Which of the following is not true about Health Insurance Portability and Accountability Act (HIPAA)? It protects the security and privacy of health information.
It protects the security and privacy of health information.
It applies to federal, state, and private employers with 50 or more employees who have been with the employer full time for one year or longer.
It exempts pre-existing health conditions.
It grants employees the right to retain their health insurance plans after changing employers or losing their job.
Personality Traits finder
The Gallup Strengths finder
Independent contractors use their own tools.
Employer does not have to contribute to their Social Security, Medicare and unemployment Taxes, or workers’ compensation costs.
Independent contractors do not have to pay income taxes.
Independent contractors design their own schedules.
Training occurs on the job, while education is a more formal process that usually takes place offsite.
Training is shorter and usually provided in the form of computerized lessons or day-long seminars. Education occurs over the period of weeks or months and often in the form of weekly classes.
Training is provided mainly to employees who have received poor evaluations in an area, while education is available to anyone who wants to learn a new skill.
Training emphasizes current job requirements, while education focuses on requirements for positions an employee may hold in the future.
workforce utilization review
realistic job preview
contract compliance program
applicant utilization instrument
The Fair Labor Standards Act (FLSA)
The Equal Employment Opportunity Commission (EEOC)
The Civil Rights Act
The National Labor Relations Act (NLRA)
The psychological contract
Training needs assessment
Uniform Guidelines on Employee Selection Procedures
Federal Employment Best Practices
Core Evaluation and Selection Inventories
Federal Employee Selection Best Practice Framework
Centralized or decentralized recruitment, technological considerations, and the labor market.
Recruiting alliances, compensation and benefits, and recruiters.
Technological considerations, the labor market, and compensation.
Recruiters, the labor market, and centralized or decentralized recruitment.
Design, development, delivery, evaluation, needs assessment
Needs assessment, design, development, delivery, evaluation
Design, development, needs assessment, delivery, evaluation
Needs assessment, evaluation, design, development, delivery
Achievement and technology
Aptitude and achievement
Aptitude and comprehension
Achievement and knowledge and skills
Corporate goals cannot be achieved without qualified employees.
Most applicants are overqualified based on their knowledge, skills, and abilities.
A good fit must be found between the employee’s academic and technical knowledge, personality, and interpersonal skills in order to ensure success.
Careful selection helps avoid difficulties that cannot be rectified later on.
Strategic human resource management
Human resource practices
Claims are filed by employers who wish to legally dismiss employees.
Claims can be brought by present and past employees as well as by job applicants.
EEOC claims can be very costly for the employee.
The employee bears a large burden of proof in documenting the work environment was indeed discriminatory.
Payroll and assessment
Performance and training planning
Measurement and assessment
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