Explanation: The purpose of the Needlestick Safety and Prevention Act is to require the employers report workplace injuries as a result of sharp objects and consider replacement objects to prevent further injuries. Answer choice A is incorrect because the purpose of the act is not to require that companies perform quarterly audits. Answer choice B is incorrect because the Needlestick Safety and Prevention Act does not require that organizations remove specified sharp objects but instead recommend the replacement of dangerous sharp objects. Answer choice C is incorrect because the act does not create a list of sharp objects that are recognized for having caused workplace injuries but instead leaves the decision about these objects up to the organization. Answer choice D is incorrect because the act does not require that companies pay a fine for workplace injuries from sharp objects.

Explanation: An environmental scan has to do with the gathering of information that will help to project company growth and development. In other words, an environmental scan helps a company to review historical data to begin the process of preparing for expected or planned growth in the company. The environmental scan has nothing to do with environmental standards, federal or otherwise. This means that answer choices A, B, and E can be eliminated because all refer to outdoor or indoor environment, the EPA, and green standards. Answer choice D may be eliminated as well because the environmental scan does not relate to research and development techniques, nor is it specifically related to a business plan in the immediate sense.

Explanation: The human resources professional is not expected to avoid simultaneous leave within the company. This may be inevitable, and the company cannot block employees from taking approved FMLA leave. The human resources professional is, however, expected to be familiar with FMLA requirements and changes, to educate management about FMLA rules, and to develop an FMLA documentation policy for the company.

Explanation: An unfair labor practice is defined as any activity from an employer or a union that hinders employees from exercising their rights. Answer choices A, B, D, and E are incorrect. While they describe types of unfair labor practices, they fail to provide a complete definition of ULP. Each offers a type of unfair labor practice, but does not encompass the total definition.

Explanation: Specific questions regarding a candidate's personal life and religious choices are entirely off limits for interviews. The only question that an interviewer may ask a candidate is whether or not the candidate belongs to an organization that may be relevant to the job. Unless the candidate volunteers information, all other questions about the religious symbol that the candidate is wearing are not appropriate during the interview. This is because a question could make a candidate uncomfortable. What is more, should the candidate be asked such a question and then receive the job - or not receive the job - the situation could be viewed as a form of discrimination.