Assurance of Learning® Assessment Study Guide Corrections

Question 68. In the answer key section (Appendix A), the correct answer should be D acceptance of gifts. (“Understanding of business terminology” is noted as the correct answer.)

Question 132. In the answer key section (Appendix A), “National origin” is noted as the correct answer. It is not one of the choices available in the multiple choice answers. This question and the possible answers will be re-written for the 2014 Study Guide.

Question 155. In the Sample Exam (Section 4), all choices for #155 are labeled “D” --rather than “A, B, C, D”. The multiple choice answers should be labeled as A, B, C, and D (consistent with the multiple choice format).

Question 118. In the answer key section (Appendix A), A (“Yes, but only if Lee's husband is on active military duty“) is noted as the correct answer. This is incorrect. Please note: the correct answer key is D (“No, this event cannot qualify for leave under FMLA “).

Rationale: Under the FMLA expansion (2008), employers must provide FMLA leave to the immediate family members (spouses, children or parents) of those on active duty, Reservists and members of the National Guard who have “qualifying exigencies.” An eligible employee caring for a covered military member’s child may use qualifying exigency leave to provide childcare on an urgent, immediate need basis, but not on a routine, everyday basis. Qualifying exigency leave may also be used to attend certain meetings with school staff, if those meetings are necessary due to the active duty or call to active duty status of the covered military member. However, school activities are not included under qualifying exigencies.

QUESTION 134. The rationale for question 134, on page 76, has a typo. It should read: Option C applies to WARN. (The error is that it says Option B applies to WARN. On page 38, Option B is the correct answer = There is no requirement regarding the number of employees.

QUESTION 151. The rationale for question 151, on page 77, has a typo. The word “nonconditional” should be written as noncompliance: No-strike and no-lockout clauses often contain similar, if not identical language, falling into two general categories. Unconditional or noncompliance bans deal with interference with production during the life of the contract…