Explanation: A business must complete the I9 form for new employees within 3 days of employment. The business may certainly complete the form within 1 day, but this is not the stated maximum. Completing the forms after 3 days (i.e., 5 days or 7 days) violates the law.

Explanation: LMRDA required that local unions conduct leadership elections every three years. Answer choice D reflects the requirement for national unions (discussed in question 151). The other answer choices do not reflect union leadership election requirements.

Explanation: NIOSH created the HHE, or Health Hazard Evaluation, to assist in responding to employer, as well as employee, concerns about workplace hazards. A VPP is a Voluntary Protection Program in which employers may voluntarily choose to participate. (The standards for safety are significantly stricter.) MSH refers to Mine Safety and Health and usually applies to the legislation that passed in 1977. MSD refers to musculoskeletal disorders that result from poor ergonomics in the workplace.

Explanation: Wealth is not one of the sources of motivation identified in McClelland's acquired needs theory. According to McClelland, people are driven to pursue achievement, affiliation, or power. Those who seek achievement will take some risks and listen to constructive criticism. However, these people want to ensure that they have responsibility for their work, because having a sense of ownership over the completed task is important for them. People who are motivated by affiliation seek to be accepted by their colleagues and peers. These people should not be isolated. People who seek power want to exert control over people or processes.

Explanation: This labor union is using a parallel bargaining strategy. Parallel bargaining is often used when the union believes that one particular employer will agree to an especially favorable deal. By negotiating this deal first, the union can set a standard that other employers will reluctantly meet. In the integrative bargaining approach, the union and employers lay all the facts on the table and compromise. In positional bargaining, the union and the employer are adversaries, each side using its leverage to get as much as possible. In multiunit bargaining, a single employer must deal with multiple unions representing different job groups.