SPHR Questions - Part 56

1. Right Answer: B
Explanation: Answer option B is correct.Form 300 is OSHA's form that employers can use as a log book to document the how, what, when, where, and who of work-related injuries. The employer is obligated to complete this form within seven days of learning of a work-related injury.Answer option C is incorrect. OSHA form 301 is a form for work-related injuries or illnesses incidents. This form is to be kept by the employer for a minimum of five years following the year in which the incident occurred.Answer option D is incorrect. OSHA form 300A is used to record a numeric summary of all work-related injuries that have occurred in a work environment over the past year. The worksheet defines the incident, the number of employees affected, and the type of injuries and illness.Answer option A is incorrect. There's isn't a Form 3165, but there is 3165 Poster that defines employees' rights under OSHA.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Risk Management -Objective: Risk Assessment

2. Right Answer: A
Explanation: Answer option A is correct.The ally doctrine states that a union may expand its primary picketing activities to employers who are allies of the primary employer, in an attempt to put more pressure on the primary employer.Answer options B, C, and D are incorrect. These are not valid definitions of the ally doctrine.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Union Organization

3. Right Answer: A
Explanation: Answer option A is correct.The common law term duty of diligence describes an employee's responsibility to act with reasonable care and skill for the employer. This is part of the employee- employer payment contract.Answer option D is incorrect. The duty of loyalty describes an employee's obligation to act in the best interest of the employer and not solicit work away from the employer to benefit themselves.Answer option B is incorrect. The duty of obedience describes an employee's obligation to follow the employer's authority and reasonable and legal policies, procedures, and rules.Answer option C is incorrect. There's not an applicable human resource common law term called duty of honor.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation

4. Right Answer: B
Explanation: Answer option B is correct.The Designation of Responsibility is the person within an organization who has the needed authority and resources to implement an Affirmative Action Plan.Answer option A is incorrect. This isn't a valid term for the Designation of Responsibility.Answer option C is incorrect. While the Designation of Responsibility may be the Senior HR Professional, the official title is Designation of Responsibility.Answer option D is incorrect. The Designation of Responsibility can be a Senior Management Official, but that's not the Affirmative Action Plan title.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation

5. Right Answer: A
Explanation: Answer option A is correct.Compulsory arbitration is a contract requirement, or sometimes mandated by the courts, that requires a solution to a problem to come from an arbitrator.Answer option D is incorrect. Contractual arbitration may seem like a legitimate term, but the best answer is compulsory arbitration.Answer option B is incorrect. Binding arbitration means that both parties agree to accept the arbitrator's findings.Answer option C is incorrect. Ad hoc arbitration isn't a valid term; an ad hoc arbitrator is someone who's selected to hear just a single case.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Dispute Resolution