Explanation: According to FMLA guidelines, an employee must work for an employer for a minimum of 12 months (not necessarily consecutively) in order to apply for FMLAapproved leave. Because Arthur has only worked for the company for 9 months, he will not be eligible to apply for type of leave, which is what Brad - as the human resources professional - will be required to explain to Arthur. Answer choices A, B, D, and E are incorrect because each represents the wrong period of time for FMLA leave.

Explanation: The maximum damage that may be awarded is based on company size, and a company with up to 100 employees may be required to pay a damage of $50,000. The company with 45 employees falls into this category. A damage award of $100,000 reflects a company with 101200 employees. A damage award of $200,000 reflects a company with 201500 employees. A damage award of $300,000 reflects a company with 501 or more employees.

Explanation: Tara should be compensated for this time, because she has been engaged to wait. She is not responsible for the flight delay, and so long as her employer wants her to keep waiting for the delayed flight, she should continue to be compensated.

Explanation: Benchmark positions are simply the types of positions that are common within all organizations, such as administrative assistants. Benchmark positions do not, however, relate to an evaluation of current jobs (answer choice B), a review of market conditions for salaries (answer choice C), a change in significant jobs in a company (answer choice D), and a review of the value of various positions within an organization (answer choice E).

Explanation: When one company acquires another, the first step for the acquiring company's human resources department is a survey of the workforce in both organizations. The goal is to identify redundant or conflicting positions. It may be that some of the employees in the acquired organization will need to be let go. Human resources departments will need to review the acquired organization's collective bargaining agreements and ensure compliance with OSHA regulations, but these activities should be performed subsequent to the workforce survey.