CHI Workforce Development & HR 2 — Questions and Answers
Question 1: A hotel HR manager discovers that a newly hired banquet server did not complete their I-9 verification within the required timeframe. What is the maximum number of business days after the first day of work that Section 2 of the I-9 must be completed?
- 1 business day
- 3 business days (Correct answer)
- 5 business days
- 7 business days
Correct answer: 3 business days
Employers must complete Section 2 of the I-9 form within 3 business days of the employee's first day of employment.
Question 2: Which succession planning approach involves identifying high-potential employees two or more levels below senior management and providing them with rotational assignments and mentorship?
- Replacement planning
- Talent pool development (Correct answer)
- Emergency succession
- Incumbent benchmarking
Correct answer: Talent pool development
Talent pool development builds a pipeline of high-potential employees through broad development experiences rather than designating a single replacement for each role.
Question 3: Under the ADA, a hotel must provide a reasonable accommodation to an employee with a disability UNLESS it creates what?
- A minor inconvenience
- An undue hardship (Correct answer)
- A guest service risk
- A safety liability
Correct answer: An undue hardship
The ADA requires reasonable accommodations unless doing so would impose an undue hardship — significant difficulty or expense — on the employer.
Question 4: A hospitality instructor is teaching new managers about progressive discipline. Which sequence correctly represents the typical steps in order?
- Written warning → Verbal warning → Suspension → Termination
- Verbal warning → Written warning → Suspension → Termination (Correct answer)
- Suspension → Verbal warning → Written warning → Termination
- Written warning → Suspension → Verbal warning → Termination
Correct answer: Verbal warning → Written warning → Suspension → Termination
Progressive discipline typically escalates from verbal warning to written warning, then suspension, and finally termination if the behavior continues.
Question 5: When calculating a hotel's annualized turnover rate, the formula uses total separations divided by the average number of employees and then multiplied by what number?
- 12
- 52
- 100 (Correct answer)
- 365
Correct answer: 100
Turnover rate is calculated as (Total Separations ÷ Average Headcount) × 100, expressing the result as a percentage.
Question 6: A restaurant group is implementing a competency-based hiring process. Which method BEST assesses a candidate's actual job-related competencies for a front-of-house supervisor role?
- Reviewing GPA from culinary school transcripts
- Conducting a structured behavioral interview with scored rubrics (Correct answer)
- Checking social media profiles for professionalism indicators
- Administering a Myers-Briggs personality assessment
Correct answer: Conducting a structured behavioral interview with scored rubrics
Structured behavioral interviews with scored rubrics provide consistent, job-related evidence of competencies and have strong predictive validity.
Question 7: Under the FMLA, an eligible employee working at a covered employer may take up to how many weeks of unpaid, job-protected leave per year for a qualifying reason?
- 6 weeks
- 8 weeks
- 12 weeks (Correct answer)
- 16 weeks
Correct answer: 12 weeks
The Family and Medical Leave Act entitles eligible employees to up to 12 weeks of unpaid, job-protected leave in a 12-month period for qualifying family and medical reasons.
CHI Workforce Development & HR 2
A hotel HR manager discovers that a newly hired banquet server did not complete their I-9 verification within the required timeframe.
What is the maximum number of business days after the first day of work that Section 2 of the I-9 must be completed?