Question 1

The lawsuit Oncale v. Sundowner Offshore Service, Inc. is a unique sexual harassment case. What was the relevance of this case which makes it unique to human resource professional?

Accepted Answer

D

Explanation: Answer option D is correct. The Oncale v. Sundowner Offshore Service, Inc. is the Supreme Court case that found that sexual harassment under Title VII was written to protect women, should be applicable to both sexes. Answer options B, A, and C are incorrect. These aren't valid answers for the case. It was a lawsuit that centered on a man being sexually harassed by other men in the workforce. Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge. Chapter: Employee and Labor Relations Objective: Federal Employment Legislation

Question 2

If a union wants to organize, it typically moves through five steps to the organizing process. Which
step of union organization would require the union to collect at least 30 percent of signed
authorization cards from employees?

Accepted Answer

D

Explanation: Answer option D is correct. The confirm interest stage, the second of five phases to unionization, typically requires 30 percent of the employees to sign an authorization card. Some unions may seek 50 percent of authorization cards, in some instances. Answer option C is incorrect. Make a connection is the first stage of the unionization process. This stage is to establish a connection, to determine if there is any interest in the forming or joining of a union. Answer option A is incorrect. The obtain recognition stage, the third stage of the unionization process, is to gain recognition from the employer. This stage causes the employer to give the NLRB a list of names and addresses of employees who are eligible to vote in the union certification election. Answer option B is incorrect. The campaign stage of the unionization process if the fourth step in preparation for the final stage, the election to determine unionization of the employees. Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978- 1-586-44149-4, Section III, The US HR Body of Knowledge. Chapter: Employee and Labor Relations Objective: Union Organization

Question 3

Which report do local and state governments require employers to file in odd-numbered years?

Accepted Answer

C

Explanation: Answer option C is correct. The EEO-4 Report, also known as the State and Local Government Report, is collected by local and state governments in all odd-numbered years. Answer option A is incorrect. The EEO-1 Report, also known as the Employer Information Report, must be filed by September 30 of each year for employers with 100 or more employees. It's also a requirement for federal contractors with 50 or more employees and federal contracts worth $50,000 or more. Answer option B is incorrect. The EEO-3 Report is filed every other year in the even calendar years. Answer option D is incorrect. The EEO-5 Report is conducted biennially in the even number years for public and secondary schools. Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470- 43096-5. Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge. Chapter: Workforce Planning and Employment Objective: Federal Employment Legislation

Question 4

Placement goals are part of Affirmative Action Plans. A placement goal should be met with good faith efforts, not through which one of the following?

Accepted Answer

C

Explanation: Answer option C is correct. Placement goals should not set quotas, but should operate through good-faith attempts. The placement goal is, however, set at an annual percentage rate equal to the availability figure for women or minorities. Answer option D is incorrect. This is not the best choice for the answer. Answer option A is incorrect. Discrimination is never a valid choice for selecting candidates or employees. Answer option B is incorrect. Outsourcing is not a valid answer to address placement goals. Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470- 43096-5. Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge. Chapter: Workforce Planning and Employment Objective: Federal Employment Legislation

Question 5

Yolanda is an HR Professional for her organization that has 250 employees. Yolanda is working with
Thomas, a manager in the company. Thomas reports that Carrie, one of his staff members, will be
leaving the organization for a leave absence due to a pregnancy issue. Thomas wants to know if he
can terminate Carrie's employment because she won't be able to complete her work due to the
pregnancy issue. What's the best answer for this scenario?

Accepted Answer

C

Explanation: Answer option C is correct. Under the Pregnancy Discrimination Act of 1978, organizations must treat employees that are temporarily unable to complete their jobs due to pregnancy, the same way the organization would treat any other temporarily disabled employee. Answer option D is incorrect. Thomas can't terminate Carrie's employment because of pregnancy. Answer option A is incorrect. The Pregnancy Discrimination Act actually applies to organizations with 15 or more employees. Answer option B is incorrect. There is no 28-day time limit to the requirements of the Pregnancy Discrimination Act. Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge. Chapter: Workforce Planning and Employment Objective: Federal Employment Legislation

Question 6

The concept that recognizes that businesses are social organizations as well as economic systems and that productivity is related to employee job satisfaction is known as what?

Accepted Answer

A

Explanation: Answer option A is correct. The concept of human relations was first introduced in the 1920s and challenged previous assumptions that people work only for economic reasons and could be motivated to increase productivity simply by increasing monetary incentives. Human resource management (C) is the business function responsible for activities related to attracting and retaining employees, including workforce planning, training and development, compensation, employee and labor relations, and safety and security. Strategic management (B) is the process by which organizations look for competitive advantages, create value for customers, and execute plans to achieve goals. Human resource development (D) is the functional area of human resources focused on upgrading and maintaining employee skills and developing employees for additional responsibilities. See Chapters 2 and 5 for more information. Chapter: Core Knowledge Requirements for HR Professionals Objective: Human Relations Concepts

Question 7

As a Senior HR Professional you often need to advice management on how best to communicate
with employees. One approach you recommend for manager is to give employees access to decision
makers to provide support, answer questions, and provide feedback. What communication model
are you recommending in this instance?

Accepted Answer

A

Explanation: Answer option A is correct. The open-door policy invites employees to share their concerns, questions, and interact with decision makers. Answer option D is incorrect. Department staff meetings are good, but that's not the description in this instance. Answer option B is incorrect. Management by walking around was publicized by Tom Peters in his book, In Search of Excellence. It provides management interaction and support of employee's goals. Answer option C is incorrect. Brown-bag lunches are informal lunch meetings usually to learn about a topic, to hear from senior management, or to learn about a new company goal. Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge. Chapter: Employee and Labor Relations Objective: Employee Relations

Question 8

An organizational picket may lawfully take place when which of the following is true?

Accepted Answer

B

Explanation: Answer option B is correct. Organizational pickets may take place when no other union is currently representing employees at a company. See Chapter 7 for more information. Chapter: Employee and Labor Relations Objective: Union Organization

Question 9

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

C

Explanation: Answer option C is correct. An on-site cafeteria is an example of a non-monetary reward. Answer option A is incorrect. Esteem from working with other talented people is an extrinsic reward. Answer option D 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 B is incorrect. Cash compensation is a monetary reward for employment. Reference: "http://www.catalogs.com/info/b2b/non-monetary-rewards-in-the-workplace.html" Chapter: Compensation and Benefits Objective: Total Rewards Defined

Question 10

Which of the following occurs when employees stop working and stay in the building?

Accepted Answer

D

Explanation: Answer option D is correct. A sit-down strike occurs when employees stop working and stay in the building. This is considered as an unlawful strike. Answer option A is incorrect. A strike occurs when the union decides to stop working. Answer option B is incorrect. A lockout occurs when management shuts down operations to keep the union from working. Answer option C is incorrect. A wildcat strike occurs in violation of a contract clause prohibiting strikes during the term of the contract. Chapter: Employee and Labor Relations Objective: Union Organization

Question 11

Which of the following is a productivity type of statistical HR measurement?

Accepted Answer

A

Explanation: Answer option A is correct. There are three types of statistical HR measurements: employee measures, such as turnover/retention (C) and job satisfaction (B); productivity measures, such as revenue per employee and OSHA incident rates; and HR activities measures, such as cost per hire (D) and ratio of total employees to HR staff. See Chapter 3 for more information. Chapter: Business Management and Strategy Objective: HR Metrics: Measuring Results

Question 12

Which of the following contains legal provisions for giving compensation to surviving dependents if a work-related injury or illness results in the employee's death?

Accepted Answer

C

Explanation: Answer option C is correct. Federal Employees Compensation Act (FECA) is a law that provides rules for compensation benefits to federal employees for work-related injuries or illnesses. FECA contains legal provision for giving compensation to their surviving dependents if a work-related injury or illness results in the employee's death. Answer option A is incorrect. OSHA stands for Occupational Safety and Health Administration. OSHA is an agency of the United States Department of Labor. It was created by Congress of the United States under the Occupational Safety and Health Act, signed by President Richard M. Nixon, on December 29, 1970. Its mission is to prevent work-related injuries, illnesses, and occupational fatality by issuing and enforcing standards for workplace safety and health. The agency is headed by a Deputy Assistant Secretary of Labor. OSHA issues guidelines and regulations for the safe use of a computer. Answer option B is incorrect. The Black Lung Benefits Act (BLBA) is a law that provides benefits to coal miners who have been disabled by pneumoconiosis as a result of their work in the mines. Benefits are also paid to surviving dependents if the miner dies from the disease. Answer option D is incorrect. The Fair Labor Standards Act (FLSA) defines a list of jobs not suitable for children between the ages of 16 and 18. Chapter: Risk Management Objective: Risk Assessment

Question 13

DRAG DROP Drag and drop the types of picketing beside their corresponding descriptions. https://kxbjsyuhceggsyvxdkof.supabase.co/storage/v1/object/public/file-images/HRCI_SPHR/page_349_img_1.jpg

Accepted Answer

Answer available on page.

Question 14

DRAG DROP Drag and drop the traditional theories of motivation concepts according to the given information. https://kxbjsyuhceggsyvxdkof.supabase.co/storage/v1/object/public/file-images/HRCI_SPHR/page_257_img_1.jpg

Accepted Answer

Answer available on page.

Question 15

DRAG DROP Drag and drop the compensations beside their corresponding descriptions. https://kxbjsyuhceggsyvxdkof.supabase.co/storage/v1/object/public/file-images/HRCI_SPHR/page_33_img_1.jpg

Accepted Answer

Explanation: At the broadest level, compensation and benefits, also referred to as total rewards, can be described as an exchange of payment from an employer for the services provided by its employees. The components of total rewards package are as follows: Monetary compensation: Monetary compensation includes any costs the organization incurs for the benefit of employees, such as all forms of cash compensation, 401(k) matching, medical care premiums, pension plans, and paid time off. Other kinds of rewards include benefits that support the organization's culture such as stock options, Employee Stock Ownership Programs (ESOPs), and incentive plans. Nonmonetary compensation: Nonmonetary compensation includes nontraditional work life balance benefits such as telecommuting, on site childcare, and flex time. Direct compensation: Direct compensation includes payments made to employees that are associated with wages and salaries. This includes base pay, variable compensation, and pay for performance. Indirect compensation: Indirect compensation consists of any employee payments not associated with wages and salaries. This includes fringe benefits such as vacation, sick, and holiday pay; insurance premiums paid on behalf of employees; leaves of absence; 401(k) or other pension plans; and government mandated benefits such as Social Security or Family and Medical Leave Act (FMLA) and other benefits. Chapter: Compensation and Benefits Objective: Total Rewards Defined

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