AAPC-CPPM Certified Physician Practice Manager - Set 3 - Part 3

Correct Answer: Within five days

Under the validation of debts section of the FDCPA, a debt collector must send the written notice within five days after the initial communication, unless the information was in that communication or the consumer has paid the debt. Option a is incorrect because ten days is not the deadline for sending the validation notice; the statute sets that deadline at five days after the initial communication. Option b is incorrect because three business days appears as the shortest advance notice before depositing a postdated check, which is a separate rule from the timing of the validation notice. Option c is incorrect because thirty days is the window the consumer has after receiving the notice to dispute the debt, not the period for the collector to send it.

Correct Answer: I and III

Statements I and III match the statute: a collector assumes 8 a.m. to 9 p.m. local time is convenient absent contrary knowledge, and after a written cease request may still advise that efforts are being terminated. Option b is incorrect because statement II is false, since the statute bars contact at the consumer's workplace when the collector knows or has reason to know the employer prohibits it. Option c is incorrect because both statements are false: employer-prohibited workplace contact is barred, and third-party communication is limited to listed persons such as the consumer's attorney or the creditor. Option d is incorrect because statement III is accurate, but IV fails because without the consumer's consent a collector may not discuss the debt with neighbors, who are not listed permitted recipients.

Correct Answer: Increased sales

Easier credit policies or generous credit terms, such as a longer repayment period or larger cash discount, result in increased sales. The trade-off is more financed accounts receivable and a higher risk of uncollectible accounts. Option a is incorrect because the guidance states that the risk of uncollectible accounts receivable rises when credit policies become easier, not that it falls. Option b is incorrect because generous terms leave the firm financing more accounts receivable, so the balance grows rather than shrinks. Option d is incorrect because speeding up collections comes from actively managing receivables and collection policies, which is a different goal from the effect of looser credit terms.

Correct Answer: Job specification

A job specification describes the skills, knowledge, and abilities a person needs to fill the job. It complements the job description, which covers the job's tasks and responsibilities, and both documents help planners find the right people. Option a is incorrect because it estimates how many current employees will be available to fill jobs later, which is a planning estimate, not a statement of qualifications. Option b is incorrect because it lists the tasks and responsibilities of a job, not the personal qualifications a person needs to fill that job. Option c is incorrect because it is the study of a job's tasks and duties, whose results feed the other documents rather than being a document itself.

Correct Answer: Workers' compensation

Indirect pay includes benefits required by law: unemployment compensation, worker's compensation, and Social Security. Workers' compensation therefore belongs in the required group, while the other choices are benefits not required by law. Option a is incorrect because this is an optional extra that many employers choose to offer, not a benefit the law requires. Option c is incorrect because employers offer wellness programs voluntarily, so they fall among the benefits not required by law. Option d is incorrect because pensions appear in the list of benefits not required by law, alongside paid vacations and health insurance.

Correct Answer: They are not liable in damages

Under the Health Care Quality Improvement Act, a professional review body, its members, staff, contractors and assistants are not liable in damages under federal or state law when the review action meets all the specified standards. Option b is incorrect because the limitation turns on whether the action meets the standards, not on the type of entity, so a hospital label adds no condition. Option c is incorrect because the statute extends the limitation on damages to members and staff of the body, as well as contractors and people who assist it. Option d is incorrect because treble damage liability under federal antitrust law is the very threat the statute aims to remove, so a review action meeting the standards does not expose them to it.

Correct Answer: Bona fide occupational qualification

Title VII states it is not an unlawful employment practice to hire on the basis of religion, sex, or national origin where it is a bona fide occupational qualification reasonably necessary to the normal operation of that business. Option a is incorrect because the statute states that Title VII does not require preferential treatment because of a workforce imbalance, which is a different rule from permitted hiring distinctions. Option b is incorrect because business necessity is the employer's showing in a disparate impact case that a challenged practice is job related, not a basis for hiring by protected trait. Option c is incorrect because this concept arises in disparate impact proof, where a complaining party shows a less discriminatory option the respondent refuses to adopt.

Correct Answer: Obtaining proof of age from an employee

Under the FLSA child labor provisions, the Secretary may by regulation require employers to obtain from any employee proof of age. This helps carry out the objectives of the child labor section. Option a is incorrect because an agreement reached before the work is performed belongs to the piece-rate overtime provision, which concerns pay computation rather than employing minors. Option b is incorrect because written assurance from a producer is what protects a good-faith purchaser of goods, so it is not a step imposed on employers hiring minors. Option d is incorrect because a weekly guaranty of pay for not more than sixty hours is a condition of an irregular-hours overtime contract, not a child labor requirement.

Correct Answer: Seniority

Seniority, the length of an employee's continuous service with a firm, is discussed in about 90 percent of all labor contracts, and unions usually want the workers with the most seniority to have the most job security. Option b is incorrect because it is one of several issues a contract typically covers, yet no 90 percent figure is attached to it. Option c is incorrect because management rights is another subject typically covered in a binding contract, but the 90 percent statistic is given for a different issue. Option d is incorrect because supplementary unemployment pay is an income-maintenance benefit the employer provides on top of state unemployment compensation, found in the auto industry.

Correct Answer: Equal Pay Act

The Equal Pay Act was enacted to stop the practice of paying women lower wages than men for the same job based on gender. The other laws address minimum wage, pensions, and retirement income. Option a is incorrect because it provides retirement income and old-age health care through the Social Security Administration, not equal wages for men and women in identical jobs. Option b is incorrect because it protects the retirement income of employees and retirees, so it concerns pensions rather than wages paid for the same work. Option d is incorrect because it sets the federal minimum wage, which Congress periodically raises, rather than addressing wage differences between men and women in the same job.