Title: Safety, Health, and Risk Management
Course: Question Banks

Q: Brads and Nails, Inc., employs workers who speak both English and Spanish routinely. What accommodation to the rules-posting requirement is recommended the company make for their diverse workforce?
- Post only the Spanish version of the OSHA poster or state-plan equivalent in a prominent location in the workplace. (Incorrect. The OSHA or state-plan equivalent poster has to be posted in a prominent location in the workplace; the standard poster comes in English and meets the basic requirement.)
- Post only the English version of the OSHA poster or state-plan equivalent in a prominent location in the workplace and forbid workers from speaking Spanish while at work. (Incorrect. While it is acceptable for the workplace to use only the English version of the OSHA poster to meet requirements, it is a discriminatory practice to forbid workers from speaking Spanish while at work.)
- Modify the standard OSHA poster or state-plan equivalent to include complex vocabulary to challenge workers. (Incorrect. Training and supporting documents should contain easily-understandable language, and a standard poster does not need to be altered.)
- Post the OSHA poster or the state-plan equivalent and the Spanish version of the poster in a prominent location in the workplace. (Correct. Although OSHA only requires the poster be prominently displayed, for workplaces with many Spanish-speakers, this accommodation is recommended.)
A: Post the OSHA poster or the state-plan equivalent and the Spanish version of the poster in a prominent location in the workplace.

Q: Which of the following injuries would an employer NOT be obliged to report, per OSHA regulations?
- An employee receives a concussion from falling machinery, requiring hospitalization. (Incorrect. Any injury resulting in hospitalization must be reported.)
- An employee’s finger becomes caught in a piece of machinery and is crushed. (Incorrect. This injury could result in loss of the finger, which must be reported.)
- Industrial chemicals splash into an employee’s eyes, rendering them temporarily blind. (Incorrect. Any injury that affects eyesight must be reported.)
- An employee slips and falls, receiving a minor leg injury. (Correct. OSHA regulations do not require minor injuries to be reported.)
A: An employee slips and falls, receiving a minor leg injury.

Q: A sawmill does not provide safety training to new employees. What specific OSHA requirement is this employer violating?
- Make sure employees have and use safe tools and equipment and properly maintain this equipment. (Incorrect. While this is important to maintaining worker safety, the specific requirement not being met is safety training.)
- Use color codes, posters, labels or signs to warn employees of potential hazards. (Incorrect. While warning employees of dangers is an OSHA requirement, the specific need not met in this scenario is safety training.)
- Maintain records of work-related injuries and illnesses and provide access as appropriate. (Incorrect. This does not help prevent workplace injuries or illnesses, which safety training may help mitigate.)
- Provide safety training in a language and vocabulary workers can understand. (Correct. Safety training is mandatory according to OSHA standards, regardless of the level of risk one might find in the workplace.)
A: Provide safety training in a language and vocabulary workers can understand.

Q: What portion of the OSH Act protects employees who voice health and safety concerns?
- Anti-retaliation Act (Incorrect. The program which protects whistleblowers from retaliation, the program is called the Whistleblower Protection Program, which describes its purpose.)
- Health and Safety Act (Incorrect. All OSHA regulations are designed to promote health and safety in the workplace, with the Whistleblower Protection Program in place to protect whistleblowers.)
- Workplace anti-discrimination Act (Incorrect. The Whistleblower Protection Program is intended to protect whistleblowers from retaliation for voicing health and safety concerns.)
- Whistleblower Protection Program (Correct. The Whistleblower Protection Program investigates claims of retaliation and enforces protections for employees for engaging in protected activities.)
A: Whistleblower Protection Program

Q: Which of the following is NOT one of the protected workers’ rights under OSHA?
- Work on machines that are safe (Incorrect. Workers have the right to work on machinery that is safe.)
- Request an OSHA inspection, and speak to the inspector (Incorrect. This is an OSHA-protected right workers have.)
- Be provided required safety gear, such as gloves or a harness and lifeline for falls (Incorrect. This is a protected workers’ right under OSHA.)
- Work in an air conditioned building (Correct. OSHA standards apply to all types of jobs, which may involve working in varied environments.)
A: Work in an air conditioned building

Q: The main purpose of the OSH Act is:
- to ensure workers are compensated for time off due to illness or injury. (Incorrect. The OSH Act includes reporting requirements and safety guidelines for employers, but does not establish specific rules for worker’s compensation.)
- to establish minimum safety requirements for employers to follow. (Incorrect. The primary goal of the OSH Act is to establish basic worker’s rights, not to state what employers can get away with.)
- to protect government employees from workplace retaliation. (Incorrect. Different levels of government may have different protections under OSHA, and laws vary by state.)
- to establish that workers have a fundamental right to a safe workplace. (Correct. The fundamental purpose of the OSH Act is to establish the right to a safe workplace.)
A: to establish that workers have a fundamental right to a safe workplace.

Q: How long are employers required to keep records of injuries and illnesses on-site?
- six months (Incorrect. Employers must keep illness and injury records on-site for at least five years.)
- at least one year (Incorrect. Employers must keep illness and injury records on-site for at least five years.)
- at least ten years (Incorrect. Employers must keep illness and injury records on-site for at least five years. Keeping records for ten years is acceptable, but not required.)
- at least five years (Correct. Illness and injury records are required to be kept on-site for at least five years.)
A: at least five years

Q: Lyanna, a former employee at a power plant, was injured on the jobsite last year. Under the OSH Act, what records does she have a protected right to request?
- OSHA form 300 only (Incorrect. OSHA form 300, the Log of Work-Related Injuries and Illnesses, must be provided upon request. Employers must also provide requested copies of medical and exposure records to current and former employees or their representatives.)
- A summary of injuries at the jobsite (Incorrect. Employers are required to post a summary of job-related injuries for the previous year, from February- April. Former and current employees may request their personal records at any time.)
- Medical records only (Incorrect. Current and former employees are entitled to request OSHA form 300 and their personal medical and exposure records.)
- OSHA form 300 and her medical and exposure records (Correct. OSHA form 300, the Log of Work-Related Injuries and Illnesses, must be provided upon request. Employers must also provide requested copies of medical and exposure records to current and former employees or their representatives.)
A: OSHA form 300 and her medical and exposure records

Q: Yuri is responsible for keeping track of workplace injuries and illnesses. Which of the following is Yuri not required to keep a record of?
- An employee falls from a ladder and breaks an arm. (Incorrect. Any work-related bone-break is required to be recorded.)
- An employee passes out from heatstroke on the jobsite. (Incorrect. Any work-related loss of consciousness is required to be recorded.)
- An employee requires hospitalization after passing out from heatstroke. (Incorrect. Any work-related hospitalization is required to be recorded.)
- An employee received a cut that requires first aid only. (Correct. Minor injuries that require first aid only are not required to be recorded.)
A: An employee received a cut that requires first aid only.

Q: When can employers post a state version of an OSHA poster instead of a federal version?
- when the federal version provides more protection than the state plan (Incorrect. Only if the state version provides at least as much protection and is OSHA-approved, should it be posted in place of the federal OSHA poster.)
- when the state version diverges from the federal version (Incorrect. State-specific laws may vary, but all state versions must be OSHA-approved.)
- when the state version has been approved by a different government entity (Incorrect. Only OSHA-approved state plans should replace the federal version.)
- when there is an OSHA-approved state plan in operation (Correct. OSHA-approved state plans may be posted in place of a federal OSHA poster.)
A: when there is an OSHA-approved state plan in operation

Q: The California State Plan covers which of the following categories of employees?
- federal government employers (Incorrect. The California State Plan does not apply to federal government employers, such as the United States Postal Service.)
- private sector employers operating on military installations (Incorrect. Private sector employers operating on military installations are not covered by the California State Plan, as military installations are considered federal lands.)
- employers operating within borders of Native American lands (Incorrect. Employers operating within the borders of federally-recognized Native American reservations and land trusts are not covered under the California State Plan.)
- state and local government employers (Correct. The California State Plan covers state and local government employers, as well as most private sector employers.)
A: state and local government employers

Q: Which of the following is NOT a valid category of a state OSHA plan?
- State’s OSHA-approved plan covers private and state and local government workplaces. (Incorrect. State-approved plans that cover private, state and local government workplaces apply in 21 states.)
- State’s OSHA-approved plan covers state and local government workers only. (Incorrect. State OSHA-approved plans that cover only state and local government workers apply in five states.)
- Federal OSHA jurisdiction covers most private sector workers, but state and local. government workers are not covered. (Incorrect. Federal OSHA does not cover state and local government workers, and covers private sector workers only. This applies to 24 states.)
- State’s OSHA-approved plan covers federal government workers only. (Correct. OSHA plans do not cover federal government workers.)
A: State’s OSHA-approved plan covers federal government workers only.

Q: Which of the following correctly orders the given steps of the OSHA inspection process?
- Walkaround, Preparation, Results, Settlement/Appeal (Incorrect. The OSHA inspection process follows this order: preparation, presentation of credentials, opening conference, walkaround, closing conference, results, settlement or appeal. Preparation must come before the walkaround.)
- Results, Walkaround, Settlement/Appeal, Preparation (Incorrect. The OSHA inspection process follows this order: preparation, presentation of credentials, opening conference, walkaround, closing conference, results, settlement or appeal. Results cannot be presented before the inspection is conducted.)
- Preparation, Settlement/Appeal, Walkaround, Results (Incorrect. The OSHA inspection process follows this order: preparation, presentation of credentials, opening conference, walkaround, closing conference, results, settlement or appeal. Settlement or appeal is the last step in the process.)
- Preparation, Walkaround, Results, Settlement/Appeal (Correct. The OSHA inspection process follows this order: preparation, presentation of credentials, opening conference, walkaround, closing conference, results, settlement or appeal.)
A: Preparation, Walkaround, Results, Settlement/Appeal

Q: Which of the following situations has the highest priority for an OSHA inspection?
- An existing hazard has been fixed and a follow-up inspection is needed. (Incorrect. Follow-up inspections have the lowest priority for OSHA inspections.)
- Workers have complained about unsafe working conditions. (Incorrect. Worker complaint-based inspections are higher in priority than reports from other agencies.)
- An undercover reporter visited a jobsite and published an expose on safety risks. (Incorrect. Media referrals claim a lower priority level than imminent dangers, employee reports, and injuries.)
- A massive chemical spill occurred at a construction site (Correct. This situation presents imminent danger, and has the highest inspection priority because it could cause serious harm or death.)
A: A massive chemical spill occurred at a construction site

Q: The compliance officer explains why the site was selected for inspection and an authorized representative of the company may be selected during which phase of the OSHA inspection process?
- Presentation of credentials (Incorrect. Because OSHA compliance officers generally do not provide advance notice of inspections, employers have the right to require compliance officers to obtain an inspection warrant before entering the worksite.)
- Walkaround (Incorrect. During the walkaround, the compliance officer and company representatives conduct the inspection, looking for hazards and compliance measures.)
- Closing conference (Incorrect. The closing conference discusses the findings, employer’s rights, and possible courses of action.)
- Opening conference (Correct. During the opening conference, the compliance officer explains why the site was selected, describes the scope and procedures, and the company may elect a representative to accompany the inspector)
A: Opening conference

Q: When determining fines, good faith adjustments can be made for each of the following cases EXCEPT.
- minor OSHA offenses (Incorrect. OSHA penalties can be adjusted in good faith for minor offenses.)
- small employers (Incorrect. OSHA penalties can be adjusted in good faith for small employers.)
- companies with insufficient posting (Incorrect. Insufficient posting can be negotiated and remedied with adjustments in good faith.)
- alleged willful violations (Correct. No good faith adjustments will be made for alleged willful violations.)
A: alleged willful violations

Q: Which type of offense merits the heaviest OSHA fine?
- failure to abate (Incorrect. Failure to abate offenses carry a maximum of $13,260 per day beyond the abatement date)
- serious (Incorrect. The maximum penalty for these infractions is $13,260 per violation.)
- other than serious posting requirements (Incorrect. The maximum penalty for these infractions is $13,260 per violation.)
- willful or repeated (Correct. Willful or repeated offenses carry a maximum of $132,598 per violation, as the highest fine category.)
A: willful or repeated

Q: States that operate their own Occupational Safety and Health Plans are required to meet what standard?
- The maximum penalty levels must exceed Federal OSHA’s (Incorrect. State OSH Plans penalties must be at least as effective as Federal OSHA’s.)
- The maximum penalty levels must be lower than Federal OSHA’s (Incorrect. State OSH Plans penalties must be at least as effective as Federal OSHA’s.)
- The maximum and minimum penalty levels must be equal to or lesser than Federal OSHA’s (Incorrect. State OSH Plans penalties must be at least as effective as Federal OSHA’s.)
- The maximum penalty levels are at least as effective as Federal OSHA’s (Correct. State OSH Plans penalties must be at least as effective as Federal OSHA’s.)
A: The maximum penalty levels are at least as effective as Federal OSHA’s

Q: Which of these action items for improving workplace safety is a key responsibility of management leadership?
- Reporting incidents (including near misses) so they can be investigated (Incorrect. Incident reporting requires worker participation, and reporting incidents is a worker responsibility.)
- Conducting inspections to identify new or emerging hazards (Incorrect. Conducting inspections is part of the “find and fix” core mission, designed to identify and control workplace hazards.)
- Evaluating options using the “hierarchy of controls” (Incorrect. Evaluating options in this manner is part of the “find and fix” core mission.)
- Developing and communicating a safety and health policy statement (Correct. Management leadership needs to establish and communicate a safety and health policy statement, showing executive commitment to compliance and safety.)
A: Developing and communicating a safety and health policy statement

Q: Which of these guides does NOT provide specific guidance on effective OSHA health and safety programs for the workplace?
- Be Safe + Sound at Work: Management Leadership Guide (Incorrect. This guide provides additional perspective and specifics for management leadership.)
- Be Safe + Sound at Work: Worker Participation (Incorrect. This guide provides additional perspective and specifics for workers, designed to tap into workers’ collective knowledge, experience, and insight.)
- Be Safe + Sound at Work: Find & Fix Hazards Resource Guide (Incorrect. This guide provides additional perspective and specifics for identifying and controlling workplace hazards.)
- Be Safe + Sound at Work: Inspector Guide (Correct. The three core elements of OSHA health and safety programs are management leadership, worker participation, and find & fix. These guides are meant for the workplace, not the OSHA inspectors.)
A: Be Safe + Sound at Work: Inspector Guide

Q: Developing a systematic process for identifying and controlling workplace hazards defines which of these core OSHA workplace safety factors?
- Worker Participation (Incorrect. Worker participation is an integral part of workplace safety, because they have the most knowledge and familiarity with their working conditions, but this specifically defines the “find and fix” objective.)
- Management Control (Incorrect. Management control focuses more on making sure policies are in place and managers are committed to worker safety.)
- Abatement Measures (Incorrect. Abatement measures are implemented after an incident has occurred, and the find and fix process, described above, is a continuous process.)
- Find and Fix (Correct. The “find and fix” objective aims to continuously identify and remedy potential issues, ensure the effectiveness of existing controls, and protect workers.)
A: Find and Fix

Q: All of the following statements about workplace violence are true, EXCEPT:
- HR managers are responsible for making sure employees understand policies regarding workplace violence. (Incorrect. HR managers are responsible for making sure employees understand workplace violence policies and procedures.)
- HR manager responsibilities include addressing what to do about violence in the workplace. (Incorrect. HR managers are responsible for making sure employees understand workplace violence policies and procedures.)
- Workplace violence includes any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site (Incorrect. All of these acts fall under the category of workplace violence.)
- Almost all workers and HR managers polled knew how to handle situations involving workplace violence. (Correct. SHRM research indicates that approximately 33% of American employees and almost 20% of HR professionals either don’t know are unsure of what to do if they witness or are involved in a workplace violence incident.)
A: Almost all workers and HR managers polled knew how to handle situations involving workplace violence.

Q: Which of the following guidelines is NOT included in OSHA’s Be Safe + Sound Management Leadership Guide?
- Making worker safety and health a core organizational value (Incorrect. The Management Leadership Guide urges leaders to make worker safety and health a core organizational value.)
- Visibly demonstrate and communicate their safety and health commitment to workers and others. (Incorrect. Leaders are expected to lead by example, and communicate their commitment to worker safety.)
- Providing sufficient resources to implement and maintain the safety and health program (Incorrect. Leaders must provide sufficient resources to implement and maintain health and safety programs.)
- Develop workplace safety training workers must access and implement on their own. (Correct. Leaders should develop and deliver safety training and allocate time to training and updates, not just develop training.)
A: Develop workplace safety training workers must access and implement on their own.

Q: Which of the following is NOT one of the resources OSHA provides to aid in workplace safety and compliance?
- On-site consultations (Incorrect. OSHA offers on-site consultations for small to medium-sized businesses.)
- Statistics, safety and health tools, and an e-newsletter (Incorrect. OSHA provides all of these resources, including online and print publications.)
- The OSHA Safe and Sound page tools (Incorrect. The OSHA Safe and Sound page contains many helpful resources.)
- The OSHA website is available in English, Spanish, French, and German (Correct. The OSHA website is available in English and Spanish only.)
A: The OSHA website is available in English, Spanish, French, and German

Q: All of the following risks are associated with human capital EXCEPT:
- occupational fraud (Incorrect. Occupational fraud is one of the risk areas associated with human capital, which costs businesses revenue, morale, relationships and reputation.)
- turnover (Incorrect. Turnover comes with direct and indirect costs, from time lost, brain-drain, and salary costs.)
- complacency (Incorrect. Not knowing and not caring, amplified to complacency, is a human capital-associated risk.)
- machinery failure (Correct. Machinery failure may be due to improper maintenance or due to aging or other factors, so this is not one of the human capital-associated risk areas.)
A: machinery failure

Q: A fire breaks out in a garment factory, trapping workers on an unsafe work floor, causing the deaths of multiple people. Following this catastrophic event, which of these human capital factors should be of LEAST concern to the company?
- injuries, illnesses, and fatalities (Incorrect. The company needs to treat illnesses, injuries, and fatalities from this event with the utmost of care.)
- workers’ feelings of safety in the workplace (Incorrect. Employee perception of safety in their workplace will greatly influence whether this employer survives such a catastrophe. Employee safety is paramount.)
- worker morale and turnover (Incorrect. Following a catastrophe like this, making a work environment a safe place is imperative to restoring any morale or rebuilding an employee base of trained, safe workers.)
- damage to brands and profits (Correct. Tragedies like this, often caused by numerous factors including negligence and failure to comply with safety regulations, should highlight the value of human lives over the loss of profit and reputation a brand may experience.)
A: damage to brands and profits

Q: Which of these is a direct cost of turnover?
- occupational fraud (Incorrect. Occupational fraud and turnover both affect human capital, but fraud is not a direct cost of turnover.)
- negligent hiring or retention (Incorrect. Turnover and negligent hiring and retention are human capital costs, but turnover does not directly lead to negligent hiring and retention.)
- complacency (Incorrect. Complacency may be an indirect cost of turnover, if employee morale is low during high turnover, but complacency is not a direct cost.)
- lost productivity (Correct. With worker turnover, productivity suffers as new hires must be trained to take the place of persons leaving the workplace.)
A: lost productivity

Q: Foundational Human Resources management procedures for reducing turnover can also apply to other areas of managing human resources. Which of the following is NOT one of the recommendations for reducing turnover and other risks?
- Increase employee engagement (Incorrect. Employee engagement, or buy-in, helps establish an environment of ownership, where employees feel loyalty and pride in their work, which helps retention and risk mitigation.)
- Pay attention to employee needs (Incorrect. Paying attention to employee needs helps retain employees, and helps keep them happy, safe, and engaged in their work environment.)
- Use pre-employment screening (Incorrect. Pre-employment screening is an effective method of selecting employees with desired qualifications and recommendations.)
- Create clearly-defined, easy work paths (Correct. Clearly defined work paths are ideal for reducing turnover, but work paths should provide sufficient challenge to keep an employee motivated, challenged, and excited to work.)
A: Create clearly-defined, easy work paths

Q: Juan receives a pre-trip travel briefing, obtains a travel insurance plan, and familiarizes himself with regional events before a business trip to China. What broad category of human risk factor is Juan’s pre-trip preparation attempting to mitigate?
- Occupational fraud (Incorrect. Preparing for this trip may help prevent Juan from falling prey to fraudulent schemes, but his safety is the company’s primary concern, in the global workplace.)
- Complacency (Incorrect. This trip preparation will almost certainly ensure Juan isn’t complacent in his travels, but the overarching goal is to protect him from potential threats.)
- Under-preparedness (Incorrect. Under-preparedness is not one of the human capital risks addressed in this training module. Juan is taking necessary steps to ensure he is prepared for his trip.)
- Workplace violence (Correct. A lot of business takes place on a global scale and requires employees to travel internationally. Preparing an employee for a trip abroad falls under the category of mitigating potential workplace violence.)
A: Workplace violence

Q: Which of the following is NOT a recommended method for addressing fraud mitigation?
- Establish and enforce a code of conduct (Incorrect. Employees can take ownership of a code of conduct. This helps mitigate fraud.)
- Screen suppliers and third-party providers (Incorrect. Suppliers and providers outside a company are subject to different rules; ensuring compatibility of business ethics through screening is part of a trusting vendor relationship.)
- Conduct fraud awareness training and provide a means of reporting online (Incorrect. Fraud awareness training will help employees know what to look for, and online reporting procedures can help them report issues they see, often anonymously.)
- Inspect employees’ belongings on building entry and exit (Correct. Internal audits and risk assessments are recommended, and necessity may call for an occasional screening. However, the routine inspection of employees’ belongings, unless mandated by the occupation, is more likely to lower morale than to address potential fraud.)
A: Inspect employees’ belongings on building entry and exit