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WorksheetsStaff Handbook 2025-2026
Total questions: 61
Worksheet time: 33mins
According to the handbook, what is the standard workweek for full-time employees?
30 hours per week
35 hours per week
40 hours per week
45 hours per week
How are overtime hours typically compensated?
At the regular hourly rate
At time and a half of the regular hourly rate
At double the regular hourly rate
No additional compensation
If an hourly employee works 42 hours in one week, how should the additional hours beyond 40 be paid?
Paid as regular hours
Paid as unpaid comp time
Paid at time and a half
Paid at double time
You arrive late three times in one week without notifying your supervisor in advance. According to the “Attendance and Punctuality” policy, what is your supervisor likely to do first?
Dock your pay for the missed time
Document the tardiness and discuss it with you
Terminate your employment immediately
Require you to make up the time on a weekend
An employee leaves early without approval because they have a personal errand. Which statement best reflects the handbook policy?
This is allowed if the employee makes up the hours later in the week
This is allowed if the employee is salaried
This requires prior approval from the supervisor
This is never allowed under any circumstances
What does “PTO” stand for in the handbook?
Personal Time Off
Paid Time Off
Protected Time Off
Professional Time Off
How is PTO accrued for full-time employees?
Based on hours worked each week
In a lump sum at the start of the year
Quarterly in equal amounts
Only after one year of service
An employee wants to take three days off next month for a family wedding. According to the handbook, what should they do first?
Call in sick on those days
Submit a PTO request to their supervisor for approval
Take the days and inform the supervisor afterward
Swap shifts with a co-worker without supervisor involvement
If an employee runs out of PTO but still needs a day off for personal reasons, which option is most consistent with policy?
Request an unpaid day off from the supervisor
Use sick leave instead
Mark the absence as “floating holiday”
Work extra hours the next week instead
You have a PTO request approved two months in advance. A staffing shortage arises, and your supervisor asks you to reschedule. According to the handbook, what is the correct approach?
Decline the request because approval is final
Consider rescheduling if operational needs require it
File a grievance with HR immediately
Take the days anyway without further discussion
How many weeks of unpaid, job-protected leave does the Family and Medical Leave Act (FMLA) provide for eligible employees?
6 weeks
8 weeks
12 weeks
16 weeks
Which of the following is not listed as a valid reason for FMLA leave?
Birth or adoption of a child
Caring for a spouse with a serious health condition
Personal travel or vacation
Your own serious health condition
An employee needs three days off to recover from a severe flu. Which leave type would most likely apply?
Sick leave
Casual leave
Maternity leave
Annual leave
Your spouse is deployed for active military duty. Which type of leave might you qualify for under the handbook policies?
Bereavement leave
Military family leave
Unpaid suspension leave
Volunteer service leave
An employee has exhausted all sick leave but needs to care for a child with a medical emergency. According to the handbook, what’s the correct next step?
Use remaining PTO, if available
Take unpaid leave with supervisor approval
Call in absent without explanation
Borrow sick leave from the next year
The EEO policy prohibits discrimination based on which of the following?
Race, color, religion, sex, national origin, age, disability, and genetic information
Only race, religion, and gender
Political affiliation and marital status only
Education level and work experience
According to the handbook, the company complies with all applicable federal, state, and local laws regarding EEO.
True
False
A manager refuses to promote a qualified employee because of the employee’s national origin. This is an example of:
Favoritism
Discrimination
Nepotism
Reasonable accommodation
An employee believes they have been discriminated against. What is the first step the handbook recommends?
Contact HR or a supervisor immediately
Post about it on social media
Take vacation time until the situation is resolved
An applicant who uses a wheelchair is denied an interview because the hiring manager assumes they can’t perform the job. This violates which laws?
Only state laws
FMLA and OSHA
ADA and EEO laws
PTO and Sick Leave laws
The ADA requires employers to provide what to qualified individuals with disabilities?
Unlimited PTO
Reasonable accommodations
Automatic promotions
Free transportation to work
Which of the following is not an example of a reasonable accommodation?
Modified work schedules
Providing specialized equipment
Eliminating essential job functions entirely
Making facilities accessible
An employee requests a modified keyboard to accommodate a medical condition. According to the handbook, what should happen first?
The request is reviewed through the interactive process with HR and the supervisor
The employee must purchase it themselves
The request is automatically denied if it costs money
The employee must provide a coworker’s approval
If providing an accommodation causes undue hardship to the company, the employer:
Must still provide it under all circumstances
Is not required to provide that specific accommodation but may explore alternatives
Can terminate the employee immediately
Should ignore the request entirely
A qualified applicant who is deaf applies for a position and requests a sign language interpreter for the interview. According to the ADA, what should the employer do?
Decline the interview because communication will be difficult
Provide the interpreter as a reasonable accommodation
Ask the applicant to bring their own interpreter
Require the applicant to interview in writing only
The handbook defines harassment as:
Any disagreement between employees
Unwelcome conduct based on protected characteristics that creates a hostile or offensive work environment
Constructive feedback from a supervisor
Asking someone to complete their assigned tasks
Which of the following is not an example of harassment listed in the handbook?
Racial slurs
Inappropriate jokes
Performance reviews
Unwanted physical contact
An employee repeatedly makes offensive jokes about a co-worker’s religion after being asked to stop. According to policy, what should the affected employee do first?
Ignore it and hope it stops
Report it to a supervisor or HR immediately
Make a joke in return
Post about it on social media
If a manager is the one engaging in harassment, the handbook instructs employees to:
Contact another member of management or HR
Avoid the manager until the issue goes away
Quit immediately without reporting
File a police report before telling anyone at work
Workplace conduct expectations in the handbook include:
Treating everyone with dignity and respect
Using professional language
Avoiding disruptive behavior
All of the above
The Drug-Free Workplace policy prohibits the unlawful manufacture, distribution, possession, or use of:
Only illegal drugs
Alcohol and illegal drugs on company premises or during work hours
Tobacco products
Prescription drugs under all circumstances
Which of the following is not considered a violation of the Drug-Free Workplace policy?
Using prescribed medication according to a doctor’s instructions
Drinking alcohol at a company-sponsored event without prior approval
Possessing illegal drugs in the workplace
Being under the influence of drugs during work hours
If an employee is suspected of violating the drug policy, the handbook states they may be required to:
Take a drug and/or alcohol test
Attend counseling only
Take unpaid leave immediately without investigation
Sign a waiver of rights
A supervisor smells alcohol on an employee’s breath during work hours. According to policy, what’s the correct action?
Ignore it if the employee’s performance seems fine
Report and refer the employee for testing or investigation
Wait until the end of the day to address it
Send the employee home without documentation
Consequences for violating the Drug-Free Workplace policy may include:
Referral to counseling
Suspension
Termination of employment
All of the above
The Workplace Violence policy prohibits:
Physical assault only
Threatening, intimidating, or aggressive behavior, whether verbal or physical
Only actions that cause physical injury
Arguments between employees
Which of the following is not considered workplace violence under the handbook?
Harassment
Threats of harm
Constructive feedback from a manager
Physical fights
An employee overhears a co-worker threatening to harm another staff member. According to policy, what should they do?
Confront the co-worker immediately without involving management
Report the threat to a supervisor or HR right away
If an employee overhears a co-worker making a threat of violence, what should they do according to the handbook?
Ignore it and hope it was a joke
Report it immediately to a supervisor or HR
Wait to see if the co-worker follows through
Spread the news among other employees to warn them
If an employee feels unsafe due to workplace violence, the handbook instructs them to:
Leave the area if necessary and contact security or law enforcement
Wait until the end of the shift to report
Handle it personally without involving others
Post about it on social media
Prevention measures in the Workplace Violence policy include:
Maintaining awareness of surroundings
Reporting concerning behaviors early
Avoiding escalation of conflicts
All of the above
Regular attendance and punctuality are important because they:
Reduce the need for staff meetings
Ensure efficient operations and support team productivity
Allow employees to take more vacation days
Help avoid performance reviews
Which of the following is considered an unexcused absence according to the handbook?
Pre-approved vacation time
Sick leave reported according to policy
Failure to notify a supervisor of absence before the start of the workday
Jury duty
If an employee is going to be late or absent, they must:
Send an email to the CEO
Notify their supervisor as soon as possible, preferably before their shift starts
Wait until after the missed shift to explain
Ask a co-worker to inform management for them
An employee has three unexcused absences in one month. According to policy, the likely next step is:
Termination without warning
Disciplinary action up to and including termination
Mandatory unpaid leave for the rest of the month
Automatic schedule change
Which of the following best describes punctuality expectations in the handbook?
The handbook states that company technology and property should be used:
Primarily for business purposes, with limited personal use allowed if it does not interfere with work
Freely for personal projects as long as deadlines are met
Only during approved breaks
For personal use if approved by co-workers
Which of the following is not permitted under the company’s technology policy?
Accessing inappropriate or offensive websites
Checking personal email during lunch
Using work computers for research related to your job
Sending business-related documents via secure company channels
If an employee damages company property through negligence, the handbook says they may be:
Required to replace or repair it
Given an automatic promotion
Allowed to keep the damaged property as compensation
Ignored as long as the damage is small
An employee is caught installing unauthorized software on a work computer. According to policy, this may lead to:
Disciplinary action, up to and including termination
A warning but no other consequences
A software upgrade from IT
Permission to keep using the software if it’s helpful
Care of company property includes:
Using items only for their intended purpose
Storing equipment properly
Reporting any loss, damage, or theft immediately
All of the above
Confidential information includes:
Only printed company reports
Employee records, student records, proprietary business information, and other sensitive data
Any conversation in the break room
Which of the following is not considered a violation of the confidentiality policy?
A. Sharing student records with unauthorized individuals
B. Using confidential data for personal gain
C. Accessing confidential information only as required for your job duties
D. Disclosing employee salary information without consent
If an employee suspects a data breach, they should:
Try to fix it themselves before telling anyone
Report it immediately to their supervisor or designated data protection officer
Post about it online to alert the public
Ignore it if the breach seems small
A co-worker asks you for login credentials so they can access a file. According to policy, you should:
Share the credentials if you trust them
Decline and direct them to request access through proper channels
Share the credentials only if it's a busy day
Ignore the request entirely
The handbook states that breaches of confidentiality may result in:
A verbal reminder only
Disciplinary action, up to and including termination
Free legal assistance from the company
A required apology but no other action
The Acknowledgment of Receipt confirms that an employee:
Has read and understands the policies in the handbook
Agrees to follow all policies as a condition of employment
Knows where to find a copy of the handbook for reference
All of the above
According to the handbook, signing the acknowledgment means:
The employee may not ask questions about the policies
The employee understands the handbook may be updated and agrees to review new versions
The policies can never change during employment
The employee is agreeing to a lifetime contract
An employee refuses to sign the acknowledgment. The handbook states that:
It may still be assumed the employee is aware of and must follow the policies
They are automatically terminated
If the handbook is updated during employment:
Employees will be notified and may be asked to sign a new acknowledgment
No one is told unless they ask
Only supervisors are notified
The old handbook remains in effect
The acknowledgment form is typically kept:
In the employee’s personnel file
On the company bulletin board
At the employee’s home
In a public folder for all staff to view
