Explanation: The Equal Employment Opportunity Act of 1972 did not extend Title VII coverage to the employees of religious institutions. These organizations were exempted from the original version of Title VII (in the Civil Rights Act of 1964), and this exemption was maintained in 1972. Religious institutions are allowed to give preferential treatment to job candidates and employees who are adherents of that religion. Universities, state government agencies, and federal legislative bodies all became subject to Title VII with the passage of the Equal Employment Opportunity Act.

Explanation: The Personal Responsibility and Work Opportunity Reconciliation Act, which went into law in 1996, establishes and updates rules for retaining and reporting employee identification records. Answer choice A is incorrect because the Fair Labor Standards Act has no immediate requirement about record keeping and instead focuses on establishing fair compensation for employees. Answer choice B is incorrect because the Fair Credit Reporting Act governs employee credit reporting but not the retention of employee identification records. Answer choice C is incorrect because the workplace application of the Consumer Credit Protection Act relates to wage garnishing. And answer choice D is incorrect because the Small Business Job Protection Act relates to employee deferred compensation plans.

Explanation: Requiring employers to sign a security clause to be part of the union is fairly standard procedure: it protects the union when the time comes for the union to enter into bargaining with the employer. However, preventing an employee from selecting bargaining representation, requiring an employee to continue in a job that is technologically obsolete, and declining to enter into good faith negotiations with the employer may be considered unfair labor practices for unions.

Explanation: Turnover analysis results from dividing the average number of employees over a given time frame by the number of employees who left the business. Accession rate is something of the reverse of this: the number of new hires when compared to the full number of employees in a business. The replacement cost shows businesses how much cost goes into hiring new employees; these costs might include overtime costs and training costs. The quality of hire is determined when a business establishes an example of a quality hire and then compares other employees or new hires against it.