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|NURSING HOME ADMINISTRATOR LICENSURE |
|EXAM REVIEW COURSE |
( National Exam ◘ MODULE 1
Human Resources
Speed Reader
( Examination 1
Examination 2
Stan Mucinic, LNHA
Legal Notices
Students enrolled in the “National Nursing Home Administrator Licensing Course” are purchasing the professional knowledge of the instructor to assist the student to prepare for the national licensure exam administered by the National Association of Boards of Examiners (NAB).
This is a 5-week intensive independent study program designed to provide students a unique personalized and structured learning environment where progress is monitored by the instructor through email to help students maintain focus and complete scheduled assignments timely.
THE INSTRUCTOR MAKES NO EXPRESS OR IMPLIED WARRANTY OR REPRESENTATION OF ANY KIND THAT COMPLETION OF THIS OR ANY LICENSURE PREPARATION COURSE OFFERED BY INSTRUCTOR WILL GUARANTEE A PASSING SCORE ON ANY LICENSING EXAM.
An individual’s ultimate success in passing the licensure exam is dependent on an individual’s professional experience, academic preparation, and the time and energy the individual can commit to exam study and preparation. A student’s work schedule or other commitments may require more time to prepare for an exam than allotted. The student is solely responsible for licensing exam registration/testing and retesting fees.
HOW TO USE THE STUDY GUIDES
Step 1 – VERY IMPORTANT - The personalized test organizer that comes with the program is the key to your success and sets this program apart from any other. It is critical you follow the instructions and score each exam, and file the completed exams into your binder. Try to keep to the schedule and email your test results to the instructor to stay focused.
Step 2. - Speed Reader – Read the speed reader for each module once or twice before taking the module exam(s). Read the speed reader over and over again until you familiarize yourself with its contents. THE MORE TIMES YOU LOOK IT THE MORE LIKELY YOU ARE TO REMEMBER IT.
Step 3 – Exam Packet - The exam packet contains questions designed to measure your comprehension and retention of the material you read. Take each exam over and over again until you score 100%. Make sure you score each exam and record the results in your organizer or you will not be able to gauge your progress.
The exam questions are cross referenced to the speed reader to allow you to quickly find and review material you missed on the exam as follows:
Thus, the specific material would be found on page 2 of the speed reader, section 1.8, subparagraph 13.
Contact Information
Email Stan Mucinic at smucinic@ with any questions and after you score each practice exam
Human Resources
|1 |______ handles personnel and payroll issues in a nursing home |1 2 3 4 |
| | | |
| | |3/1.1(9) |
| |The Social Services Director | |
| |The MDS Coordinator | |
| |The accounts payable clerk | |
| |The accounts receivables clerk | |
| | | |
|2 |_______involves interviewing and assessing job applicants |1 2 3 4 |
| | | |
| |Compensation Management Function | |
| |Performance Evaluation Function |3/1.1(3) |
| |Selection Function | |
| |Record Keeping Function | |
|3 |The ________ assists department heads in finding qualified workers for vacancies |1 2 3 4 |
| | | |
| |Recruitment Function 3. Selection Function |3/1.1(2) |
| |2. Performance Evaluation Function 4. Record Keeping Function | |
| | | |
|4 |The ______ involves administering salary and benefits |1 2 3 4 |
| | | |
| | | |
| |1. Recruitment Function 3. Labor Relations Function |3/1.1(5) |
| |2. Compensation Management Function 4. Selection Function | |
| | | |
|5 |The _________ administers the drug testing/health screening programs |1 2 3 4 |
| | | |
| |Safety Issues Function 3. Labor relations Function |3/1.1(8) |
| |Selection Function 4. Recruitment Function | |
|6 |The _______ assists department heads in doing performance reviews |1 2 3 4 |
| | | |
| |Compensation Management Function 3. Selection Function |3/1.1(6) |
| |2. Performance Evaluation Function 4. Record Keeping Function | |
|7 |The _________assists department heads in maintaining a positive work environment |1 2 3 4 |
| | |3/1.1(7) |
| |1. Compensation Management Function 3. Selection Function | |
| |2. Performance Evaluation Function 4. Labor Relations Function | |
| | | |
|8 |The ______ assists department heads in employee orientation and training |1 2 3 4 |
| | |3/1.1(4) |
| |1. Compensation Management Function 3. Training Function | |
| |2. Labor Relations Function 4. Safety Issues Function | |
|9 |The human resources department is responsible to _______ |1 2 3 4 |
| | | |
| |Ensure employment policies are consistently followed | |
| |Supervise all facility employees |3/2.1(1-6) |
| |Interview and selects all new employees | |
| |Administer most human resource policies | |
|10 |Nursing homes with 100-150 beds usually ____ a full-time HR person. |1 2 3 4 |
| | | |
| |1. Do not employ 3. Employ |3/2.1(4) |
| |2. Have the Administrator fill the function of 4. None of the above | |
|11 |The assistant administrator can ______________ |1 2 3 4 |
| | | |
| |Supervise the nursing department |3/2.1(5) |
| |Handle the human resource record keeping function | |
| |Review resident drug regimens | |
| |Plan dietary menus | |
|12 |______________ is not a step in assessing a facility’s staffing needs |1 2 3 4 |
| | | |
| |Determining the number of workers needed in next 1 - 5 years |4/5.1(1-2) |
| |Projecting the number of patients to be served in next 1-5 years | |
| |Projecting the future availability of qualified workers | |
| |Checking an applicant’s references | |
|13 |A group of positions similar in nature is called a ______. |1 2 3 4 |
| | | |
| |1. Job 3. Job title |3/3.1(2) |
| |2. Position 4. Task | |
|14 |Duties performed by one individual are called a ________. |1 2 3 4 |
| |1. Job 3. Job title | |
| |2. Position 4. Task |3/3.1(1) |
|15 |A group of 2 or more jobs with similar duties is called a ________. |1 2 3 4 |
| |1. Job 3. Job family | |
| |2. Job title 4. Job description |3/3.1(3) |
|16 |A coordinated series of work elements used to produce output is called a _____. |1 2 3 4 |
| | | |
| |1. Job title 3. Task |3/3.1(8) |
| |2. Job specification 4. Job Family | |
|17 |Defining a job in terms of tasks or behavior and specifying qualifications of one individual is a _______. |1 2 3 4 |
| | | |
| | |3/3.1(4) |
| |1. Job analysis 3. Job description | |
| |2. Job qualifications 4. Job specification | |
| | | |
|18 |A statement of a job that specifies job title, required qualifications, who the job reports to, duties and |1 2 3 4 |
| |performance expectations is called a ________. | |
| | | |
| | |3/3.1(7) |
| |1. Job analysis 3. Job specification | |
| |2. Job description 4. Job title | |
|19 |A statement of skills, education and experience required to do a job is called a __________. |1 2 3 4 |
| | 1. Job analysis 3. Job specification | |
| |2. Job description 4. Job title |3/3.1(5) |
|20 |A _________ distinguishes one job from another. |1 2 3 4 |
| | | |
| |1. Job title 3. Job specification |3/3.1(6) |
| |2. Job description 4. Job analysis | |
|21 |______ estimates the future availability of qualified personnel sufficient to staff a facility |1 2 3 4 |
| | | |
| |Manpower inventory 3. Wage scales |4/5.1(2) |
| |Labor migration patterns 4. Job posting | |
| | | |
|22 |A job specification does not ____________. |1 2 3 4 |
| | | |
| |List job requirements actually required for the job | |
| |List educational requirements for a job |3/3.1(5) |
| |Get reviewed by the government for discriminatory practices | |
| |Have list skills actually required for the job | |
| 23 |The construction of a new nursing home down the block would probably ______ |1 2 3 4 |
| | | |
| |Have no impact on availability of workers to staff your building | |
| |Increase competition for workers and decrease availability of workers |4/5.1(2-7) |
| |Decrease competition for workers and lower salaries | |
| |Bring in new workers into the area and lower salaries | |
|24 |An assessment of the local labor pool as workers move in and out of an area is called____. | 1 2 3 4 |
| |Wage scale movement 3. Labor migration pattern | 4/5.1(3) |
| |Job Bidding 4. Manpower inventory | |
|25 |Locating prospective staff is called ________. | 1 2 3 4 |
| | | |
| |Job posting 3. Manpower inventory |4/5.1(8) |
| |Recruitment 4. Labor market | |
| | | |
|26 |Filling a nurse aide position would customarily be filled through _________. | 1 2 3 4 |
| | | |
| |A national recruitment effort | |
| |Local recruiter |4/5.1(8)(a-e) |
| |Employee referrals | |
| |A temporary personnel agency | |
| | | |
|27 |A facility should not fill a vacancy by ___________. | 1 2 3 4 |
| | | |
| |1. Referrals from discharged employees 3. Employee search firms |4/5.1(8)(f) |
| |2. Private employment services 4. Promoting from within | |
| | | |
|28 |A facility cannot recruit workers from the outside by _____________. | 1 2 3 4 |
| | | |
| |Employee referrals 3. Career ladders |4/5.1(8)(f) (1-8) |
| |2. Newspapers ads 4. The facility website | |
|29 |Which is not true regarding federal government oversight of employer recruiting practices? | 1 2 3 4 |
| | | |
| |Employers must retain all ads used to recruit workers | |
| |Employers must retain a list of all recruiting sources, ad outlets and numbers of applicants and individuals |4/5.1(9)(1) |
| |hired | |
| |The government cannot require the hiring of additional minority applicants if adverse impact is documented | |
| |The main criteria for lawful hiring process is no adverse impact | |
|30 |Deciding which applicant is most qualified to fill a job is called _____. | 1 2 3 4 |
| | | |
| |1. Job posting 3. Personnel selection |5/5.1(10) |
| |2. Recruitment 4. Ratio hiring | |
| | | |
|31 |Posting a job opening on a bulletin board or the internet is called ______. | 1 2 3 4 |
| |1. Job bidding 3. Ratio hiring |4/5.1(8)(f)(2) |
| |2. Personnel Selection 4. Outsourcing | |
|32 |______ requires a facility to increase the proportion of minority persons interviewed and hired |1 2 3 4 |
| |1. Ratio hiring 3. Recruitment |4/5.1(9) |
| |2. Personnel selection 4. Job posting | |
|33 |_________ uses promotions from within to provide incentive for employees to stay with the facility |1 2 3 4 |
| | |8/11.11(a-c) |
| |Job bidding 3. Affirmative action | |
| |Career ladder 4. Outsourcing | |
|34 |The _____ permits the use of ability tests in employee selection |1 2 3 4 |
| | | |
| |Hatch Act 3. EEOA |5/5.1(11)(1) |
| |ADA 4. Tower Amendment | |
|35 |The _____ provides employers uniform guidelines on selecting employees |1 2 3 4 |
| |1. OSHA 3. EEOC |4/5.1(9)(8) |
| |2. EEOA 4. ADA | |
|36 |The main criteria for a lawful selection process is whether _________. |1 2 3 4 |
| | | |
| |A lawsuit is filed 3. Disparate treatment occurred |4/5.1(9)(1) |
| |An adverse impact occurred 4. Disparate impact occurred | |
|37 |An adverse impact occurs if the employee selection rate is less then ___% of the selection rate of the majority |1 2 3 4 |
| |group. | |
| | |4/5.1(9)(3) |
| |25% 3. 80% | |
| |75% 4. 90% | |
|38 |Asking applicants short questions and briefly talking with them about a job is a ____. |1 2 3 4 |
| | |5/5.1(11)(1) |
| |1. Structured interview 3. Preliminary interview | |
| |2. Patterned interview 4. In-depth interview | |
| | | |
|39 |Which is not true? |1 2 3 4 |
| | | |
| |Must report hiring statistics to federal/state agencies | |
| |Not required to display an EEOC poster | |
| |Must retain all applications filled out by applicants |4/5.1(9)(1-7) |
| |Must collect and retain application and hiring data | |
| | | |
|40 |A tool used to select a job applicant that consistently yields the same result over a period of time when | 1 2 3 4 |
| |used by different users is called the ______. | |
| | |5/5.1(11)(2)(a) |
| |Reliability Principle 3. Content Validity Principle | |
| |Construct Validity Principle 4. Efficiency Principle | |
| | | |
|41 |The Myer-Briggs personality test consists of 100 questions that measures _________. |1 2 3 4 |
| | | |
| |Depression 3. Extroversion/introversion |8/11.1(5) |
| |Psychosis 4. Paranoia | |
| | | |
|42 |A tool that measures skills and knowledge actually needed to fulfill the requirements of a job meets the |1 2 3 4 |
| |___________. | |
| | | |
| |Reliability Principle 3. Content Validity Principle |5/5.1(11)(2)(b) |
| |Construct Validity Principle 4. Efficiency Principle | |
| | | |
|43 |The extent to which an instrument measures a trait required for a job is the _____. |1 2 3 4 |
| | | |
| |Reliability Principle 3. Content Validity Principle |5/5.1(11)(2)(c) |
| |2. Construct Validity Principle 4. Efficiency Principle | |
|44 |Eliciting information on the phone from a job applicant requesting an interview is called a _______. |1 2 3 4 |
| | | |
| |Telephone interview 3. Structured interview |5/5.1(12)(2) |
| |Preliminary interview 4. Open ended interview | |
| | | |
|45 |Letting an applicant talk about their experience and background without any structure is called a ________. |1 2 3 4 |
| | | |
| |In-depth Interview 3. Structured Interview |5/5.1(12)(3)(a) |
| |2. Patterned Interview 4. Non-directive interview | |
| | | |
|46 |Which is true? |1 2 3 4 |
| | | |
| |Unstructured interviews are more reliable than structured interviews | |
| |An Interview tells an interviewer why an applicant would be a good employee | |
| |Physical appearance is more important than factual data |5/5.1(12)(4-7) |
| |Can learn more from listening than talking in an interview | |
| | | |
|47 |Which is not true? |1 2 3 4 |
| | | |
| |The interviewer’s race affects the behavior of the person being interviewed | |
| |Interpersonal skills and motivation is best evaluated in an interview |5/5.1(12)(8) |
| |Open ended interviews are more reliable than structured interviews | |
| |The facility must display an EEOC poster | |
| | | |
|48 |A background investigation of an applicant would not typically include:_____ |1 2 3 4 |
| | | |
| |References 3. Consumer credit check |5/7.1(2) |
| |Criminal background check 4. Lie detector test | |
| | | |
|49 |Which statement is not true? |1 2 3 4 |
| | | |
| |CD-ROMs are cost effective to train workers | |
| |Groupwise allows employees to work on same document at same time | |
| |Imaging/scanning allows HR to scan and store records electronically |5/6.1(1) |
| |Paper records systems are more efficient than electronic systems | |
|50 |When transferring human resource functions to the internet or intranet, an administrator would not |1 2 3 4 |
| |anticipate _____________ | |
| |Employees gaining 24-hour access to benefit information |5/6.1(1) |
| |Increased efficiency and ease of use in processing applications | |
| |Increase administration costs | |
| |Transforming personnel functions to a paperless system | |
|51 |The ______ allows federal employees to view their own personnel file |1 2 3 4 |
| | | |
| |Fair Credit Act of 1991 | |
| |Privacy Act of 1974 |6/7.1(5) |
| |Federal Employer’s Liability Act | |
| |Equal Employment Opportunity Act | |
| | | |
|52 |An administrator must ensure that staff who do hiring do not ________ |1 2 3 4 |
| | | |
| |Flag an applicant convicted of substance abuse as a high risk | |
| |Check the state nurse aide registry prior hiring an applicant | |
| |Secure proof of immunizations and disease testing before allowing a newly hired employee to start work |5/7.1(2-3) |
| |Require an applicant to undergo drug testing prior to an offer of employment | |
| | | |
| | | |
|53 |The ______ requires an applicant’s consent to do a consumer credit check |1 2 3 4 |
| | | |
| |Consumer Credit Protection Act |6/7.1(6) |
| |Fair Credit Act of 1991 | |
| |Truth in Lending Act | |
| |Hatch Act | |
|54 |Which is not true of pre-employment physicals? |1 2 3 4 |
| | | |
| |The exam establishes an applicant’s physical abilities to do a job | |
| |The exam establishes a baseline for later physical exams (workers compensation claim) | |
| |The exam can detect drug use |6/7.1(7) |
| |Can inform applicants after selection and the job offer that they are required to submit to a physical | |
| |examination | |
|55 |Under the ADA, a facility is required to make special accommodations for a worker when a physician |1 2 3 4 |
| |determines that a job applicant ________. | |
| |Cannot meet the physical demands of a job and has a covered physical disability |6/7.1(8) |
| |Cannot meet the physical demands of job but does not have a covered physical disability | |
| |Can meet the physical demands of job and has no physical disability | |
| |Never learned to read and does not have a covered disability | |
| | | |
|56 |The decision in a nursing home to hire an applicant is usually made by the _______. |1 2 3 4 |
| | | |
| |Administrator 3. Corporate office |6/8.1(1) |
| |Governing body 4. Department head | |
| | | |
|57 |A hiring approach where a decision maker reviews all information on an applicant and then decides whether |1 2 3 4 |
| |to hire is called _____. | |
| | | |
| |Clinical approach 3. Selection process |6/8.1(2) |
| |Statistical approach 4. Statistical method | |
| | | |
|58 |Examining a facility’s goals in light of external and internal goals is called ___________. |1 2 3 4 |
| | | |
| |Organizational analysis 3. Systems theory |7/10.1(6) |
| |Statistical Analysis 4. Goal setting | |
| | | |
|59 |Which is not true? |1 2 3 4 |
| | | |
| |Good employees need passion to care for the elderly | |
| |Employees who lack passion to care for the elderly are easily taught new skills |6/8.1(3) |
| |Grades and schooling are not predictors of ability to succeed in a job | |
| |One half of CEO’s of Fortune 500 firms made B- or C- grades in school | |
| | | |
|60 |When making a job offer, the facility should not ____________________ |1 2 3 4 |
| | | |
| |Advise applicants of the salary, start date, position title and name of person to report to on the first day |6/9.1(1-4) |
| |Give an applicant three days to consider a job offer | |
| |Notify rejected applicants by letter within 14 days | |
| |Send prospective employee the employees handbook prior to orientation | |
| | | |
|61 |Which is not part of an employee’s first day? |1 2 3 4 |
| | | |
| |Official welcome 3. Orientation |7/10.1(1) |
| |Introduction to staff 4. Performance review | |
| | | |
|62 |Which is not true of orientation? |1 2 3 4 |
| | | |
| |Orientation for new workers is critical to a positive impression of a facility | |
| |Orientation creates a reservoir of good will |7/10.1(2) |
| |Employees not oriented are not a legal liability | |
| |New employees receive critical training during orientation | |
| | | |
|63 |Which is not true of an orientation checklist? |1 2 3 4 |
| | | |
| |A checklist ensures nothing is missed during orientation | |
| |Orientation training in most topics are legally mandated | |
| |Both supervisor and employee should initial each topic covered on a checklist |7/10.1(3) |
| |More than one person should be responsible to conduct orientation and keep the documentation | |
|64 |Which is not true concerning orientation? |1 2 3 4 |
| | | |
| |Orientation communicates to employees the needs of the facility | |
| |Employees provided orientation are less likely to stay with a company |7/10.1(2) |
| |Orientation is a continuous process for each employee | |
| |In-service topics are legally mandated | |
|65 |Which is not an element in planning an effective training program? |1 2 3 4 |
| | | |
| |Charging employees for training costs | |
| |Must continually assess training needs |7/10.1(5) |
| |Must continually assess the effectiveness of training efforts | |
| |Must assess the individual training and developments plans for each employee | |
|66 |Assessing skills needed for each job is called ______. |1 2 3 4 |
| | | |
| |Organizational Analysis |7/10.1(7) |
| |Skills analysis | |
| |Task Analysis | |
| |Systems analysis | |
| | | |
|67 |Focusing on tasks not being done correctly by staff is called _____. |1 2 3 4 |
| | | |
| |Skills analysis | |
| |Systems analysis |7/10.1(8) |
| |Task Analysis | |
| |Job analysis | |
|68 |Which is not a step in implementing an effective facility training program? |1 2 3 4 |
| |Developing instructional objectives and experiences | |
| |Establishing performance criteria | |
| |Designating the least busy person to do the training |7/10.1(9) |
| |Evaluating the effectiveness of the program | |
| | | |
|69 |Which is not true of job training? |1 2 3 4 |
| |Should pair new employees with experienced mentors | |
| |Employees learn their jobs from co-workers |7/10.1(10) |
| |Computer training is not cost effective |5/6.1(1)© |
| |Training program should be updated annually | |
|70 |After initial orientation, all further training sessions in a nursing home are called _______. |1 2 3 4 |
| |Seminars | |
| |In-services |7/10.1(11) |
| |Training classes | |
| |Work breaks | |
|71 |The primary measure of effectiveness of a training program is whether _____. |1 2 3 4 |
| | | |
| |Employee behavior was changed | |
| |The number of lawsuits decreased |7/10.1(12) |
| |The number of grievances decreased | |
| |There were fewer complaints from the resident council | |
|72 |Administrators should know that ____ is not a key factor in motivating workers to provide good care | |
| | |1 2 3 4 |
| |Recognition of their contributions to the organization | |
| |Empowered to make decisions about their job | |
| |Relationship to co-workers |8/11.1(1-7) |
| |Money | |
| | | |
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|73 |A hiring approach where an applicant is rated on a scale of different traits and dimensions and is assigned a |1 2 3 4 |
| |numerical score is called ______. | |
| | | |
| |Clinical approach 3. Selection process |6/8.1(2)(b)) |
| |Statistical approach 4. Performance Appraisal | |
| | | |
|74 |The most valuable information about a prospective employee would be found in the ______. |1 2 3 4 |
| | | |
| |Length of time at last job |12/16.1 |
| |Level of education | |
| |Types of outside hobbies | |
| |Quality of work references | |
| | | |
|75 |An applicant’s ________ can be required on a job application. |1 2 3 4 |
| | | |
| |1. Religion 2. Age 3. Marital status 4. Felony convictions |4/5.1(9) |
| | | |
|76 |A ______ is a pay raise based on length of service. |1 2 3 4 |
| | | |
| |1. Merit increase | |
| |2. Equity increase |11/13.6(3) |
| |3. Seniority increase | |
| |4. COLA increase | |
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Human Resources – Exam 1 of 2 - Answer Key
|1 |3 |Accounts payable Clerk | |52 |4 |Only post hire |
|2 |3 | | |53 |2 | |
|3 |1 | | |54 |4 |Must advise prior to offer |
|4 |2 | | |55 |1 | |
|5 |1 | | |56 |4 | |
|6 |2 | | |57 |1 | |
|7 |4 | | |58 |1 | |
|8 |3 | | |59 |2 | |
|9 |1 |Dept. Heads do most functions | |60 |3 |As soon as possible |
|10 |1 | | |61 |4 | |
|11 |2 | | |62 |3 | |
|12 |4 | | |63 |4 |Only one person should do both |
|13 |1 | | |64 |2 | |
|14 |2 | | |65 |1 | |
|15 |3 | | |66 |2 | |
|16 |3 | | |67 |3 | |
|17 |1 | | |68 |3 | |
|18 |2 | | |69 |3 | |
|19 |3 | | |70 |2 | |
|20 |1 | | |71 |1 | |
|21 |1 | | |72 |4 | |
|22 |3 | | |73 |2 | |
|23 |2 |Decreases availability | |74 |4 |References are more valuable |
|24 |3 | | |75 |4 | |
|25 |2 | | |76 |3 | |
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|Human Resource Exam 2 – Exam Answer Sheet |
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|1 | | |52 | | | | |
|2 | | |53 | | | | |
|3 | | |54 | | |Date | |
|4 | | |55 | | | | |
|5 | | |56 | | |Attempt # | |
|6 | | |57 | | | | |
|7 | | |58 | | | | |
|8 | | |59 | | |Score | |
|9 | | |60 | | | | |
|10 | | |61 | | | | |
|11 | | |62 | | | | |
|12 | | |63 | | | | |
|13 | | |64 | | | | |
|14 | | |65 | | | | |
|15 | | |66 | | | | |
|16 | | |67 | | | | |
|17 | | |68 | | | | |
|18 | | |69 | | | | |
|19 | | |70 | | | | |
|20 | | |71 | | | | |
|21 | | |72 | | | | |
|22 | | |73 | | | | |
|23 | | |74 | | | | |
|24 | | |75 | | | | |
|25 | | |76 | | | | |
|26 | | |77 | | | | |
|27 | | |78 | | | | |
|28 | | |79 | | | | |
|29 | | |80 | | | | |
|30 | | |81 | | | | |
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|33 | | |84 | | | | |
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|35 | | |86 | | | | |
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|38 | | |89 | | | | |
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|40 | | |91 | | | | |
|41 | | |92 | | | | |
|42 | | |93 | | | | |
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|44 | | |95 | | | | |
|45 | | |96 | | | | |
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|47 | | |98 | | | | |
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|49 | | |100 | | | | |
|50 | | |101 | | | | |
|51 | | |102 | | | | |
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Section number
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Page Number
tvxz|–úüþ J ôáÖÆ®™„lRl*[pic]B*[pic]CJ OJ[?]QJ[?]^J[?]ph2h4=’h`?•5?6?B*[pic]CJ4OJ[?]QJ[?]]?^J[?]aJ4ph.h4=’h`?•5?6?B*[pic]CJ OJ[?]QJ[?]]?^J[?]ph(h4=’h`?•5?B*[pic]CJ OJ[?]QJ[?]^J[?]ph
2/1.8(13)
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