This free practice test covers Level 6 of WorkKeys® Workplace Documents. It’s more challenging than the prior ones, just one step below the most difficult level. The reading passages may include written policies, contracts, and legal documents. They are longer passages that contain complex sentences, difficult vocabulary, and professional jargon. Many of the previous skills will be tested as well as your ability to infer implied details and meanings.
Quiz Summary
0 of 6 Questions completed
Questions:
Information
You have already completed the quiz before. Hence you can not start it again.
Quiz is loading…
You must sign in or sign up to start the quiz.
You must first complete the following:
Results
Results
0 of 6 Questions answered correctly
Your time:
Time has elapsed
You have reached 0 of 0 point(s), (0)
Earned Point(s): 0 of 0, (0)
0 Essay(s) Pending (Possible Point(s): 0)
Categories
- Not categorized 0%
-
Question 1 of 6
1. Question
WORKERS’ COMPENSATION
Reporting a Workplace Injury or Illness
Any injury or illness sustained in the workplace must be reported to a supervisor immediately.
Once an injury or illness is reported, the supervisor will then offer the employee the Staff Injury Packet, which includes procedures, instructions, and the proper forms that the employee will need to file an Employee Incident Report. The packet will also include any compensation claim forms that the injured or ill employee may need.
If the employee does not require any further medical attention, the employee should complete and submit the Employee Incident Report and submit it to Human Resources either by fax (555-421-6303) or scan and e-mail to HumanResources@BerkInc.com. The original incident report should be provided to employee’s supervisor to preserve on site.
Human Resources must be contacted IMMEDIATELY if any of the following occurs:
- Employee goes to an emergency room via ambulance
- Employee is hospitalized
- The employee loses any body part(s) (e.g., fingertip)
- Fatality at work
Medical Care and Work Status Reports
After receiving an initial treatment, injured or ill employees can expect to work with their Berkland Administrators claims examiner and their treating physician for additional care, if required.
Immediately after each appointment, employees must get an official doctor’s note, regardless of whether they are continuing work or on a temporary disability leave. This note must be from the appropriate physician and must be submitted to the employee’s supervisor, as well as the Human Resources Department.
If a problem occurs and an injured or ill employee cannot provide a copy of their work status report on the same day as their appointment, they must contact Human Resources and let them know the full situation. The Human Resources employee assigned to the employee’s case will make and appropriate recommendation at that time.
Temporary Modified Work and Transitional Work Assignments
Any employee who has been placed temporary work restrictions must not assume they cannot work. While the employee’s health is paramount, they are required to make every reasonable effort to return to work if it does not threaten their current or future health. The employee must ask their physician to be very clear and detailed when discussing restrictions as they pertain to the employee’s work, and the employee’s supervisor must follow these instructions exactly.
After an employee has provided their work restrictions to their supervisor, the two will discuss a plan for the employee’s return to work, which may include a complete break from work, modified work expectations, and/or a period of limited work.
All employees should continue their normal working schedule unless explicitly told not to by their attending physician. In the case of modified work, the employee must provide detailed transitional restrictions proposed by their physician. Refusing to work may result in Workers’ Compensation disability benefits being suspended or denied.
In which of the following circumstances must the Human Resources Department be contacted immediately?
CorrectIncorrect -
Question 2 of 6
2. Question
WORKERS’ COMPENSATION
Reporting a Workplace Injury or Illness
Any injury or illness sustained in the workplace must be reported to a supervisor immediately.
Once an injury or illness is reported, the supervisor will then offer the employee the Staff Injury Packet, which includes procedures, instructions, and the proper forms that the employee will need to file an Employee Incident Report. The packet will also include any compensation claim forms that the injured or ill employee may need.
If the employee does not require any further medical attention, the employee should complete and submit the Employee Incident Report and submit it to Human Resources either by fax (555-421-6303) or scan and e-mail to HumanResources@BerkInc.com. The original incident report should be provided to employee’s supervisor to preserve on site.
Human Resources must be contacted IMMEDIATELY if any of the following occurs:
- Employee goes to an emergency room via ambulance
- Employee is hospitalized
- The employee loses any body part(s) (e.g., fingertip)
- Fatality at work
Medical Care and Work Status Reports
After receiving an initial treatment, injured or ill employees can expect to work with their Berkland Administrators claims examiner and their treating physician for additional care, if required.
Immediately after each appointment, employees must get an official doctor’s note, regardless of whether they are continuing work or on a temporary disability leave. This note must be from the appropriate physician and must be submitted to the employee’s supervisor, as well as the Human Resources Department.
If a problem occurs and an injured or ill employee cannot provide a copy of their work status report on the same day as their appointment, they must contact Human Resources and let them know the full situation. The Human Resources employee assigned to the employee’s case will make and appropriate recommendation at that time.
Temporary Modified Work and Transitional Work Assignments
Any employee who has been placed temporary work restrictions must not assume they cannot work. While the employee’s health is paramount, they are required to make every reasonable effort to return to work if it does not threaten their current or future health. The employee must ask their physician to be very clear and detailed when discussing restrictions as they pertain to the employee’s work, and the employee’s supervisor must follow these instructions exactly.
After an employee has provided their work restrictions to their supervisor, the two will discuss a plan for the employee’s return to work, which may include a complete break from work, modified work expectations, and/or a period of limited work.
All employees should continue their normal working schedule unless explicitly told not to by their attending physician. In the case of modified work, the employee must provide detailed transitional restrictions proposed by their physician. Refusing to work may result in Workers’ Compensation disability benefits being suspended or denied.
If an employee is claiming that they cannot lift heavy objects due to a workplace injury, how should the employee’s supervisor respond?
CorrectIncorrect -
Question 3 of 6
3. Question
WORKERS’ COMPENSATION
Reporting a Workplace Injury or Illness
Any injury or illness sustained in the workplace must be reported to a supervisor immediately.
Once an injury or illness is reported, the supervisor will then offer the employee the Staff Injury Packet, which includes procedures, instructions, and the proper forms that the employee will need to file an Employee Incident Report. The packet will also include any compensation claim forms that the injured or ill employee may need.
If the employee does not require any further medical attention, the employee should complete and submit the Employee Incident Report and submit it to Human Resources either by fax (555-421-6303) or scan and e-mail to HumanResources@BerkInc.com. The original incident report should be provided to employee’s supervisor to preserve on site.
Human Resources must be contacted IMMEDIATELY if any of the following occurs:
- Employee goes to an emergency room via ambulance
- Employee is hospitalized
- The employee loses any body part(s) (e.g., fingertip)
- Fatality at work
Medical Care and Work Status Reports
After receiving an initial treatment, injured or ill employees can expect to work with their Berkland Administrators claims examiner and their treating physician for additional care, if required.
Immediately after each appointment, employees must get an official doctor’s note, regardless of whether they are continuing work or on a temporary disability leave. This note must be from the appropriate physician and must be submitted to the employee’s supervisor, as well as the Human Resources Department.
If a problem occurs and an injured or ill employee cannot provide a copy of their work status report on the same day as their appointment, they must contact Human Resources and let them know the full situation. The Human Resources employee assigned to the employee’s case will make and appropriate recommendation at that time.
Temporary Modified Work and Transitional Work Assignments
Any employee who has been placed temporary work restrictions must not assume they cannot work. While the employee’s health is paramount, they are required to make every reasonable effort to return to work if it does not threaten their current or future health. The employee must ask their physician to be very clear and detailed when discussing restrictions as they pertain to the employee’s work, and the employee’s supervisor must follow these instructions exactly.
After an employee has provided their work restrictions to their supervisor, the two will discuss a plan for the employee’s return to work, which may include a complete break from work, modified work expectations, and/or a period of limited work.
All employees should continue their normal working schedule unless explicitly told not to by their attending physician. In the case of modified work, the employee must provide detailed transitional restrictions proposed by their physician. Refusing to work may result in Workers’ Compensation disability benefits being suspended or denied.
Based on the agreement above, which of the following situations could result in the employee’s worker’s compensation being denied?
CorrectIncorrect -
Question 4 of 6
4. Question
INDEPENDENT CONTRACTOR AGREEMENT
INDEPENDENT CONTRACTOR. CONTRACTOR and CLIENT specifically agree that the CONTRACTOR is performing the services described in this Agreement as an independent contractor and shall not be deemed an employee, partner, agent, or joint venturer of CLIENT under any circumstances. Nothing in this Agreement shall be construed as creating an employer-employee relationship. The CONTRACTOR shall not have the authority to bind the CLIENT in any manner, unless specifically authorized to do so in writing. The CONTRACTOR shall have no claim against CLIENT hereunder or otherwise for vacation pay, sick leave, retirement benefits, social security, worker’s compensation, health or disability benefits, unemployment insurance benefits, or employee benefits of any kind. CONTRACTOR further agrees to be responsible for all of his/her own federal and state taxes, withholdings, and acknowledges that CLIENT will not make any FICA payments on CONTRACTOR’s behalf. CONTRACTOR shall pay all taxes incurred while performing services under this Agreement—including all applicable income taxes and, if CONTRACTOR is not a corporation, self-employment (Social Security) taxes. The CONTRACTOR further acknowledges and recognizes that s/he shall complete and return to the CLIENT an IRS Form 1099 and related tax statements. The CONTRACTOR herein pledges and agrees to indemnify the CLIENT for any damages or expenses incurred throughout the duration of the Agreement, including any related attorney’s fees and legal expenses incurred by the CLIENT as a result of CONTRACTOR’s failure to make such required payments. Upon demand, CONTRACTOR shall provide CLIENT with proof that such payments have been made.
In the context of the document, what does the word “indemnify” mean?
CorrectIncorrect -
Question 5 of 6
5. Question
INDEPENDENT CONTRACTOR AGREEMENT
INDEPENDENT CONTRACTOR. CONTRACTOR and CLIENT specifically agree that the CONTRACTOR is performing the services described in this Agreement as an independent contractor and shall not be deemed an employee, partner, agent, or joint venturer of CLIENT under any circumstances. Nothing in this Agreement shall be construed as creating an employer-employee relationship. The CONTRACTOR shall not have the authority to bind the CLIENT in any manner, unless specifically authorized to do so in writing. The CONTRACTOR shall have no claim against CLIENT hereunder or otherwise for vacation pay, sick leave, retirement benefits, social security, worker’s compensation, health or disability benefits, unemployment insurance benefits, or employee benefits of any kind. CONTRACTOR further agrees to be responsible for all of his/her own federal and state taxes, withholdings, and acknowledges that CLIENT will not make any FICA payments on CONTRACTOR’s behalf. CONTRACTOR shall pay all taxes incurred while performing services under this Agreement—including all applicable income taxes and, if CONTRACTOR is not a corporation, self-employment (Social Security) taxes. The CONTRACTOR further acknowledges and recognizes that s/he shall complete and return to the CLIENT an IRS Form 1099 and related tax statements. The CONTRACTOR herein pledges and agrees to indemnify the CLIENT for any damages or expenses incurred throughout the duration of the Agreement, including any related attorney’s fees and legal expenses incurred by the CLIENT as a result of CONTRACTOR’s failure to make such required payments. Upon demand, CONTRACTOR shall provide CLIENT with proof that such payments have been made.
Jessica is an independent computer engineering contractor for a large technology corporation. Jessica has not paid any income taxes because she claims that they were supposed to be taken out of her payments from the technology company she is in contract with. According to their contract above, what should be done?
CorrectIncorrect -
Question 6 of 6
6. Question
INDEPENDENT CONTRACTOR AGREEMENT
INDEPENDENT CONTRACTOR. CONTRACTOR and CLIENT specifically agree that the CONTRACTOR is performing the services described in this Agreement as an independent contractor and shall not be deemed an employee, partner, agent, or joint venturer of CLIENT under any circumstances. Nothing in this Agreement shall be construed as creating an employer-employee relationship. The CONTRACTOR shall not have the authority to bind the CLIENT in any manner, unless specifically authorized to do so in writing. The CONTRACTOR shall have no claim against CLIENT hereunder or otherwise for vacation pay, sick leave, retirement benefits, social security, worker’s compensation, health or disability benefits, unemployment insurance benefits, or employee benefits of any kind. CONTRACTOR further agrees to be responsible for all of his/her own federal and state taxes, withholdings, and acknowledges that CLIENT will not make any FICA payments on CONTRACTOR’s behalf. CONTRACTOR shall pay all taxes incurred while performing services under this Agreement—including all applicable income taxes and, if CONTRACTOR is not a corporation, self-employment (Social Security) taxes. The CONTRACTOR further acknowledges and recognizes that s/he shall complete and return to the CLIENT an IRS Form 1099 and related tax statements. The CONTRACTOR herein pledges and agrees to indemnify the CLIENT for any damages or expenses incurred throughout the duration of the Agreement, including any related attorney’s fees and legal expenses incurred by the CLIENT as a result of CONTRACTOR’s failure to make such required payments. Upon demand, CONTRACTOR shall provide CLIENT with proof that such payments have been made.
Based on the information in the contract, the contractor is responsible for:
CorrectIncorrect
- 1
- 2
- 3
- 4
- 5
- 6
- Current
- Correct
- Incorrect