PHR/SPHR Terms Exam 282 Questions with Verified Answers
B. aPHR
C. SHRM-CP
D. IPMA-SCP
F. SPHR-SCP - CORRECT ANSWER 1. Which of the following are
... [Show More] valid HR certifications?
A. SPHRca
B. aPHR
C. SHRM-CP
D. IPMA-SCP
E. Intern-CP
F. SPHR-SCP
Human Resource Certification Institute (HRCI) - CORRECT ANSWER 1. ______________ was accredited by the National Commission for Certifying Agencies (NCCA) in 2008.
A. SHPRi - (1) HRCI
B. aPHR - (1) HRCI
C. SHRM-SCP - (2)
D. IPMA-CP - (3) - CORRECT ANSWER 1. Match the following certification designations to the certifying organization.
A. SPHRi
B. aPHR
C. SHRM-SCP
D. IPMA-CP
(1) HRCI
(2) SHRM
(3) IPMA-HR
C. Any deliverable she provides will establish her reputation as reliable or unreliable. - CORRECT ANSWER 1. Amanda has joined the HR department recently. as the newest HR analysis, Amanda has been assigned to provide client departments with monthly reports detailing the HR performance indices. What is the most important factor Amanda should keep in mind while performing this task?
A. Department managers always have the right to veto any HR initiative.
B. Any request by the client department should be accepted and provided to them.
C. Any deliverable she provides will establish her reputation as reliable or unreliable.
D. Customer reports will eventually be collected and destroyed because of their confidential nature.
B. 1976 - CORRECT ANSWER Chapter 1
1. HRCI has been certifying HR professionals since:
A. 1986
B. 1976
C. 3008
D. 2016
HRCI - CORRECT ANSWER 2. In 2008, _________ was accredited by the National Commission for Certifying Agencies (NCAA).
A. Validated - CORRECT ANSWER 3. HRCI's certification exams have all been _______, meaning they actually measure what they say they measure.
A. Validated
B. Expunged
C. Contested
D. Proven
aPHR - CORRECT ANSWER 4. Simone has just graduated from college and is beginning her first job as an HR analyst with a major employer. She is wondering what certification she should seek to begin her career. You tell her to take the exam for ___________.
A. PHRca
B. PHRi
E. SPHR - CORRECT ANSWER 5. Which of the following are valid HR certifications? (Choose three).
A. PHRca
B. PHRi
C. NPHR
D. UPHR
E. SPHR
A. Sit for and pass the SPHR exam
D. Have a minimum of four years of experience at professional HR level. - CORRECT ANSWER 6. Someone already certified as a Professional in Human Resources (PHR) must __________ to gain certification as a Senior Professional in Human Resources (SPHR). (Choose two).
A. Sit for and pass the SPHR exam
B. Have a minimum of seven years of experience as a professional HR level.
C. Sit for and pass the SPHRca exam.
D. Have a minimum of four years of experience as a professional HR level.
GPHR - CORRECT ANSWER 7. HR professionals who operate in a global marketplace are able to demonstrate mastery of cross-border HR responsibilities, including strategies of globalization and development of HR policies and initiatives supporting organizational global growth by achieving a _______________ certification.
California - CORRECT ANSWER 8. PHRca is a certification that recognizes the unique characteristics of business and employment requirements in ________________________
B. Society for Human Resource Management and International Public Management Association for Human Resources. - CORRECT ANSWER 9. Other certification agencies, in addition to the Human Resource Certification Institute, include:
A. Cross-Border HR Professionals Association and Society for Human Resource Management.
B. Society for Human Resource Management and International Public Management Association for Human Resources.
C. American National Standards Institute and Cross-Border HR Professionals Association
D. Society for Human Resource Management and Human Resource Standards Acceptance Group
C. IHRM-CP - CORRECT ANSWER 10. Which of the following is not a valid HR certification designation?
A. GPHR
B. SHRM-SCP
C. IHRM-CP
D. IPMA-SCP
55% - CORRECT ANSWER 11. Studies have shown that ___________% of employers are looking for certifications at the HR director level.
B. A description of the complete set of concepts, tasks, responsibilities, and knowledge required to fulfill the duties of an HR generalist - CORRECT ANSWER 12. The HRCI Body of Knowledge (BoK) is:
A. A list of everything any HR manager should know.
B. A description of the complete set of concepts, tasks, responsibilities, and knowledge required to fulfill the duties of an HR generalist
C. A list of all the desirable knowledge items any HR manager should understand
D. A description of the responsibilities undertaken by any HR generalist
C. Unfortunately, all employees are subject to payroll tax withholding.
If the new worker is classified as an employee and is on the payroll, the IRS demands that income tax, Social Security tax, and Medicare tax be withheld. The law does not allow employees to opt out because they want to file their own tax payments each quarter. - CORRECT ANSWER Chapter 2
1. John, a new employee, has just arrived at the orientation program where everyone completes their payroll forms and signs up for healthcare benefits. He bring his W-4 form to you and says he isn't subject to payroll withholding because he pays his taxes directly each quarter. What is your response?
A. That's okay. We won't process a W-4 form for you. We will give you a form 1099.
B. I'll check with the accounting department to find out whether you can do that.
C. Unfortunately, all employees are subject to payroll tax withholding.
D. If you can show me a W-10 form you have submitted to the IRS, we can block your paycheck withholding.
A. Unemployed
The Wagner-Peyser Act of 1933 provides for federal unemployment insurance and sets guidelines for state unemployment insurance programs - CORRECT ANSWER 2. The Wagner-Peyser Act protects employees who are:
A. Unemployed
B. Injured on the job
C. Unable to work because of pregnancy
D. Have two or more jobs
D. The company is prohibited from any action against Mary because she is engaging in protected concerted activity.
Mary is protected by the National Labor Relations Act (NLRA) of 1935. The National Labor Relations Board has taken the position that almost all postings on the Internet, whether complaining about supervisors or employers or making charges that employees are treated unfairly, are protected concerted activities under the act. - CORRECT ANSWER 3. Mary has had a bad encounter with her supervisor, Henry. That evening after getting home from work, she pulls out her computer and sends a blistering post to her Facebook page. She names her company and her supervisor. She calls him unfair, pigheaded, and without principles. What can the company do about her posting?
A. The company can demand that she remove the offensive post. If she doesn't, the company can file legal action against her.
B. The company can demand that Facebook remove the offensive post. If it doesn't, the company can file legal action against Facebook.
C. The company is protected against such employee comments by the Fair and decent Treatment Act and can take disciplinary action against Mary.
D. The company is prohibited from any action against Mary because she is engaging in protected concerted activity.
B. There is a need for the company to keep the Social Security number for tax reporting.
Both the FLSA and the IRS regulations require employers to obtain and report Social Security numbers from all employees. A Social Security number is required for completion of the Form I-9 to prove authorization to work in this country. The company may not remove it from its records, regardless of how concerned Pete may be. - CORRECT ANSWER 4. Pete is sensitive about he security of his personally identifiable information since his credit card has been stolen twice in the past year. He is trying to clear up his credit rating because of the problems with the stolen cards. Now, he has approached the HR manager at his organization and requested that his Social Security number be removed from all company records. He thinks that a mistake could cause him more grief if the Social Security number were to be obtained by thieves. As the HR manager, what should you do?
A. The company can and should delete the Social Security number from its records to protect Pete.
B. There is a need for the company to keep the Social Security number for tax reporting.
C. There is a need for the company to keep the Social Security number for census reporting.
D. The company has no need for the Social Security number by should keep it regardless.
A. Pat has not understood the FLSA requirements that employers keep race and sex data on employees.
Race and sex data is specifically required by the FLSA. For employers with 15 or more people on the payroll, who are engaged in interstate commerce, EEOC regulations also require maintenance of those data records. - CORRECT ANSWER 5. Pat is talking with her colleagues about illegal discrimination at work. Someone mentions that the company is going to be sending out a request for updated race and sex information. Pat says that isn't legal. The company isn't supposed to track any of that information. What would you tell Pat?
A. Pat has not understood the FLSA requirements that employers keep race and sex data on employees.
B. The EEOC has issued guidelines that agree with Pat's belief that it is illegal to maintain that information in company records.
C. Only federal contractors are required to maintain the race and sex identification for employees.
D. It is only the public-sector employees who are exempt from providing their race and sex identification to employers.
B. Once the work week has been designated to begin on a certain day of the week, it should not be changed by the HR manager.
The FLSA requires employers to designate a day as the beginning of the workweek. To change that designation, there should be a significant business reason. Moving the workweek to begin based on projects is not acceptable. The FLSA requires consistency because of the need to pay overtime for hours in excess of 40 in a workweek. Constantly moving a workweek could deprive employees of earned overtime. - CORRECT ANSWER 6. The Tractor and Belt Company (TBC) handles conveyor belt installations for many small firms. Each of the customer projects begins on a day that is most convenient of the customer. Sometimes that's Monday; sometimes it's Thursday or some other day. The HR manager says that the company will adjust its workweek to begin when the customer's project starts. That way, each installation team has a separate workweek, and those workweeks can shift several times a month. It's better for the payroll system that way, and the company can usually avoid paying overtime. What would you advise the HR manager to do if you disagree with the policy of changing workweeks?
A. The HR manager is taking advantage of the FLSA's provisions for flexible workweeks that support small business.
B. Once the workweek has been designated to begin on a certain day of the week, it should not be changed by the HR manager.
C. It depends on state laws and regulations whether the workweek begins on any specific day of the week.
D. The FLSA says a workweek should always begin on Sunday.
C. Federal law says Sandy cannot work more than 8 hours a day when it is a vacation week.
The FLSA prohibits people aged 14 and 15 from working more than 8 hours a day even when school is not in session. - CORRECT ANSWER 7. Sandy is 15 years old and a Sophmore at Central High School. She gets a job at the local hamburger drive-in. Her boss says he needs her to work the following schedule during the Spring Break week: 4 hours at lunch time every day, 9 hours on Saturday, and 6 hours on Sunday. Is that schedule acceptable for Sandy given that she has a work permit from the school?
A. Because it is a school vacation week, there are no restrictions on the hours that Sandy can work.
B. Only state laws impact what hours Sandy can work because it happens during a vacation week.
C. Federal law says Sandy cannot work more than 8 hours a day when it is a vacation week.
D. Because Sandy won't be working more than 40 hours for the week, there is no problem.
D. Even though Gary can work unlimited hours, he cannot be assigned to drive the forklift because forklifts are classified as "power-driven hoisting apparatus," which is one of the 17 most dangerous jobs as classified by OSHA that may not be operated by workers under the age of 18.
Driving a "power-driven hoisting apparatus" is one of the 17 most dangerous jobs that may not be performed by workers younger than 18. At Gary's age, the FLSA has no restriction on the hours he may work in a week. - CORRECT ANSWER 8. Gary is a junior at Southpark High School. He is 17 years old. The school needs some help in its warehouse during the summer, and Gary needs a job so he can save money for college. His boss is the manager of facilities. Gary is assigned to work nine hours every day during the week because one of the other employees is on disability leave. And because the other employee was the forklift driver, Gary has been given training in how to drive that equipment around the warehouse and loading dock. He likes that duty because he has been driving a car only a few months. The forklift is cool. Is there any difficulty with the facilities manager's requirements of Gary?
A. Everything the facilities manager has required Gary to do is permissible under federal laws.
B. Since there is no restriction to the number of hours Gary can work, everything should be okay.
C. Whatever the facilities manager wants Gary to do is okay because it's only a summer job.
D. Even though Gary can work unlimited hours, he cannot be assigned to drive the forklift because forklifts are classified as "power-driven hoisting apparatus," which is one of the 17 most dangerous jobs as classified by OSHA that may not be operated by workers under the age of 18.
B. 1.5 days of compensating time off.
The FLSA requires all hours of work in excess of 40 in a week be paid overtime for city workers at the rate of 1.5 times the normal hourly pay rate. Compensating time off in lieu of overtime pay must be given at the rate of 1.5 hours for every overtime hour. So a day of overtime (8 hours) should be compensated for with 1.5 days of compensating time off. - CORRECT ANSWER 9. Hank puts in the following hours at his city job: Sunday, 0; Monday, 8; Tuesday, 8; Wednesday, 9; Thursday, 8; Friday, 8; Saturday, 7. His boss says he will give Hank compensating time off for every hour of overtime Hank works. How many compensating hours off should Hank receive for this work time?
A. One day of compensating time off.
B. 1.5 days of compensating time off.
C. 7 hours of compensating time off.
D. Compensating time off is not permitted under the FLSA.
C. There is no restriction on the amount paid because all the incumbents are women.
The Equal Pay act requires men and women doing the same work to be paid at the same rate. If there are no men in the job, only women, there is no Equal Pay Act issue. If all the incumbents are women, there is no employment discrimination based on sex because there is only one gender represented. So with those conditions, there is no barrier to paying the new employee more based on her previous job's compensation. However, considering previous compensation in hiring decisions is now illegal in some states, so be careful. - CORRECT ANSWER 10. The Tractor and Belt Company (TBC) doesn't have an HR manager. HR is handled by the payroll clerk. When a new employee is assigned to the production department as an assembler, the payroll clerk raises a question. Should the new person be paid the same as all the other employees, all women, in the department, or is it okay to pay her more because she made more at her former job?
A. There are no restrictions on the amount a new employee can be paid. It is market driven.
B. The Fair and Decent Treatment Act requires all people doing the same work to be paid the same amount.
C. There is no restriction on the amount paid because all the incumbents are women.
D. Once a valid market survey has been done, it can be used to determine starting pay for new people.
B. The Employee Retirement Income Security Act regulates welfare benefit plans, including life insurance.
ERISA specifically regulates welfare benefit plans such as health insurance and life insurance. That is in addition to the regulation of pension and retirement plans offered by employers. It makes no difference who underwrites the life insurance - the employer or a vendor. ERISA will still provide requirements. - CORRECT ANSWER 11. Finding a life insurance company to provide benefits to her workforce has been difficult for Joan, the HR manager. She decides to recommend that they offer a self-insured plan. What controls might Joan have to consider in her planning?
A. There are no federal restrictions on a company providing its own life insurance plan to employees.
B. The Employee Retirement Income Security Act regulates welfare benefit plans, including life insurance.
C. The Life Insurance Benefit Plans Act has control over what Joan is able to do with her idea.
D. Only state laws will have an influence on Joan's development of a self-insured benefit plan.
A. She may offer any document authorized on the Form I-9 instructions as proof of her authorization to work in this country.
The deadline for completing a Form I-9 is three days after hire. Any documents listed on the form are acceptable. The employer may not designate certain documents are requirements. A Social Security number is one way to demonstrate authorization to work in this country. A valid U.S. passport is also a way to demonstrate both identity and work authorization. - CORRECT ANSWER 12. Simone has just been hired and is asked to complete a Form I-9. She offers her driver's license as proof of her identity. What else is required for her to complete the document?
A. She may offer any document authorized on the Form I-9 instructions as proof of her authorization to work in this country.
B. She must have a Social Security number to submit on the form.
C. Simone has a U.S. passport but is told that she can't use it for her Form I-9.
D. As long as Simone offers to get a Social Security number in the next 30 days, she can submit her Form I-9.
B. He should notify the Occupational Safety and Health Administration about the accident and the injuries.
The company has eight hours after the accident to file its report of serious injury with OSHA. We don't know how long ago the accident happened, but it was long enough that the operator is now in the hospital. Steve should gather all the information needed for the report and get it called into the OSHA office. - CORRECT ANSWER 13. Steve is the HR director for a crane operations company. He just got a phone call from one of his field supervisors with tragic news. One of their units has collapsed, and their operator is in the hospital with serious injuries. What should Steve do with that information?
A. Steve should immediately call the hospital to be sure all the insurance information is on file for their employee.
B. He should notify the Occupational Safety and Health Administration about the accident and the injuries.
C. He should notify the Crane Safety Institute of America to be sure they are able to add this accident to their database.
D. Steve should call the crane operator's spouse to let her know about the tragedy.
D. Safety programs must be developed that provide for refresher training on all equipment operating procedures.
Injury and illness prevention programs are required by OSHA. Part of the identification and remediation of workplace hazards is employee training. Even if employees have been trained on equipment operation, periodic refresher programs can help overcome bad habits that might have developed. Refresher programs conducted on a yearly basis represent a reasonable interval for Donna's situation. - CORRECT ANSWER 14. Every year Donna has to attend training on the use of the company vehicles she drives. She thinks this is a silly waste of time. Donna knows how to drive, and she knows the company vehicles. Why should she attend training every year.
A. There is no federal requirement for Donna to take yearly training.
B. OSHA only requires training be done once for vehicle operation.
C. Only state provisions govern how frequently training must be done in Donna's situation.
D. Safety programs must be developed that provide for refresher training on all equipment operating procedures.
C. If the sinkhole poses an immediate danger of death or serious injury, Jerry should call 911 and report it. He should barricade the perimeter of the sinkhole with tape or something else to prevent people from falling in.
It doesn't matter if Jerry is a manager. All employees should be trained to react to imminent dangers by taking immediate action to prevent anyone from serious injury. And walking up to the edge to see whether it is going to collapse is just nuts. - CORRECT ANSWER 15. Jerry just arrived at work and found a sinkhole in the parking lot. He is early enough that other people have not yet begun arriving for work. Because the hole is about 10 fee across at the moment, what should Jerry be doing about the problem?
A. If Jerry is a management employee, he should take charge of the situation and begin the process of alerting others tot he danger posed by the sinkhole.
B. If Jerry is a nonmanagement employee, he should give his boss a call and leave a voicemail message, if necessary, about the sinkhole.
C. If the sink hole poses an immediate danger of death or serious injury, Jerry should call 911 and report it. He should barricade the perimeter of the sinkhole with tape or something else to prevent people from falling in.
D. Jerry should first test the edges of the sinkhole to see whether it could grow in size. Then he should barricade the perimeter so no one will fall in.
A. Posting requirements call for a display of the report in a prominent location if there are 10 or more people on the payroll.
If she must, Theresa should show her boss the requirement in OSHA regulations. A prominent display location excludes places such as the back of a closet door or inside a binder somewhere in the manager's office. - CORRECT ANSWER 16. Theresa attended a seminar recently that pointed out the need to post a yearly summary of injury and illness cases. Her boss doesn't want to do that, saying he doesn't want to publicize the problems the organization has had. What should Theresa tell him?
A. Posting requirements call for display of the report in a prominent location if there are 10 or more people on the payroll.
B. Posting requirements can be met by putting a report on the back of the closet door in the employee lounge.
C. Posting requirements can be met by making the report available in a binder in the HR manager's office.
D. Posting requirements are optional, but good employers are using the report as a "best practice" in safety programs.
A. Personal protective equipment should be provided by the employer, including breathing apparatus and hazmat suits.
Working inside an enclosed space with dangerous fumes calls for hazmat equipment and adequate breathing equipment. OSHA regulations specify the personal protective equipment (PPE) necessary in this and other working conditions. - CORRECT ANSWER 17. An employer routinely works with hazardous chemicals trucking them for delivery to various customer locations. After each load, the truck must be cleaned before being loaded with a different chemical. Cleaning has to be done by someone inside the tanker using special absorbent materials. What else should be considered?
A. Personal protective equipment should be provided by the employer, including breathing apparatus and hazmat suits.
B. Standard coveralls and boot covers should be provided for employees to use if they want.
C. Workers should never be sent into a tanker truck for any reason.
D. Breathing equipment is absolutely a requirement if someone will be in the tanker truck for longer than 30 minutes.
C. Any possible harm can be prevented if used syringes are placed into an approved sharps container.
The Needlestick Safety and Prevention Act requires all sharps be disposed of in approved sharps containers. It also requires posting of warnings and information about blood-borne pathogens. - CORRECT ANSWER 18. Shelly has worked for the same dentist for more than 10 years. In all that time, there has been no mention of any special requirements for handling syringes. She arranges the doctor's equipment trays every day and cleans them up after they have been used. She just tosses the used equipment into the autoclave or into the trash if it won't be used again. If you were advising Shelly about the practices used in her dental office what would you say?
A. Needles should be broken off before they are thrown into the trash can.
B. Sharps should be triple wrapped in a stiff paper to protect from sticking someone handling the trash.
C. Any possible harm can be prevented if used syringes are placed into an approved sharps container.
D. Putting used syringes into any solid container that is wrapped in red paper is sufficient to meet requirements.
C. MSHA rules apply to all mining operations in the United States. The Golden Nugget Mine will have to study those rules and get ready for inspections by the government.
The Mine Safety and Health Administration has jurisdiction over all mining operations, not just coal mines. It handles safety complaints and conducts inspections of both above-ground and underground mining operations. All mine operators are required to conduct their internal safety inspections and maintain records of those inspections. - CORRECT ANSWER 19. The price of gold is climbing, and folks at the Golden Nugget Mine are planning to reopen their operation. They know that safety is an important consideration. But what about federal regulations for gold mines? Are there such things?
A. There are only OSHA regulations in general. All of those rules still apply.
B. There are MSHA regulations to be considered, but because they are not in the coal mining business, the Golden Nugget Mine won't have to worry about them.
C. MSHA rules apply to all mining operations in the United States. The Golden Nugget Mine will have to study those rules and get ready for inspections by the government.
D. MSHA can tell the mine what to do, but it has no authority to conduct inspections because the Golden Nugget is not a coal mine.
D. Lie detector tests can be required only in limited circumstances, and this isn't one of them. You can't test her.
Except for law enforcement, security officers, and people who handle controlled substances, lie detectors are no longer permitted in the workplace. They were commonly used prior to 1988's Employee Polygraph Protection Act. - CORRECT ANSWER 20. Olivia suspects her payroll clerk of embezzlement. She has inspected the records for the past three months, and the pattern is clear. But to be sure it is the payroll clerk and not the accounts payable clerk. Olivia wants to confront her and demand she take a lie detector test.
A. Good going, Olivia. You caught her. Sure enough, demanding that she take a lie detector test is a good way to confirm your suspicions.
B. While lie detector tests can be used for some employees, accounting employees are exempt. You can't test her.
C. Lie detector tests are not permitted for any use by any employer. You can't test her.
D. Lie detector tests can be required only in limited circumstances, and this isn't one of them. You can't test her.
D. Whatever Sam thinks, the ADA and Rehabilitation Act requirements have been applied to his company for six years already. Adding more contracts won't change his current obligations.
Sam's company will not incur any additional obligations for disabled workers if they seek additional government contracts. They have been obligated under both laws for six years. - CORRECT ANSWER 21. For the past six years, Sam's company has been a federal contractor working on equipment for the Department of Defense. They have additional contract opportunities coming up, and Sam isn't sure if there will be an extra burden related to disabled workers because they are subject to both the Americans with Disabilities Act and the Rehabilitation Act.
A. Sam should rest easy. The ADA and the Rehabilitation Act are identical in their content and requirements.
B. Sam's company has already met its recruiting obligations and now only has to worry about meeting ADA requirements.
C. Handling job accommodation requests is a requirement of the ADA but not the Rehabilitation Act. Things should be easier.
D. Whatever Sam thinks, the ADA and Rehabilitation Act requirements have been applied to his company for six years already. Adding more contracts won't change his current obligations.
B. Arthur can discontinue his participation in the AB Transit Company's employment process.
Arthur has to decide whether he wants to continue seeking employment with the AB Transit Company. If so, he must participate in their drug testing program. If he wants to avoid testing, he must drop out of the job application process and seek employment elsewhere. - CORRECT ANSWER 22. Arthur has applied for a job with the AB Transit Company. He is told he must take and pass a urine drug test. If he fails the test and any subsequent random drug test after he is hired, he will be dismissed from the company. Arthur reacts loudly and says, "That's an invasion of my privacy! I won't do it." What happens now?
A. Arthur can call his lawyer and have the drug test waived since he doesn't want to take it.
B. Arthur can discontinue his participation in the AB Transit Company's employment process.
C. Arthur can take the test now and still refuse to participated in random tests later.
D. Arthur can have his friend take the test for him.
A. She can have the time off, but it will be logged as unpaid and charged as FMLA leave.
Under the FMLA, Cynthia is entitled to an unpaid leave of absence as a spouse of a covered military service worker. It will be logged as unpaid time off unless she wants to use some of her accrued paid time off. It will also be logged in her record as excused FMLA leave. - CORRECT ANSWER 23. Cynthia works for a large multi-state manufacturing company and approaches her boss one morning and tells him that her husband has just received orders from the Coast guard to report for deployment to the Middle East. They have a week to get everything ready for his departure. She wants to know whether she can have excused time off during the coming week. If you were her boss, what would you tell her?
A. She can have the time off, but it will be logged as unpaid and charged as FMLA leave.
B. She can take the time off, but it will be unexcused because she didn't give more than a week's notice.
C. If she wants the time off, she will have to use her paid vacation time for the week.
D. Jennifer has already requested the week off for vacation, and only one person can be off at any one time or the unit won't be able to function. Cynthia's request is denied with regrets.
B. The request he has made would exempt him from several of his job's key responsibilities.
Even the congressional offices are subject to the ADA's requirement to consider and discuss requests for job accommodation. Job accommodations must be made to make it easier for an employee to perform one of the job's essential functions If he can't do that, even with an accommodation, he is not eligible for assignment to that job. If there is no other job available, the employer can't return him to work until his status changes. - CORRECT ANSWER 24. Robert works for a congressional representative and suffers a disabling injury in an automobile accident. Robert cannot work more than three hours per day according to his doctor. Weeks later, when he returns to work, he asks for a job accommodation and is told that it can't be done. When he presses the point, his supervisor says the reason is:
A. Congressional staff people aren't covered by the ADA so they don't have to even discuss his request.
B. The request he has made would exempt him from several of his job's key responsibilities.
C. The request he has made would set a precedent that other representatives' offices would have to follow.
D. Because congressional staff members have to meet the public every day, they can't have people seeing disabled workers in the office. It doesn't look good.
A. Jimmy might have to wait until he can arrange for insurance through one of the exchanges.
Employers are required to provide health insurance coverage or pay a penalty in lieu of that insurance only if they have 50 or more full-time workers. With only 10 employees, Jimmy's employer is not obligated to provide health insurance coverage. Jimmy may purchase it for himself through one of the exchanges set up for that purpose. - CORRECT ANSWER 25. Jimmy has heard that he will be getting healthcare coverage from his company because of the new Obamacare law. His company employs only 10 people, but Jimmy is excited that he will finally get some insurance. He hasn't been feeling very well lately.
A. Jimmy might have to wait until he can arrange for insurance through one of the exchanges.
B. Jimmy should get an enrollment form from his boss because all employees will be covered by the new requirements that employers must provide health insurance for workers.
C. Jimmy is out of luck. The new law only covers employers with 50 or more people, and there is no way Jimmy will be getting health insurance under the new law.
D. Jimmy's boss just ran out of forms, but he will get some more from HR and then have Jimmy sign up for his coverage.
Core Knowledge - CORRECT ANSWER Chapter 3
1. There are some areas of HR knowledge that are known as ____________ ______________ because they apply to all HR professionals at all levels.
C. Instructional design principles and processes - CORRECT ANSWER 2. Needs assessment and analysis is an area of required knowledge that applies to this functional area:
A. Employee communications
B. Ethical and professional standards
C. Instructional design principles and processes
D. Environmental scanning concepts and applications
A, B, D
Published industrial results are not subject to needs assessment - CORRECT ANSWER 3. Needs assessment can be applied to which of the following processes? (Choose three).
A. Benefits planning, vacation assessments, attendance programs, and employee training needs
B. Strategic planning, public relations, and emergency awareness
C. Published industrial results
D. Staffing forecasts, training planning, and budgeting
D. Development of RFPs, evaluation of match to project requirements for each vendor, background checking, financial stability
RFPs should be the foundation of vendor-assigned projects. Vendor selection should be based on the match of vendor capabilities to RFP requirements, background investigation, and financial stability - CORRECT ANSWER 4. Vendor selection can involve which of the following list of activities?
A. Reference checking, financial assessment, comparison with similar projects
B. Interviewing, background checking, financial stability assessment
C. Appointment of contract manager, review of financial statements, review of similar projects
D. Development of RFPs, evaluation of match to project requirements for each vendor, background checking, financial stability
B. EEO/AA, employee records management, performance management
In fact, all of these things are going to require documentation. The most correct answer is B because it has the widest impact across the employer's organization - CORRECT ANSWER 5. Organizational documentation requirements can impact these functional areas of professional HR management:
A. Parking policy, payroll compliance, orientation
B. EEO/AA, employee records management, performance management
C. Magazine subscriptions, amusement park discount programs, forms management
D. Vacation selection system, cafeteria menu planning, parking lot space assignments
A. Human resource development, training and development, compensation and benefits
This answer is correct because it has the widest impact on employer's organization. - CORRECT ANSWER 6. HR professionals must be concerned about adult learning processes because they impact these areas of the organization:
A. Human resource development, training and development, compensation and benefits
B. Payroll, employee orientation programs, training and development
C. Job description development, vacation planning, government compliance
D. Safety compliance, compensation and benefits, employee training
A. Performing a standard deviation analysis of employee movement
Standard deviation analysis is important for disparity analysis but does not involve business management competencies - CORRECT ANSWER 7. Which of the following is not considered a business management competence requirement for HR professionals?
A. Performing a standard deviation analysis of employee movement
B. Creating and managing within a financial budget
C. Understanding financial reports
D. Discussing financial issues
C. Lecturing, self-paced online, subgroup exercises
Texting, e-mail, and recess are not commonly accepted training techniques - CORRECT ANSWER 8. Employee training is a function that falls within human resources development. The following are generally accepted training techniques:
A. Texting, lecturing, small group discussions
B. Reading, group discussion, e-mail
C. Lecturing, self-paced online, subgroup exercises
D. On-the-job, classroom, recess
C. Even though Hispanic is an ethnicity, it is treated like a race when harassment is concerned. She may have a case against her co-workers because of their behavior.
Race is a protected category when harassment is alleged. - CORRECT ANSWER 9. Yvette has told her supervisor that she feels her co-workers are harassing her because she is Hispanic. They point to her and laugh, exclude her from their table in the break room, and have damaged her work so it has had to be redone. She believes they have also punctured her car tire on more than one occasion. Is this really illegal harassment?
A. Who can say if it is illegal or not? It sure sounds like it is inappropriate behavior.
B. Harassment can only be sexual harassment. You can't be harassed because of your Hispanic heritage.
C. Even though Hispanic is an ethnicity, it is treated like a race when harassment is concerned. She may have a case against her co-workers because of their behavior.
D. Even though Hispanic is an ethnicity, it is excluded form racial comparisons and therefore cannot be the reason cited for the harassment complaint.
D. Everyone has a race, and White is a government-designated race. Treating someone differently because of their race is not legal. You should accept Jolene's complaint.
All races are protected against illegal discrimination. - CORRECT ANSWER 10. Jolene has come to the HR department to file a complaint of race discrimination against her boss, who is Asian. She says he won't allow her to go to a key training program simply because she is White and he wants to train the Asians first. He says to her, "You can't complain because you're White." What would you tell Jolene?
A. Jolene's boss is right. She can't file a race complaint because she is White.
B. You should really speak with the company attorney before even talking with Jolene about this complaint. She needs to find out whether it would be alright to accept the complaint before doing anything else.
C. The only comparison with White is Black. Asians can't be the cause of an illegal race complaint when Jolene is White.
D. Everyone has a race, and White is a government-designated race. Treating someone differently because of their race is not legal. You should accept Jolene's complaint.
A. 15 days of absence from work beyond using all of the paid time off available.
B. Missing three project deadlines
Specific job-related or performance results are legitimate reasons for withholding a bonus payment as long as others who are similarly situated are treated in the same way - CORRECT ANSWER 11. Wilmington is a newly appointed first-level supervisor. Riley knows him fairly well because she was involved in the discussions about his promotion. He now wants to talk with her about a problem he is having with two of his workers. One is Black, and one is Native American. The Black employee is saying he was not given a bonus check because of his race. He wants to have hi money. The Native American employee received a bonus check. What would be a legitimate reason for withholding the bonus payment to the Black employee? (Choose two).
A. 15 days of absence from work beyond using all of the paid time off available.
B. Missing three project deadlines
C. Bringing cakes and cupcakes to share every Friday
D. Passed latest training program with highest score in the class
E. Announced she would quit if she didn't get her bonus
C. Being sure all the information you present is up-to-date and accurate
HR credibility rests on the accuracy, honesty, and truthfulness of its information - CORRECT ANSWER 12. You are asked to prepare a presentation for the senior management and executive team on the subject of the updated insurance benefit packages available for the coming year. What should you consider the highest priority for your presentation?
A. Finding the most dazzling PowerPoint slide templates.
B. Getting some scientific research references to support your information.
C. Being sure all the information you present is up-to-date and accurate
D. Getting some slides from the insurance companies to help with formatting
B. Hunker down and start learning what facts you need to convey and design the best way for that to happen.
If your boss recognizes that you need to practice your writing skills, this assignment may be designed for that purpose. Delegating to someone else or trying to get out of it some other way would not be appropriate - CORRECT ANSWER 13. Your boss asks you to prepare a memo that will be distributed to all employees explaining the new company policy on sick leave. You hate writing, especially something that will be as widely seen as this. What should you do?
A. Plead with your boss to give the assignment to one of your colleagues.
B. Hunker down and start learning what facts you need to convey and design the best way for that to happen.
C. Delegate the assignment to your support clerk. She writes well.
D. Go to a friend who works at a different company and ask if they have anything like this that you can use as a model.
C. It would be unethical for us to provide home address labels for employees to anyone, even Charlene. It is a violation of privacy standards.
Employee home addresses are considered private and confidential information. Giving them out to someone, even an employee, for use in a private venture is unethical - CORRECT ANSWER 14. Charlene has come in to ask you to give her a set of labels with employee home addresses on them. She wants to send some new marketing materials to everyone in hopes of selling her beauty aid products. What will you tell Charlene?
A. Sure. No problem. We can get them to you in a couple of days.
B. It will never happen. We can't spend the money on labels for such projects.
C. It would be unethical for us to provide home address labels for employees to anyone, even Charlene. It is a violation of privacy standards.
D. Without approval from the organization's CEO there is no way HR is going to be able to agree to issue Charlene the address labels.
A. I will have a serious conversation with the HR supervisor. It is not acceptable to suggest the company will permit use of the copy machine for personal business. If the company did approve of such use, it would need to extend that same offer to every employee.
It is important to talk with the supervisor about the precedent being set when such permission is given to one employee. That permission may also violate company policy. - CORRECT ANSWER 15. One of the organization's HR supervisors has told a line manager that it is OK to use the company copy machine to make flyers for their new business. The company doesn't mind, and it won't amount to much money. What is your response to this advice?
A. I will have a serious conversation with the HR supervisor. It is not acceptable to suggest the company will permit use of the copy machine for personal business. If the company did approve of such use, it would need to extend that same offer to every employee.
B. I will have a talk with the HR supervisor and tell that person to keep such things really quiet. We don't want a general announcement about people who are doing such things.
C. I will ignore the issue. It isn't such a big deal anyway.
D. I will terminate the HR supervisor on the spot.
C. Leadership is getting people to understand the goal and willingly (voluntarily) following the leader to that goal.
Getting people to willingly follow toward the accomplishment of a specific goal is an ideal leadership skill - CORRECT ANSWER 16. Everyone seems to be talking about leadership these days. Why is it so important? What is leadership anyway?
A. Leadership is someone giving orders and charging off to whatever the goal is.
B. Leadership is briefing everyone about the goal and then sending them off to get there.
C. Leadership is getting people to understand the goal and willingly (voluntarily) following the leader to that goal.
D. Leadership is always taking credit for the achievements of the group.
C. Employee self-service systems, learning management systems, HRIS
Employee self-service systems, learning management systems, and the HR information system are all examples of HR reporting tools - CORRECT ANSWER 17. HR reporting tools can include:
A. Applicant tracking, learning management. U.S. Census Bureau requests
B. HRIS, learning management, U.S. Postal Service master mailing list
C. Employee self-service systems, learning management systems, HRIS
D. HRIM, applicant tracking, production schedules
C. Quarterly injury results - CORRECT ANSWER 18. Employer risks can result in:
A. Industry reports on collective results
B. National averages for financial results
C. Quarterly injury results
D. Monthly sales results
B. Provide a secure access system that will permit employees to see only their own records - CORRECT ANSWER 19. Today, giving employees electronic access to their personal information is more common. When doing so, employers should:
A. Make sure the records are no more than six to eight months old
B. Provide a secure access system that will permit employees to see only their own records
C. Give access to union representatives so they will be able to reconcile their union dues payments
D. Permit employees to make any changes they want on their records
C. Job performance decision-making ratings
Ratings for decision-making are a qualitative measurement, not a quantitative one. - CORRECT ANSWER 20. Quantitative measurements can include all but:
A. Number of days on job requisition is open before being filled
B. Accidents by department
C. Job performance decision-making ratings
D. Number of people attending new employee orientation in their first week
B. Worker's compensation insurance claims per quarter
Claims per quarter is a quantitative measurement - CORRECT ANSWER 21. Qualitative measurements can include all but:
A. Ratings of employee promotability
B. Worker's compensation insurance claims per quarter
C. Employee survey ratings of working conditions
D. Opinion ratings of employee cafeteria offerings
Emotional Intelligence - CORRECT ANSWER 22. The ability to perceive, control, and evaluate emotions is known as ___________ _____________
D. Can be helpful in processing requests for job accommodation
Statements in a job description related to physical and mental job requirements can be helpful in determining what job accommodation can be made when requested by the applicant or employee - CORRECT ANSWER 23. Job descriptions:
A. Are required by law
B. Have no real practical value
C. Can be helpful in defending against union claims of work hours violations
D. Can be helpful in processing requests for job accommodation
C. Yes. Targeting by race and sex (gender) is acceptable when creating candidate pools.
Targeting by race and gender is acceptable when identifying people to include in a candidate pool. Selecting someone from that candidate pool must be done using nondiscriminatory processes that do not include consideration of race or gender. - CORRECT ANSWER 24. Is it permissible to create outreach and recruiting programs specifically targeted at females and minorities?
A. Yes. Anything to bring the number of women and minorities up in the organization.
B. No. All focus on race or sex (gender) when recruiting is illegal.
C. Yes. Targeting by race and sex (gender) is acceptable when creating candidate pools.
D. No. Even if the quantity of females and minorities is really low, any openly targeted system would be illegal.
C. Personal training history - CORRECT ANSWER 25. Employee personnel file records should include: [Show Less]