE 17. (p. 356) When job structure and market data conflict, organizations should base their pay only on market forces because this is the only approach that does not have any practical drawbacks.


FALSE 18. (p. 356) Pay grades allow rates of pay for individual jobs to be more precisely matched to market rates and the organization's job structure.

FALSE 19. (p. 356) The most common approach to pay differentials is to move an employee lower in the pay structure to compensate for increasing costs.

FALSE 20. (p. 356) Broad bands increase the opportunities for promoting employees.

FALSE

Multiple choice

45. (p. 346) The Davis-Bacon Act of 1931: A. permits a lower "training wage," which employers may pay to workers under the age of 20 for a period of up to 90 days. B. requires that employers pay higher wages for overtime, defined as hours worked beyond 40 hours per week.


C. requires general contractors performing services on prime contracts in excess of $2,500 to pay service employees in various classes no less than the wage rates found prevailing in the locality.

D.

covers all government contractors receiving $10,000 or more in federal funds.

E.

covers construction contractors that receive more than $2,000 in federal money.

Davis-Bacon covers construction contractors that receive more than $2,000 in federal money.

46.(p. 346)

The Walsh-Healy Public Contracts Act of 1936:

A. permits a lower "training wage," which employers may pay to workers under the age of 20 for a period of up to 90 days. B. requires that employers pay higher wages for overtime, defined as hours worked beyond 40 hours per week. C.

covers construction contractors that receive more than $2,000 in federal money.

D. requires general contractors performing services on prime contracts in excess of $2,500 to pay service employees in various classes no less than the wage rates found prevailing in the locality. E.

covers all government contractors receiving $10,000 or more in federal funds.

Walsh-Healy covers all government contractors receiving $10,000 or more in federal funds.

47.(p. 346) Decisions about how to respond to the economic forces of product markets and labor markets limit an organization's choices about: A.

pay rates.

B.

pay structure.

C.

pay differentials.

D.

pay grades.

E.

pay ranges.

Decisions about how to respond to the economic forces of product markets and labor markets limit an organization's choices about pay structure.


48.(p. 346)

Which of the following is true of competition in product-markets?

A. The cost of labor does not affect the product market as it is an insignificant part of an organization’s costs. B. Product-market considerations are of particular concern to a company when its customers place greater importance on product rather than price. C.

Organizations in a product market are competing to serve the same customers.

D.

Product markets place a lower limit on the pay an organization will offer its employees.

E.

Organizations must increase the cost of labor every quarter.

The organization’s product market includes organizations that offer competing goods and services. In other words, the organizations in a product market are competing to serve the same customers. 49.(p. 346)

Organizations under pressure to cut labor costs may respond by:

A.

retaining staff levels.

B.

hiking pay levels to prevent employee turnover.

C.

postponing hiring decisions.

D.

requiring employees to bear less of the cost of benefits such as insurance premiums.

E.

increasing staff levels.

Organizations under pressure to cut labor costs may respond by reducing staff levels, freezing pay levels, postponing hiring decisions, or requiring employees to bear more of the cost of benefits such as insurance premiums. 50. (p. 347) Which of the following is true of labor markets? A.

Organizations compete to sell labor in the labor market.

B. Competition for labor establishes the minimum an organization must pay to hire an employee for a particular job. C.

Changes in the CPI do not affect the labor market.

D.

Cost-of-living considerations have little impact on labor-market rates.


E. An organization's competitors in labor markets typically include only companies with different products. Competition for labor establishes the minimum an organization must pay to hire an employee for a particular job. If an organization pays less than the minimum, employees will look for jobs with other organizations. 51.(p. 347) The federal government tracks trends in the nation's cost of living with a measure known as the: A.

Consumer Price Index.

B.

Living-Wage Index.

C.

Gross National Product Index.

D.

Exchange Rate Index.

E.

Employment Cost Index.

The federal government tracks trends in the nation's cost of living with a measure called the Consumer Price Index (CPI).

Chap. 12 10.

Successful gainsharing plans include employee stock ownership plans.

FALSE 11.

Group bonuses typically reward the performance of all employees in an organization.

FALSE 12.

Generally, team awards do not use cost savings as a performance measure.

FALSE 13. Linking incentives to the organization's profits or stock price exposes employees to a high degree of risk.


TRUE 14.

Profit sharing costs more when the organization experiences financial difficulties.

FALSE 15. Under profit sharing, payments are a percentage of the organization's profits and become part of the employees' base salary.

FALSE 16. In stock ownership plans, employees may not see a strong link between their actions and the company's stock price.

TRUE 17. Employee stock ownership plan is an arrangement in which the organization distributes shares of stock to all its employees by placing it in a trust.

TRUE 18.

Employees should exercise the stock options even if the stock price has decreased.

FALSE 19. Stock options are best suited to motivate day-to-day effort or to attract and retain top individual performers.

FALSE 20. A balanced scorecard is a combination of performance measures directed toward the company's long- and short-term goals.

TRUE


Chap. 12 1. Incentive pay is influential because the amount paid is linked to certain predefined behaviors or outcomes. TRUE 2.

Merit pay incentive system is usually used to attract employees who are more team-oriented.

FALSE 3. Piecework rates are most suited for routine, standardized jobs with output that is easy to measure. TRUE 4.

Standard hour plans are quality-oriented incentives for professional employees.

FALSE 5. Merit increase grids display an organization's policies for linking the size and frequency of pay increases to an individual's performance rating and position within the pay range. TRUE 6.

From employers' perspective, an advantage of merit pay is that it is cheap.

FALSE 7. Like merit pay, performance bonuses for individual performance are rolled into an employee's base pay. FALSE 8. Retention bonuses are one-time incentives paid to top managers, engineers, top-performing salespeople, and information technology specialists in exchange for remaining with the company. TRUE 9. Gainsharing addresses the challenge of identifying appropriate performance measures for complex jobs. TRUE 10. FALSE

Successful gainsharing plans include employee stock ownership plans.


11.

Group bonuses typically reward the performance of all employees in an organization.

FALSE 12.

Generally, team awards do not use cost savings as a performance measure.

FALSE 13. Linking incentives to the organization's profits or stock price exposes employees to a high degree of risk. TRUE 14.

Profit sharing costs more when the organization experiences financial difficulties.

FALSE Profit sharing has the practical advantage of costing less when the organization is experiencing financial difficulties.

15. Under profit sharing, payments are a percentage of the organization's profits and become part of the employees' base salary. FALSE

Multiple Choice 26.

Pay specifically designed to energize, direct, or control employees' behavior is known as:

A.

monthly salary.

B.

wage.

C.

incentive pay.

D.

annual salary.

E.

fixed pay.


27.

An effective incentive pay plan should:

A.

have performance measures based on employees' requirements.

B.

not be provided as a direct percentage of employees' performance.

C.

encourage group performance and dispirit individual achievements.

D.

be the same for all types of employees in the organization.

E.

have performance measures linked to the organization's goals.

28.

Which of the following is a disadvantage of using incentive plans?

A.

The goals of an incentive plan may interfere with other management goals.

B.

The goals of incentive plans cannot be linked to particular outcomes or behaviors.

C.

Incentive plans cannot be used to promote group and organizational performance.

D.

Incentive plans cause dissatisfaction among the non-performing employees in the organization.

E.

Incentive plans are not very effective for jobs other than sales and service.

An incentive pay designed support to a management goal may interfere with other management goals. The employees may provide more importance to those goals that are supported by the incentive plan.

29.

When designing incentives, managers should make sure that:

A.

all the employees are paid equal amounts.

B.

even the lowest performing employees get some rewards.

C.

employees focus only completing the task quickly.

D.

employees think that the pay plan is fair.

E.

they focus on hiring employees for whom earning money is the only reason to do a good job.


30.

Which of the following types of incentive pay plans are used to reward individual performance?

A.

Gainsharing

B.

Merit pay

C.

Scanlon plan

D.

Profit sharing

E.

Stock ownership

31. A company provides wages to its employees based on the amount workers produce. The more employees produce, the more they earn. This type of plan is called: A.

piecework rate plan.

B.

merit pay plan.

C.

Scanlon plan.

D.

profit sharing plan.

E.

standard hour plan.

Chap. 13 1. Since benefits packages are more complex than pay structures, they are harder for employees to understand and appreciate.

TRUE 2.

Tax laws generally make benefits unfavorable to employees.

FALSE 3. The addition of creative benefits packages in the worker's compensation portfolio provides employers a competitive edge in acquiring and retaining talented employees in their organization. TRUE


4. All U.S. employees, including federal, state, and local government employees, are covered under the Old Age, Survivors, Disability, and Health Insurance program. FALSE 5.

Social Security benefits are free from federal income taxes and state taxes in all U.S. states.

FALSE 6.

The funding for unemployment insurance comes from federal and state taxes on employees.

FALSE 7. Under the workers' compensation laws, employees are eligible to receive compensation even if their injuries are self-inflicted. FALSE 8. The Family and Medical Leave Act of 1993 requires organizations with 50 or more employees within a 75-mile radius to provide as much as 12 weeks of unpaid leave to qualifying employees. TRUE 9. Benefits provided to domestic partners of employees have the same tax advantages as benefits provided to their spouses. FALSE 10. Employers in the U.S. are legally required to provide 30 days of paid vacation to both new and existing employees every year. FALSE

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