ALA Human Resources Management

Question 1

Under the Fair Labor Standards Act (FLSA), which of the following employees is properly classified as exempt from overtime requirements?

Accepted Answer

A legal administrator earning $65,000 who manages a department and directs two or more employees

Answer

A paralegal earning $45,000 annually who primarily performs routine document review

Answer

A receptionist earning $35,000 who occasionally supervises a temporary worker

Answer

A billing clerk earning $55,000 who processes invoices under close supervision

Question 2

A law firm's HR manager is developing a compensation structure. Which approach best supports internal equity?

Accepted Answer

Conducting a job evaluation to rank positions by relative worth before setting pay ranges

Answer

Paying employees based solely on market data from salary surveys

Answer

Setting pay based on years of experience only

Answer

Allowing each supervising attorney to negotiate individual salaries independently

Question 3

Which federal law requires employers with 50 or more employees to provide eligible workers up to 12 weeks of unpaid, job-protected leave per year for qualifying family and medical reasons?

Accepted Answer

Family and Medical Leave Act (FMLA)

Answer

Americans with Disabilities Act (ADA)

Answer

Uniformed Services Employment and Reemployment Rights Act (USERRA)

Answer

Employee Retirement Income Security Act (ERISA)

Question 4

When conducting a performance appraisal, a supervisor rates all employees as 'average' regardless of actual performance. This rating error is known as:

Accepted Answer

Central tendency error

Answer

Halo effect

Answer

Recency bias

Answer

Leniency error

Question 5

A legal administrator suspects that an employee's termination was pretextual. In an employment discrimination lawsuit, what does the plaintiff need to demonstrate to establish a prima facie case under McDonnell Douglas Corp. v. Green?

Accepted Answer

That the employee belongs to a protected class, was qualified, suffered adverse action, and was replaced by someone outside the protected class

Answer

That the employer had explicit discriminatory intent documented in writing

Answer

That the employer violated at least three federal employment laws simultaneously

Answer

That the employee filed a grievance with HR within 30 days of the adverse action

Question 6

Which of the following is a key component of an effective onboarding program for new legal staff?

Accepted Answer

Providing role-specific training, introducing firm culture, and clarifying performance expectations early

Answer

Assigning new hires independent complex matters on their first day to test competence

Answer

Limiting new hire interaction with senior staff for the first 90 days

Answer

Focusing exclusively on compliance paperwork during the first week

Question 7

Under Title VII of the Civil Rights Act, which employer practice constitutes quid pro quo sexual harassment?

Accepted Answer

A manager conditioning a promotion on an employee's submission to sexual advances

Answer

A supervisor making offensive jokes in team meetings

Answer

A coworker repeatedly asking another employee on dates despite rejections

Answer

Displaying inappropriate posters in a common break room