CMAS CMAS Human Resources & Staff Management 2 — Questions and Answers
Question 1: An employee in a medical office requests a reasonable accommodation for a disability. Under which law is the employer required to engage in an interactive process?
- HIPAA
- OSHA
- Americans with Disabilities Act (ADA) (Correct answer)
- Fair Labor Standards Act (FLSA)
Correct answer: Americans with Disabilities Act (ADA)
The ADA requires covered employers to engage in an interactive process with employees to identify effective reasonable accommodations for qualified individuals with disabilities.
Question 2: What is the primary purpose of an I-9 form in the hiring process?
- To verify the employee's educational credentials
- To document the employee's emergency contact information
- To verify an employee's identity and authorization to work in the United States (Correct answer)
- To record the employee's direct deposit banking information
Correct answer: To verify an employee's identity and authorization to work in the United States
Form I-9, required by federal law, verifies an employee's identity and legal authorization to work in the U.S. and must be completed within 3 days of hire.
Question 3: Which type of staffing approach uses contracted workers to fill temporary gaps in a medical office without adding permanent headcount?
- Direct hire
- Temp-to-perm staffing
- Per diem or agency staffing (Correct answer)
- Internal promotion
Correct answer: Per diem or agency staffing
Per diem or agency staffing provides flexible workers for short-term needs such as covering absences without the costs and commitments of permanent employment.
Question 4: What is the difference between exempt and non-exempt employees under the Fair Labor Standards Act (FLSA)?
- Exempt employees receive benefits; non-exempt employees do not
- Non-exempt employees must be paid overtime for hours over 40 per week; exempt employees are not entitled to overtime (Correct answer)
- Exempt employees are temporary workers; non-exempt employees are permanent
- Non-exempt employees receive higher base salaries than exempt employees
Correct answer: Non-exempt employees must be paid overtime for hours over 40 per week; exempt employees are not entitled to overtime
Non-exempt employees must receive overtime pay (1.5× regular rate) for hours worked beyond 40 in a workweek; exempt employees meeting FLSA criteria are not entitled to overtime.
Question 5: A medical office manager notices high staff turnover. Which strategy is MOST effective for improving employee retention?
- Increasing paperwork and documentation requirements
- Conducting regular stay interviews and addressing employee concerns proactively (Correct answer)
- Reducing benefits to lower operating costs
- Eliminating performance reviews to reduce stress
Correct answer: Conducting regular stay interviews and addressing employee concerns proactively
Stay interviews identify what motivates employees to stay and what risks driving them away, allowing management to address issues before employees resign.
Question 6: What should a medical office manager do when an employee files an internal harassment complaint?
- Dismiss the complaint if no witnesses are present
- Conduct a prompt, impartial investigation while maintaining confidentiality to the extent possible (Correct answer)
- Immediately terminate the accused without investigation
- Wait until a pattern of complaints is established before acting
Correct answer: Conduct a prompt, impartial investigation while maintaining confidentiality to the extent possible
A prompt, impartial investigation protects both the complainant and the accused, ensures legal compliance, and demonstrates the organization's commitment to a safe workplace.
CMAS CMAS Human Resources & Staff Management 2
An employee in a medical office requests a reasonable accommodation for a disability.
Under which law is the employer required to engage in an interactive process?