Explanation: It is legal for the employee to be searched, but the search should be performed by a law enforcement officer. Body searches are allowed so long as they are conducted for legitimate business reasons. Of course, before requesting a body search the employer should try other means of resolving the situation.

Explanation: COBRA coverage is allowed for 36 months after a divorce occurs. The other answer choices-0 months, 18 months, and 29 months-are too brief (or, in the case of 0 months, nonexistent).

Explanation: The President may require a coolingoff period for 80 days, if the strike is deemed to have national consequences. In other words, if the strike has the potential to result in serious consequences to national activities, the President may get involved and require the parties to come together and discuss the issue. The options for 30 days and 50 days are too low, and the option for 100 days is too high. (It should be noted that the President does not have to require the full 80 days, but the full 80 days is provided as an option.)

Explanation: The human resources professional is not required to provide for all employee accommodation requests to ensure continued employment. Human resources professionals are expected to discuss possible employee accommodations with management and to recommend the implementation of certain requests, but there is no requirement to implement all requests. Answer choices A, B, C, and E are all steps in the human resources professional's role in observing the guidelines of ADA, so they are incorrect.

Explanation: A due diligence process during a merger should focus primarily on recording the following basics of company employee details: documentation regarding employee names, employment contracts, I9 forms, benefit contracts, compensation information, company policy and procedures (such as handbooks for employees), compliance documentation for equal opportunity, information about company labor relations (including labor activity), all information about potential legal situations (such as legal violations, sexual harassment claims, and disputes about employee terminations), and legal compliance documentation for COBRA, FMLA, WARN, and OSHA. This means that answer choices A, B, D, and E all fall within the boundaries of due diligence for a merger, leaving only answer choice
C. What is more, whistleblower prevention is not necessarily legal - as there are a number of laws designed to protect whistleblowers - so a company could not legally retain or utilize whistleblower techniques.