Human Resources Management Flashcards

A medical practice manager is developing a progressive discipline policy. What is the CORRECT sequence of steps?

Answer: Verbal warning, written warning, suspension, termination

Progressive discipline follows an escalating sequence from verbal warning to written warning to suspension and finally termination, giving employees opportunities to correct behavior.

Which law requires covered employers to post notices informing employees of their rights under federal labor laws, including minimum wage and overtime provisions?

Answer: FLSA

The FLSA requires employers to display official posters informing employees of their rights related to minimum wage, overtime pay, and child labor standards.

A medical office wants to implement a 360-degree feedback system. This approach collects performance input from:

Answer: The employee, their supervisor, peers, and subordinates

360-degree feedback gathers performance evaluations from multiple sources including the employee themselves, supervisor, peers, and direct reports for a comprehensive view.

Under the Pregnancy Discrimination Act (PDA), a medical employer must treat pregnant employees:

Answer: The same as other employees who are similar in their ability to work

The PDA requires that pregnant employees be treated the same as other employees who are similar in their ability or inability to work, prohibiting differential treatment.

What does the term 'at-will employment' mean in the context of a medical practice?

Answer: Either party may end the employment relationship at any time for any lawful reason

At-will employment means either the employer or employee can terminate the relationship at any time for any reason that is not illegal, without advance notice.

A Certified Medical Manager is reviewing the practice's workers' compensation claims. Workers' compensation insurance PRIMARILY covers employees for:

Answer: Lost wages and medical expenses resulting from work-related injuries or illnesses

Workers' compensation provides employees with benefits including medical treatment and wage replacement for injuries or illnesses that occur in the course of employment.

When conducting a reduction in force (RIF), which legal consideration should a CMM prioritize to avoid adverse impact claims?

Answer: Analyzing the demographic impact of selection criteria before finalizing decisions

Before finalizing RIF decisions, HR must conduct an adverse impact analysis to ensure selection criteria do not disproportionately affect protected class members.