Factor comparison is a quantitative job evaluation technique that identifies specific compensable

factors and then establishes level of performances within each of those compensable factors.

Answer option A is incorrect. Whole job ranking is a non-quantitative job evaluation technique

where jobs are ranked from lowest to highest.

Answer option D is incorrect. Job classification is a non-quantitative job evaluation technique where

jobs are categorized into different levels.

Answer option B is incorrect. Job classification is a non-quantitative job evaluation technique that

sorts new jobs into an existing job hierarchy.

Job ranking is the process of ranking jobs from lowest to highest, based on importance.

Answer option C is incorrect. Job classification creates categories or levels and sorts jobs accordingly.

Answer option D is incorrect. This answer actually describes job slotting.

Answer option B is incorrect. This isn't a correct definition of whole job ranking.

Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex, or

national origin.

Answer option D is incorrect. The Fair Labor Standards Act of 1958, also known as the Equal Pay Act,

prohibits sex-based wage discrimination.

Answer option C is incorrect. ADEA of 1967 prohibits discrimination in employment on the basis of

age (40 years or older).

Answer option B is incorrect. Americans with Disabilities Act (ADA) and Rehabilitation Act of 2008

make important changes to the definition of the term "disability" by rejecting the holdings in several

Supreme Court decisions and portions of EEOC's ADA regulations.

The Fair Employment Practices Agencies are the local representatives of the EEOC. These FEPAs

enforce federal, state, and local laws for employees they represent.

Answer option D is incorrect. EEOC offices are not the same as the Fair Employment Practices

Agencies.

Answer option A is incorrect. Labor offices is not a valid term for this question.

Answer option B is incorrect. There is'nt an EEOC agency called the Workers Rights Agencies, so this

choice is not valid.

The narrative methods of appraisal that require managers to describe the employee's performance

are as follows:

1.Critical incident review

2.Field review

3.Essay review

The critical incident review requires that during the review period supervisors make notes of

successful and unsuccessful performance issues for each employee.

A field review appraisal may be conducted by someone other than the supervisor. This can be a

person from outside the organization.

In the essay review, the reviewer has to write a short description about each employee's

performance during the year.

Answer option A is incorrect. There is no such narrative method of appraisal as daily review.

The Fair Labor Standards Act (FLSA) of 1938 established the following:

Minimum wage requirement

Laws for protecting American children against labor exploitation

Criteria for exempt and nonexempt employees

Answer option D is incorrect. Health insurance requirement are not established by FLSA.

The EEO-1 Report, known as the Employer Information Report, must be submitted to the

Department of Labor's Office by September 30 of each year for employers with 100 or more

employees.

Answer option C is incorrect. January 1 is not a valid answer.

Answer option A is incorrect. April 15 is the tax filing deadline.

Answer option B is incorrect. All organizations with 100 or more employees must file the EEO-1

report by September 30, not the anniversary date of your organization reaching 100 employees.

This is an example of bumping. Bumping is when a senior employee's position is being eliminated

and she elects to move to a less senior position and force a less senior worker out of employment.

Answer options C, B, and D are incorrect. These are'nt valid terms for this scenario. Bumping is the

correct choice.

OSHA Form 301 is an injury and illness incident report that employers are required to keep on file for

five years following the year of the injury.

Answer option A is incorrect. Employers are obligated to keep the form on file for five years following

the year of the injury.

Answer option D is incorrect. Employers are obligated to keep the form on file for five years following

the year of the injury.

Answer option C is incorrect. Employers are obligated to keep the form on file for five years following

the year of the injury.

OSHA can fine an employer up to $70,000 for a willful violation. In addition, incarceration is possible

for the violation. Answer options B, C, and A are incorrect. These are not the maximum amount for

the violation.