CNE Human Resources Management 1 — Questions and Answers
Question 1: Which federal law requires employers with 50 or more employees to provide up to 12 weeks of unpaid, job-protected leave for qualifying family and medical reasons?
- Americans with Disabilities Act (ADA)
- Age Discrimination in Employment Act (ADEA)
- Family and Medical Leave Act (FMLA) (Correct answer)
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
Correct answer: Family and Medical Leave Act (FMLA)
The FMLA entitles eligible employees of covered employers to take up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons.
Question 2: Which federal law prohibits employment discrimination based on race, color, religion, sex, or national origin for organizations with 15 or more employees?
- Fair Labor Standards Act (FLSA)
- Title VII of the Civil Rights Act of 1964 (Correct answer)
- Equal Pay Act of 1963
- National Labor Relations Act (NLRA)
Correct answer: Title VII of the Civil Rights Act of 1964
Title VII of the Civil Rights Act of 1964 is the primary federal law prohibiting workplace discrimination based on those five protected characteristics.
Question 3: When a nonprofit hires a new employee, which federal form must be completed within three business days of the hire date to verify employment eligibility in the United States?
- W-4 (Employee's Withholding Certificate)
- W-9 (Request for Taxpayer Identification Number)
- I-9 (Employment Eligibility Verification) (Correct answer)
- SS-5 (Application for a Social Security Card)
Correct answer: I-9 (Employment Eligibility Verification)
The I-9 form, issued by U.S. Citizenship and Immigration Services, must be completed by both employer and employee to verify identity and authorization to work in the U.S.
Question 4: Under the Fair Labor Standards Act (FLSA), which of the following nonprofit employees is MOST likely to qualify as 'exempt' from overtime pay requirements?
- A part-time receptionist earning $28,000 annually
- A data entry clerk earning $36,000 annually with no supervisory duties
- A program director earning $72,000 who manages staff and exercises independent judgment (Correct answer)
- A fundraising assistant earning $38,000 with primarily clerical duties
Correct answer: A program director earning $72,000 who manages staff and exercises independent judgment
Exempt status under the FLSA requires meeting both a salary threshold and a duties test; executive, administrative, or professional employees who exercise independent judgment and meet the salary threshold qualify.
Question 5: What is the primary purpose of conducting structured, behavioral interviews when hiring nonprofit staff?
- To assess candidates' personal backgrounds and family situations
- To use past behavior as a consistent, evidence-based predictor of future performance (Correct answer)
- To reduce interview time by eliminating follow-up questions
- To ensure candidates agree with the executive director's management style
Correct answer: To use past behavior as a consistent, evidence-based predictor of future performance
Behavioral interviewing uses standardized questions about past experiences to objectively predict future performance, reducing bias and improving hiring consistency.
Question 6: A nonprofit executive discovers that two employees performing substantially equal work are paid differently based on gender. Under which federal law may the organization face liability?
- Age Discrimination in Employment Act (ADEA)
- Occupational Safety and Health Act (OSHA)
- Equal Pay Act of 1963 (Correct answer)
- National Labor Relations Act (NLRA)
Correct answer: Equal Pay Act of 1963
The Equal Pay Act of 1963 requires that men and women in the same workplace receive equal pay for substantially equal work performed under similar working conditions.
Question 7: Which hiring practice is MOST effective at reducing unconscious bias in a nonprofit's recruitment and selection process?
- Relying primarily on employee referrals to source candidates
- Using standardized scoring rubrics and assembling diverse hiring panels (Correct answer)
- Allowing individual hiring managers to evaluate candidates independently
- Prioritizing candidates with degrees from well-known universities
Correct answer: Using standardized scoring rubrics and assembling diverse hiring panels
Standardized rubrics create objective evaluation criteria while diverse panels bring multiple perspectives, both of which are evidence-based methods for reducing the impact of unconscious bias.
CNE Human Resources Management 1
Which federal law requires employers with 50 or more employees to provide up to 12 weeks of unpaid, job-protected leave for qualifying family and medical reasons?