Explanation: The Training Adjustment Assistance (TAA) program was designed specifically to provide assistance to employees who have lost their jobs due to a rise in the number of imports. In other words, when import levels shift and companies in the US begin importing items that were previously manufactured here, the manufacturing companies might close as a result leaving employees without jobs. Answer choice A is incorrect because the TAA was designed for a far more particular reason than just employees losing their jobs for any reason. Answer choice C is incorrect because the TAA is related to providing training for laidoff workers to receive new jobs instead of providing them with health benefits. Answer choice D is incorrect because the TAA program is designed for workers who have already lost their jobs rather than for those who currently have jobs. Answer choice E is incorrect because the TAA does not specifically work with welfare, while the Workforce Investment Act (WIA) does.

Explanation: Specific questions regarding a candidate's personal life and religious choices are entirely off limits for interviews. The only question that an interviewer may ask a candidate is whether or not the candidate belongs to an organization that may be relevant to the job. Unless the candidate volunteers information, all other questions about the religious symbol that the candidate is wearing are not appropriate during the interview. This is because a question could make a candidate uncomfortable. What is more, should the candidate be asked such a question and then receive the job - or not receive the job - the situation could be viewed as a form of discrimination.

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: The Hierarchy of Needs Theory of 1954, which discusses the relationship between an employee and his job and which is also the starting point for many of the other theorists, is attributed to Abraham Maslow. Fredrick Herzberg is credited with the Motivation/Hygiene Theory of 1959; Clayton Alderfer is responsible for the ERG Theory of 1969; Victor Vroom is credited with the Expectancy Theory of 1964.

Explanation: BARS refers to the Behaviorally Anchored Rating Scale that employers may use internally to determine whether employee behavior is meeting the standards. MBO (with no "S" at the end) typically refers to Management by Objective, in which businesses set certain goals and work toward reaching them within an established frame of time. TQM (no "S" at the end) refers to Total Quality Management, which is a program designed to improve business activity to increase the value for customers. PBT (also with no "S" at the end) refers to PerformanceBased Training and is intended to assist employees with improving their performance in certain jobs.