Staffing and Human Resources Flashcards
7 cards from real ALF practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Staffing and Human Resources flashcards as text
An ALF administrator discovers a newly hired caregiver's background screening results have not yet returned. What is the most appropriate action?
Answer: Restrict the caregiver from unsupervised resident contact until screening clears
Most state regulations prohibit unsupervised resident contact until background screening is completed and cleared.
Which document must an ALF maintain in each employee's personnel file to verify legal work authorization?
Answer: Form I-9
Form I-9 verifies identity and employment eligibility as required by federal law.
A caregiver repeatedly arrives late despite verbal counseling. Under progressive discipline, what is typically the next step?
Answer: A written warning documented in the personnel file
Progressive discipline typically moves from verbal counseling to a documented written warning before more severe action.
When calculating direct care staffing needs, which factor is most important for an ALF administrator to consider?
Answer: Resident acuity and total care hours required
Staffing levels must be based on resident acuity and the total hours of care residents require.
An employee reports a back injury from lifting a resident. Which action must the administrator take first?
Answer: Ensure the employee receives medical attention and document the incident
Immediate medical attention and incident documentation are the first steps in workplace injury response.
Which practice best reduces caregiver turnover in an assisted living facility?
Answer: Consistent scheduling, recognition, and career development opportunities
Stable schedules, recognition, and growth opportunities are proven retention strategies in long-term care.
Under the Fair Labor Standards Act, a non-exempt ALF employee who works 46 hours in one week must be paid overtime at what rate for the extra hours?
Answer: One and one-half times the regular rate
The FLSA requires time-and-a-half pay for hours worked over 40 in a workweek for non-exempt employees.