ALA Human Resources Management 1

Question 1

Under the Fair Labor Standards Act (FLSA), which of the following employees is properly classified as exempt from overtime requirements?

Accepted Answer

A legal administrator earning $65,000 who manages a department and directs two or more employees

Answer

To qualify for the executive exemption under FLSA, an employee must be paid at least $684/week on a salary basis, primarily manage the enterprise or a department, and customarily direct the work of two or more employees.

Question 2

A law firm's HR manager is developing a compensation structure. Which approach best supports internal equity?

Accepted Answer

Conducting a job evaluation to rank positions by relative worth before setting pay ranges

Answer

Internal equity is achieved through systematic job evaluation, which ranks positions by factors like skill, effort, responsibility, and working conditions before establishing pay ranges.

Question 3

Which federal law requires employers with 50 or more employees to provide eligible workers up to 12 weeks of unpaid, job-protected leave per year for qualifying family and medical reasons?

Accepted Answer

Family and Medical Leave Act (FMLA)

Answer

The Family and Medical Leave Act (FMLA) requires covered employers with 50+ employees to provide up to 12 weeks of unpaid, job-protected leave for qualifying reasons including serious health conditions and family care.

Question 4

When conducting a performance appraisal, a supervisor rates all employees as 'average' regardless of actual performance. This rating error is known as:

Accepted Answer

Central tendency error

Answer

Central tendency error occurs when a rater avoids extreme ratings and clusters all evaluations in the middle of the scale, failing to differentiate between high and low performers.

Question 5

A legal administrator suspects that an employee's termination was pretextual. In an employment discrimination lawsuit, what does the plaintiff need to demonstrate to establish a prima facie case under McDonnell Douglas Corp. v. Green?

Accepted Answer

That the employee belongs to a protected class, was qualified, suffered adverse action, and was replaced by someone outside the protected class

Answer

Under the McDonnell Douglas framework, a plaintiff establishes a prima facie discrimination case by showing membership in a protected class, qualification for the position, an adverse employment action, and that someone outside the protected class was treated more favorably.

(ALA) Association of Legal Administrators CLM Practice Test

(ALA) Association of Legal Administrators CLM Practice Test

ALA Human Resources Management 1