100+ Free CRA Practice Questions

Explanation: The FLSA distinguishes between exempt and nonexempt employees. Nonexempt employees must receive overtime pay (at least 1.5 times the regular rate) for hours worked over 40 in a workweek. Exempt employees (executive, administrative, professional) are not entitled to overtime.

Explanation: The FMLA entitles eligible employees to up to 12 workweeks of unpaid, job-protected leave in a 12-month period for qualifying family and medical reasons, such as the birth of a child or a serious health condition. (Military caregiver leave may extend to 26 weeks.)

Explanation: The ADA requires employers to provide reasonable accommodation to qualified individuals with disabilities unless it would impose an undue hardship—significant difficulty or expense relative to the employer's size and resources. Minor costs or schedule changes alone do not constitute undue hardship.

Explanation: The EEOC enforces federal laws prohibiting employment discrimination, including Title VII of the Civil Rights Act, the ADA, the ADEA, and the Equal Pay Act. It investigates charges of discrimination and may litigate on behalf of employees.

Explanation: Retention strategies focus on keeping current employees engaged and satisfied. Career ladders, recognition, professional development, and competitive compensation reduce turnover among existing staff. The other options are recruitment activities aimed at attracting new candidates.

Explanation: Progressive discipline escalates corrective action in stages. The first step is usually a verbal counseling or warning, followed by written warning, suspension, and finally termination if behavior does not improve. This gives the employee opportunity to correct the issue.

Explanation: The halo effect occurs when a rater's overall impression—often driven by one strong positive trait—biases ratings of other unrelated dimensions upward. Awareness of rating biases improves appraisal accuracy.

Explanation: Determining FTE requirements to cover shifts, replacement factors for time off, and workload volumes is core staffing and workload planning. A position needing 24/7 coverage typically requires more than 4 FTEs once vacation, sick, and holiday relief are factored.

Explanation: Under the federal FLSA, to qualify for the executive, administrative, or professional exemption, an employee generally must be paid on a salary basis at not less than $684 per week ($35,568 annually) and meet the duties test for that exemption.

Explanation: A job description outlines essential functions, required qualifications, and reporting structure. It is foundational for recruiting, classifying positions, setting performance expectations, and determining reasonable accommodations under the ADA.