PHR Exam Questions - Part 25

1. As an HR Professional you should be familiar with the terminology, practices, and rules governing union-based strikes. What term is assigned to a group of employees who are not directly affected by a group of striking employees, but they choose not to cross a picket line of strike?

A) Common situs picketing
B) Scabs
C) Sympathy strike
D) Wildcat strikes



2. OSHA may inspect a workplace at any time. The purpose of these inspections is to maintain safety for all workers. OSHA has established five priorities for workplace inspections. Which one of the following statements is the correct order of most important OSHA priorities to least important OSHA priorities?

A) Imminent danger, planned inspections in high-hazard industries, employee complaints, catastrophes and fatal accidents, follow-up inspections
B) Imminent danger, catastrophes and fatal accidents, planned inspections in high-hazard industries, employee complaints, and follow-up inspections
C) Imminent danger, catastrophes and fatal accidents, planned inspections in high-hazard industries, follow-up inspections, and employee complaints
D) Imminent danger, catastrophes and fatal accidents, employee complaints, planned inspections in high-hazard industries, follow-up inspections



3. The Taft-Hartley Act, also known as the Labor Management Relations Act, addressed unions and engaged in certain types of secondary boycotts. What is a secondary boycott?

A) It is an effort to convince others to stop doing business with a particular organization that is the subject of a primary boycott.
B) It is an effort to create more than one boycott on an organization, on two or more revenue streams.
C) It is two or more boycotts by two or more union-backed organizations against one company.
D) It is additional boycotts against companies that do business with a company which the union is boycotting.



4. HR Professionals must recognize types of unlawful discrimination to be in compliance with US law. One type of discrimination is disparate treatment. Which one of the following is the best definition of disparate treatment?

A) When an employer treats all applicants the same regardless of their race, color, sex, religion, national origin, age, disability, or military or veteran status.
B) When an employer creates a quid pro quo status based on an employee's rebuttal of unwelcome sexual advances.
C) When an employer treats a candidate differently based on the person's race, color, sex, religion, national origin, age, disability, or military or veteran status
D) When an employee treats other employees differently based on their past work efforts.



5. As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the Regents of theUniversity of California versus Bakke lawsuit primarily accomplish?

A) Universities could not use race as the reason to exclude an applicant to a college admissions program, but the university could use race as one of the reasons to include a person as an applicant to a college admissions program.
B) Universities could not hire a person based solely on their race.
C) Universities could not use race as a reason to not hire a person, but could use race as a reason to hire a person.
D) Universities could not use race as a reason to include or to exclude a person from a college admissions program.