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SPHR Questions - Part 114
1. Which of the following processes is taken to reduce the risk?
A) Risk acceptance
B) Risk transfer
C) Risk avoidance
D) Risk mitigation
2. Which of the following standards requires employers to provide employees with information about physical and health hazards related to the use of chemicals in the workplace?
A) Medical Services and First Aid
B) Hazard Communication Standard
C) Occupational Noise Exposure
D) Personal Protective Equipment
3. been identified for protection under the Americans with Disabilities Act as it relates to substance abuse?
A) Current abusers of alcohol
B) Current users of legal drugs
C) Current users of illegal drugs
D) Recovering addicts
4. Which of the following Acts requires employers to record health and safety incidents that occur each year and to document steps they take to comply with regulations?
A) Occupational Safety and Health Act
B) Mine Safety and Health Act
C) Drug-Free Workplace Act
D) Sarbanes-Oxley Act
5. Millie is an injured worker who has been back to work on modified duty for approximately 13 months. Which of the following return-to-work strategies would best help Millie get back to full duty?
A) Paying to have her evaluated by an independent medical examiner
B) Reasonably accommodating her into a more permanent position
C) Terminating her employment as she is no longer qualified to do the work for which she was hired
D) Continuing the modified duty assignment until she is released to full duty
A) Risk acceptance
B) Risk transfer
C) Risk avoidance
D) Risk mitigation
2. Which of the following standards requires employers to provide employees with information about physical and health hazards related to the use of chemicals in the workplace?
A) Medical Services and First Aid
B) Hazard Communication Standard
C) Occupational Noise Exposure
D) Personal Protective Equipment
3. been identified for protection under the Americans with Disabilities Act as it relates to substance abuse?
A) Current abusers of alcohol
B) Current users of legal drugs
C) Current users of illegal drugs
D) Recovering addicts
4. Which of the following Acts requires employers to record health and safety incidents that occur each year and to document steps they take to comply with regulations?
A) Occupational Safety and Health Act
B) Mine Safety and Health Act
C) Drug-Free Workplace Act
D) Sarbanes-Oxley Act
5. Millie is an injured worker who has been back to work on modified duty for approximately 13 months. Which of the following return-to-work strategies would best help Millie get back to full duty?
A) Paying to have her evaluated by an independent medical examiner
B) Reasonably accommodating her into a more permanent position
C) Terminating her employment as she is no longer qualified to do the work for which she was hired
D) Continuing the modified duty assignment until she is released to full duty
1. Right Answer: D
Explanation: Answer option D is correct.Chapter: Risk Management -Objective: Risk Management
2. Right Answer: B
Explanation: Answer option B is correct.Chapter: Risk Management -Objective: Risk Assessment
3. Right Answer: C
Explanation: Answer option C is correct.Current users of illegal drugs are specifically excluded from protection under the ADA. The ADA, however, does not require that an employer retain any employee whose substance abuseregardless of the status or type of substancerepresents a serious safety risk to themselves or others. Recovering addicts are protected by the ADA. And, depending on certain conditions, users of legal substances such as alcohol or prescription drugs may be protected by the ADA.Chapter: Risk Management -Objective: Review Questions
4. Right Answer: A
Explanation: Answer option A is correct.Chapter: Risk Management -Objective: Risk Assessment
5. Right Answer: A
Explanation: Answer option A is correct.An IME will allow Millie to be evaluated by an impartial third party. Modified duty is a short-term solution to be used when an injured worker is able to return to work but not to full duty (D). A reasonable accommodation strategy (B) may become necessary, but only after Millie's diagnosis and treatment plan is clearly understood. Terminating her employment (C) prior to identifying the extent of her qualifications and limitations is not advisable.Chapter: Risk Management -Objective: Review Questions
Explanation: Answer option D is correct.Chapter: Risk Management -Objective: Risk Management
2. Right Answer: B
Explanation: Answer option B is correct.Chapter: Risk Management -Objective: Risk Assessment
3. Right Answer: C
Explanation: Answer option C is correct.Current users of illegal drugs are specifically excluded from protection under the ADA. The ADA, however, does not require that an employer retain any employee whose substance abuseregardless of the status or type of substancerepresents a serious safety risk to themselves or others. Recovering addicts are protected by the ADA. And, depending on certain conditions, users of legal substances such as alcohol or prescription drugs may be protected by the ADA.Chapter: Risk Management -Objective: Review Questions
4. Right Answer: A
Explanation: Answer option A is correct.Chapter: Risk Management -Objective: Risk Assessment
5. Right Answer: A
Explanation: Answer option A is correct.An IME will allow Millie to be evaluated by an impartial third party. Modified duty is a short-term solution to be used when an injured worker is able to return to work but not to full duty (D). A reasonable accommodation strategy (B) may become necessary, but only after Millie's diagnosis and treatment plan is clearly understood. Terminating her employment (C) prior to identifying the extent of her qualifications and limitations is not advisable.Chapter: Risk Management -Objective: Review Questions
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