Explanation: Federal recommendations state that employers should retain OSHA forms for a minimum of 5 years. Retaining forms for 2 or 3 years is too brief. Forms may certainly be retained for 7 years, but this exceeds the minimum federal recommendations.

Explanation: The Immigration Act of 1990 limited the number of temporary workers applying under H1B status to 65,000 each year. This number includes answer choices A and B (45,000 and 50,000, respectively), but both of these amounts fall under the stated maximum. Answer choice D (70,000) is too high.

Explanation: The Workforce Investment Act combined over seventy federal education and training programs into block grants that could be administered by the states. This act was passed in 1998 with the intention of giving state and local authorities more control over the delivery of federal resources. The act declares that funds should be concentrated on youth, adults, and the displaced, but the precise targeting of these resources is left to local groups in cooperation with representatives from the private sector.

Explanation: When a bill fails to pass because Congress adjourns before the required waiting period, that failure is known as a pocket veto. Pigeonholing occurs when a bill is set aside and essentially ignored to ensure its failure. A yellow dog contract refers to the illegal contracts that employers once asked employees to sign, ensuring that they (the employees) would not take part in union activities. Gerrymandering refers to redrawing district lines to reflect large voting populations, with the goal of increasing the odds of one candidate or political party over another.

Explanation: The Uniform Guidelines on Employee Selection Procedures declare that employers must use the selection tool that has the least adverse impact on protected classes. Of course, this provision is only applicable when the employer has access to more than one selection tool. When there is no other option, employers may use selection tools that adversely impact protected classes. According to the UGESP, an adverse impact exists when the selection rate for a protected class is 4/5 or less of the normal selection rate.