Question 1

As an HR Professional, you must be familiar with collective bargaining agreements and the process
that rights are given, contracts, and union and management cooperation. With this in mind, what is a
rights arbitration?

Accepted Answer

C

Explanation: Rights arbitration is like a hearing, but it doesn't take place in the court of law. Rights arbitration aims to resolve grievances between union members and management, that have happened during the administration of a contract. Answer option B is incorrect. Note that this answer is close, but it defines rights arbitration as something that occurs during the construction of the contract, not during the actual administration of the contract. Answer option A is incorrect. Rights arbitration is not a lawsuit. Answer option D is incorrect. Rights arbitration is not an interpretation of laws and their affect on existing contracts.

Question 2

As an HR Professional, you must be familiar with certain theories and insights about organizational
culture, organizational development, and management. Who addressed organizational culture as
"that's the way we do things around here"?

Accepted Answer

C

Explanation: Edgard Schein of MIT's Sloan School of Management is the individual who defined organizational culture as "that's the way we do things around here." Answer option A is incorrect. Herzberg's Theory of Motivation describes the elements that motivate performance in an individual. Answer option D is incorrect. Deming is a leader in quality management but didn't address organizational culture, directly. Answer option B is incorrect. Kennedy is a part of the team Deal and Kennedy who described the four dimensions of organizational culture.

Question 3

Your organization is using the whole job ranking technique as part of its non-quantitative job evaluation. Which one of the following best describes the whole job ranking technique?

Accepted Answer

A

Explanation: Job ranking is the process of ranking jobs from lowest to highest, based on importance. Answer option C is incorrect. Job classification creates categories or levels and sorts jobs accordingly. Answer option D is incorrect. This answer actually describes job slotting. Answer option B is incorrect. This isn't a correct definition of whole job ranking.

Question 4

As a Senior HR Professional, you should be familiar with non-monetary rewards that your company provides for its employees. Which of the following is an example of non-monetary reward?

Accepted Answer

D

Explanation: An on-site cafeteria is an example of a non-monetary reward. Answer option B is incorrect. Esteem from working with other talented people is an extrinsic reward. Answer option A is incorrect. An intrinsic reward is an outcome that gives satisfaction to an individual from challenging and exciting assignments. An intrinsic reward encourages employee's self esteem. Answer option C is incorrect. Cash compensation is a monetary reward for employment.

Question 5

You are completing a Form I-9 with a newly hired employee. Which one of the following documents is not allowed as a proof of identity and employment eligibility for the newly hired employee?

Accepted Answer

A

Explanation: A driver's license is a document that is acceptable to establish identity, but it is not acceptable as a document that confirms eligibility of employment. Answer options B, C, and D are incorrect. An expired US passport, certificate of naturalization, and unexpired reentry permit are legitimate documents for the proof of employment eligibility and for identity.

Question 6

Robert is the HR Professional for his organization. June, Robert's supervisor, assigns Robert for completing and filing the EEO-1 Report for the organization. What is the EEO-1 Report?

Accepted Answer

C

Explanation: The EEO-1 Report must be submitted to the EEOC and the Department of Labor by September 30 of each year for companies with 100 employees or more. This report defines the number of employees, their job categories, and provides a breakdown of race, ethnicity, and gender of the employees in the organization. Answer option D is incorrect. Only organizations with 100 or more employees are required to submit the report. Answer option A is incorrect. The report defines race, ethnicity, and gender of all employees, not just total number of employees. Answer option B is incorrect. The report does not include the social security information or income of the employees.

Question 7

The Federal Labor Standards Act is something that all HR Professionals should be familiar with. This
act clearly defines four areas that affect all employees. Which one of the following is not one of the
four areas of employment covered by this act?

Accepted Answer

A

Explanation: The Federal Labor Standards Act does not address commissions, royalties, and tips. The four things the act does address are minimum wage, record keeping, overtime, and child labor. Answer options D, C, and B are incorrect. Minimum wage, record keeping, and overtime are addressed by the Federal Labor Standards Act.

Question 8

Herb is the HR Professional for his organization. He is preparing to hire a new employee, Hans, to the
firm. Herb has asked Hans to agree, in writing, to mandatory arbitration as part of the employment
offer. What does this agreement mean?

Accepted Answer

A

Explanation: Mandatory arbitration helps the organization avoid lawsuits, should any arise, between the employee and the employer, by agreeing up-front to settle potential disagreements through an arbitrator versus a lawsuit. Answer option D is incorrect. This answer describes a non-compete agreement. Answer option C is incorrect. This isn't a valid answer for the mandatory arbitration agreement. Answer option B is incorrect. Hans doesn't need to file legal complaints with his employer under this agreement. The agreement means that Hans and the employer will settle the problem without a lawsuit.

Question 9

The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against
employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects
organizations having what minimum number of employees?

Accepted Answer

C

Explanation: This law addresses all organizations that have 15 or more employees. Answer option A is incorrect. Organizations with fewer than 15 employees are exempted from this law. Answer option B is incorrect. The law requires organizations with 15 or more employees to conform to the regulation. Answer option D is incorrect. This law applies to all organizations with 15 or more employees, not just the federal government.

Question 10

Your organization has a retirement benefits plan that is covered by ERISA . Under ERISA, which of the following is your organization required to do for the plan participants?

Accepted Answer

B

Explanation: The plan administrator is required to provide participants, at no cost, with plan information about the features and funding of the plan. Answer option A is incorrect. The information must be provided to the participants from the plan administrator at no cost. Answer option D is incorrect. Monthly information is not mandated so this choice isn't the best answer. Answer option C is incorrect. Monthly information is not mandated, and the information must be provided at no cost to the plan participants.

Question 11

Beth works for the HJR Corporation and she feels that she has been discriminated against by her
supervisor. Beth would like to file a charge with the EEOC but she's afraid of the repercussions and
she doesn't want her identity exposed. Beth asks a lawyer to file the charge for her so she can remain
anonymous. Is this legal?

Accepted Answer

D

Explanation: Beth can allow someone else to file the charge on her behalf to remain anonymous and protect her identity and repercussions that may happen. Answer option B is incorrect. This answer is not correct as Beth can have someone else file the charge for her. Answer option C is incorrect. Beth can remain anonymous in the charge filing process. Answer option A is incorrect. The EEOC is a federal organization and overrides state laws in regard to discrimination filings.

Question 12

You are a HR Professional for your organization and your supervisor is asking you about the details of
the Civil Rights Act of 1991, and what it means to your company. He wants to know what the total
damages could be if an organization is found liable by a jury trial. What is the maximum amount that
could be awarded to a victim of discrimination if the organization is found liable?

Accepted Answer

C

Explanation: The maximum amount that can be awarded is $300,000. This amount, however, can be lowered based on the number of people involved in the discrimination lawsuit. Answer options B, D, and A are incorrect. The maximum amount allowed by the Civil Rights Act of 1991, is $300,000.

Question 13

Which of the following are narrative methods of appraisal that require managers to describe the employee's performance? Each correct answer represents a complete solution. Choose three.

Accepted Answer

Explanation: The narrative methods of appraisal that require managers to describe the employee's performance are as follows: 1.Critical incident review 2.Field review 3.Essay review The critical incident review requires that during the review period supervisors make notes of successful and unsuccessful performance issues for each employee. A field review appraisal may be conducted by someone other than the supervisor. This can be a person from outside the organization. In the essay review, the reviewer has to write a short description about each employee's performance during the year. Answer option A is incorrect. There is no such narrative method of appraisal as daily review.

Question 14

Kelly's organization has posted a new job opening for their organization. This job opening is for a
woman to be the restroom attended, for all women's restrooms and locker rooms, in their
organization. Kelly believes, however, that the requirement for the applicant to be a female is a
violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer
for this scenario?

Accepted Answer

A

Explanation: This is an example of a bona fide occupational qualification for the position because of the nature of the job and type of employee, female, that is needed in this instance. Answer option C is incorrect. The sex of applicants is not excluded from the Title VII of the Civil Rights Act of 1964. Answer option B is incorrect. This is not a violation of the Title VII of the Civil Rights Act of 1964 because some jobs may have an unintended discriminatory basis. Answer option D is incorrect. The existence of a similar job for men or women does not automatically create exclusion to the Title VII of the Civil Rights Act of 1964.

Question 15

As an HR Professional you should be familiar with the terminology, practices, and rules governing
union-based strikes. An organization utilizes union labor and non-union labor in their operations. The
union goes on a strike; so the organization shifts work to the non-union labor to offset the effects of
the strike. If the union labor decides to picket the operations of the non-union labor, what term is
assigned to this process?

Accepted Answer

A

Explanation: When a union is on a strike and the organization shifts work to non-union operations, the union can picket the non-union operations. This is called a double breasting picket. Answer option D is incorrect. A sympathy strike occurs when non-striking workers don't cross the picket line of striking workers. Answer option B is incorrect. The common situs picketing happens when members of a picketing labor union picket a workplace in which multiple employers work. This could include employers who the picketers don't have a disagreement with. Answer option C is incorrect. A wildcat strike is when a collective bargaining agreement restricts strikes, but workers strike anyway.

Free HRCI Professional in Human Resources PHR Actual Exam Questions