Explanation: This is not considered a workrelated injury because vehicle accidents that occur on company property are not considered workrelated under the Occupational Health and Safety Act. If Sven had sustained this injury while driving somewhere in a company vehicle or in the pursuit of company business, the accident would be considered workrelated.

Explanation: The process of succession planning requires that a human resources professional consider employees within their current positions. As a result, answer choice B falls outside the focus on employees within the positions and instead focuses on the position itself. This is not a part of succession planning. Answer choices A, C, D, and E all belong to the process of categorizing employees who are currently in positions within an organization.

Explanation: In Weeks v. Southern Bell Telephone Company (1969), the Fifth Circuit determined that a company may not claim physical difficulty as a bona fide occupational qualification in order to keep women out of certain jobs. This case centered on a woman who was denied an available position within the company because it entailed some heavy lifting. She asserted that this was discrimination. The company admitted prima facie discrimination but argued unsuccessfully that the ability to lift heavy objects was a bona fide occupational qualification.

Explanation: Featherbedding occurs when a union requires that an otherwise obsolete job remains intact at an organization in order to avoid terminating an employee. Answer choice A is incorrect because it describes a hot cargo agreement. Answer choice C is incorrect because it simply describes a type of union coercion. Answer choice D is incorrect because it describes another type of union coercion or restraint of employees. And answer choice E is incorrect because it describes a type of employer coercion or restraint, but it does not describe featherbedding.

Explanation: One common problem with costperhire metrics is that they omit costs that are not related to specific candidates. The costperhire measure is determined by dividing total costs by number of hires. It is important that the costs and hires be taken from the same time interval. To be comprehensive, a costperhire measure should include the salaries of those employed to make hires, the cost of advertising, and any other administrative costs incurred during the hiring process.