Explanation: Medicare is not a voluntary benefit; in other words, employers must provide it. Shortterm disability insurance, vision insurance, and life insurance are all considered voluntary benefits that the employer may choose, or not choose, to offer.

Explanation: If employment is terminated due to "gross misconduct," the former employee is not entitled to any COBRA coverage. The other answer choices are too high; the employer has no obligation to support COBRA coverage for the terminated employee.

Explanation: Sandra's next step is to research possible systems. Since she has obtained a needs analysis, she should have a good idea of the appropriate system for her business. However, her business may not be able to afford the best possible human resources information system. Sandra's next step will be to shop around for the best value. Answer choices B, C, and D represent steps that she will need to take later in the process.

Explanation: However organizations choose to create their plans, a company policy about employee protection is required for all of them. This policy lets employees know what the organization's approach to employee protection is. Answer choice B is incorrect because a disaster recovery plan is not a necessary part of the three plans. Answer choice C is incorrect because organizations are not obligated to include hazard assessment in all three plans. Answer choice D is incorrect because organizations are not required to include a union policy about employee protection. And answer choice E is incorrect because organizations are not required to create a fellow servant rule. In fact, the fellow servant rule is a part of common law doctrine that is now considered obsolete.

Explanation: Cultural noise is a type of bias in which the candidate begins responding as he believes the interviewer would prefer. For instance, for a job that requires extensive travel, a candidate might attempt to sway the odds in his favor by claiming to enjoy travel, even if he has no travel experience in other jobs (and/or might not really care to travel but hopes to get the job). The halo effect results from an interviewer focusing on a single good quality to define the candidate. The horn effect is the opposite of this; it occurs when the interviewer focuses on a single negative quality, over all other qualities, to rate the candidate. The central tendency occurs if an interviewer is unable to make a clear decision about a preferred candidate and averages their results.