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NEW QUESTION: 1
Jan is the HR Professional for your organization. An employee within the organization has filed a charge with the EEOC that discrimination has been done by your organization against her. The EEOC has investigated the case and has found that there is no reasonable cause against your company. The person filing the charge, however, still believes that discrimination has occurred. How long does this person have, to file a lawsuit against your company?
Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
A. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 90 days of the EEOC's findings.
B. Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
C. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 30 days of the EEOC's findings.within 30 days of the EEOC's findings.
D. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 180 days of the EEOC's findings.
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
Once the EEOC has found that there is no reasonable cause, the complainant still has the right to file a private lawsuit against your company. The person is to file the lawsuit, however, within 90 days. The EEOC will send their findings to the employer and the complainant along with a right to sue letter -explaining the individual's rights to sue.
Answer option A is incorrect. The complainant can still seek to sue within 90 days.
Answer option D is incorrect. The complainant can still seek to sue within 90 days, not 30 days.
Answer option B is incorrect. The complainant can still seek to sue within 90 days, not 180 days.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION: 2
When adding an IPSec headend termination device to your network design, which two performance indicators are the most accurate to determine device scalability? (Choose two.)
A. packets per second capabilities
B. CPU capabilities
C. maximum tunnel termination capabilities
D. bandwidth capabilities
Answer: A,C
Explanation:
Explanation/Reference:
Explanation:
NEW QUESTION: 3
Which of the following connection types are supported by the remote-exec provisioner? (select two)
A. ssh
B. RDP
C. WinRM
D. UDP
E. SMB
Answer: A,C
Explanation:
The remote-exec provisioner invokes a script on a remote resource after it is created. The remote-exec provisioner supports both ssh and winrm type connections.
remote-exec connection types -
* ssh on Linux
* winrm on Windows
https://www.terraform.io/docs/provisioners/remote-exec.html
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