CMM Human Resources Management 3 — Questions and Answers
Question 1: A CMM is reviewing employee benefits. Under COBRA, how long can a terminated employee typically continue group health coverage?
- 90 days
- 6 months
- 18 months (Correct answer)
- 36 months
Correct answer: 18 months
COBRA generally allows eligible employees to continue group health coverage for up to 18 months after a qualifying event such as termination.
Question 2: Which performance appraisal error occurs when a manager rates all employees similarly, clustering ratings near the middle of the scale?
- Halo effect
- Recency bias
- Central tendency error (Correct answer)
- Leniency error
Correct answer: Central tendency error
Central tendency error occurs when a rater avoids extreme ratings and places everyone near the midpoint, failing to differentiate performance levels.
Question 3: Under the Family and Medical Leave Act (FMLA), an eligible employee may take up to how many weeks of unpaid leave per year for a serious health condition?
- 6 weeks
- 8 weeks
- 12 weeks (Correct answer)
- 16 weeks
Correct answer: 12 weeks
The FMLA entitles eligible employees to up to 12 weeks of unpaid, job-protected leave per year for qualifying reasons including serious health conditions.
Question 4: A medical practice manager is conducting a job analysis for a medical assistant position. The PRIMARY purpose of this analysis is to:
- Set the salary range for the position
- Document the duties, responsibilities, and qualifications required for the role (Correct answer)
- Evaluate the current employee's performance in the role
- Determine if the position should be outsourced
Correct answer: Document the duties, responsibilities, and qualifications required for the role
Job analysis systematically collects information about a job's tasks, responsibilities, and required KSAs to form the foundation of HR decisions.
Question 5: Which HR metric is used to calculate the cost associated with filling a vacant position, including advertising, interviewing, and onboarding?
- Turnover rate
- Cost per hire (Correct answer)
- Time to fill
- Absenteeism rate
Correct answer: Cost per hire
Cost per hire measures the total expenses incurred to recruit and onboard a new employee, helping organizations assess recruiting efficiency.
Question 6: An employee in a medical practice alleges retaliation after filing a wage complaint with the Department of Labor. Under the FLSA, retaliation is:
- Permissible if the complaint was found to be unsubstantiated
- Prohibited regardless of the outcome of the complaint (Correct answer)
- Only prohibited if the employee suffers termination
- Subject to employer discretion based on company policy
Correct answer: Prohibited regardless of the outcome of the complaint
The FLSA strictly prohibits retaliation against any employee who has filed a complaint or participated in a related proceeding, regardless of the complaint's outcome.
Question 7: During onboarding, an I-9 form must be completed to verify an employee's:
- Educational credentials and professional licensure
- Tax withholding elections and direct deposit information
- Identity and authorization to work in the United States (Correct answer)
- Health insurance enrollment and beneficiary designations
Correct answer: Identity and authorization to work in the United States
Form I-9 is required by federal law (Immigration Reform and Control Act) to verify that every new hire is legally authorized to work in the United States.
CMM Human Resources Management 3
A CMM is reviewing employee benefits.
Under COBRA, how long can a terminated employee typically continue group health coverage?