The Health Insurance Portability and Accountability Act of 1996 made it illegal to discriminate on the basis of health. This act is an amendment to the Employee Retirement Income Security Act of 1972. It also made it harder for insurers to deny coverage based on pre-existing conditions.

The Equal Pay Act created in 1963, forbids any type of discrimination based on the employee's gender. The Portal-to-Portal Act of 1947 determined that employers cannot be required to compensate employees who commute long distances to work. The Davis-Bacon Act was created in 1931, and the National Labor Relations Act was created in 1935; both fall before the legislation of the Fair Labor Standards Act of 1938, so both are irrelevant.

When a department within a company is planning interviews to hire new employees, the human resources prof essional's role is primarily one of assisting. The human resources prof essional is not responsible for choosing the members of the prospective interview board (answer choice B), since this role will fall to the department and those who will be working with the new employee or employees. Additionally, the tasks of creating an of ficial list of questions for the interview (answer choice C), and conducting the actual interviews for prospective employees (answer choice D), belong not to the human resources prof essional but to the manager or supervisor of the department in which the employees will work.

VVhen 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 identif y 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.

A bank is a financial institution and must complete an annual EEO (equal employment opportunity) survey. This form must be completed before September 30 and must use employment data from a pay period of the most recent July, August, or September. The point of this survey is to ensure that employers are not discriminating in their hiring or promotion practices. Institutions of higher education, state and local governments with fewer than 100 employees, and federal subcontractors with fewer than 50 employees are not required to file an EEO survey.