Explanation: Interviews conducted by the researcher would be considered primary research. Primary research is distinguished by having been conducted by the researcher. Secondary research, on the other hand, is created by someone else. In most cases, it is good to have a mixture of primary and secondary research.

Explanation: The Fair Labor Standards Act requires that companies maintain a certification of age on file for all employees until their employment is terminated. The certification of age simply shows that the employee can legally work for the company in the capacity in which he or she was hired. Once the employment has been terminated, it is no longer necessary to maintain a certification of age. Answer choices A, B, C, and D all represents time periods that could be true depending on the time that an employee is with a company, but they are not technically correct based on the wording of the law.

Explanation: The Sherman AntiTrust Act was created in 1890 and represents the first piece of legislation to affect the movement for labor rights within the United States. The Clayton Act followed in 1914, the Railway Labor Act in 1926, and the NorrisLa Guardia Act in 1932.

Explanation: An assistedliving facility would be the most likely of these businesses to have an outbreak of tuberculosis. Tuberculosis is an airborne disease, and spreads quickly in places where people work closely together. An assistedliving facility, where people share the same space and breathe the same air every day, is an excellent breeding ground for TB.

Explanation: According to the expectations of ERM, a human resources professional should apply reasonable techniques to correcting a problem. In Harold's case, the best option for addressing the problem of the incomplete documentation would simply be to establish a quarterly review of the paperwork to ensure that it is completed. As for the other answer choices, they each contain extreme responses that do not fit with the requirements of ERM. Terminating the responsible employee does not guarantee that the problem will be fully addressed. Creating a new department simply adds more paper work that can further complicate the process of completing the documentation. There is nothing within the process of ERM that suggests a human resources professional can request a reprieve from a federal agency; the rules are in place already and need to be observed. And while creating a series of checklists sounds good, it also sounds vague and has the potential to be as ineffective as the current system.