Quiz – HR IQ

False. An employer is still prohibited from firing an employee if the reason violates public policy. This is why it is important to understand the laws related to discrimination, harassment, retaliation and whistleblowing.

False. The law requires employers to provide certain notices, but no handbook is required. Nevertheless, handbooks are very important to train supervisors and employees on company practices. Handbook policies are also important in helping businesses avoid and limit legal liability.

False. You could create liability by conducting your own background check. The law requires you to disclose public information to applicants. Moreover, you may not use certain information that you find. You could be sued if you make a decision based on that information.

False. Your contract with the payroll company specifically states that it is not liable for your payroll. Additionally, the law imposes liability on you, not the payroll company. For example, if you do not have certain information on your payroll stub, you can be assessed thousands of dollars in liability.

Answer: (B) The majority of employers across the United States are NOT required to drug test, and many state and local governments have statutes that limit or prohibit substance abuse testing in the workplace. It is very important that before designing a drug-testing program you familiarize yourself with the various state and federal regulations that may apply to your organization.

False. Although most employers cannot discriminate against a person due to his/her use of cannabis off the job and away from the workplace, it is still unlawful for a person to possess, be impaired by, or use cannabis on the job.

Answer: (D) All of the above. A certified professional at Sierra HR Partners is available to conduct an HR Audit at your location, providing you with a summary report of findings and recommended action to ensure your organization’s policies are compliant with applicable federal and state workplace laws.