Published - Fri, 03 Mar 2023
SPHR Questions - Part 65
1. 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?
A) Provide each participant with monthly plan information, specifically about the features and funding of the plan through a summary plan description at no more than $7 per participant, per month.
B) Provide each participant with plan information, specifically about the features and funding of the plan through a summary plan description at a cost of no more than $7 per participant, per year.
C) Provide each participant with plan information, specifically about the features and funding of the plan through a summary plan description at no cost.
D) Provide each participant with monthly plan information, specifically about the features and funding of the plan through a summary plan description at no cost.
2. As an HR Professional you must recognize, and be aware of several pieces of legislation that affects your performance as an HR Professional. Which one of the following acts used the terminology 'work now, grieve later' to describe the urgency of performing work?
A) Railway Labor Act
B) National Industrial Recovery Act
C) National Labor Relations Act
D) Clayton Act
3. As a Senior HR Professional you should be familiar with the rights of employees and how it relates to the performance and relationship with management and the organization. In this light, what are Weingarten Rights?
A) It is the right of the employee to refuse to work overtime hours that may have been requested by management.
B) It is the right of an employee to have a union representative present at any investigatory interview that the employee believes may lead to a disciplinary action.
C) It is the right of an exempt employee to refuse to work more than 40 hours per week in seven-day time period.
D) It is the right of the employee to leave the organization's employment at anytime without retribution by withholding or delaying payments due for work.
4. According to the WARN Act, an employer with 200 employees is required to provide 60 days' notice of a mass layoff when which of the following is true?
A) The employer is seeking additional funding and will lay off 70 employees if the funding falls through.
B) A major client unexpectedly selects a new vendor for the company's products, and the company lays off 75 employees.
C) The employer lays off 5 employees a week for 3 months.
D) A flood requires that one of the plants be shut down for repairs, and 55 employees are laid off.
5. If an employer ignores stress in employees what symptom are employees likely to develop?
A) Tumors
B) Turnover
C) Burnout
D) De-motivation
A) Provide each participant with monthly plan information, specifically about the features and funding of the plan through a summary plan description at no more than $7 per participant, per month.
B) Provide each participant with plan information, specifically about the features and funding of the plan through a summary plan description at a cost of no more than $7 per participant, per year.
C) Provide each participant with plan information, specifically about the features and funding of the plan through a summary plan description at no cost.
D) Provide each participant with monthly plan information, specifically about the features and funding of the plan through a summary plan description at no cost.
2. As an HR Professional you must recognize, and be aware of several pieces of legislation that affects your performance as an HR Professional. Which one of the following acts used the terminology 'work now, grieve later' to describe the urgency of performing work?
A) Railway Labor Act
B) National Industrial Recovery Act
C) National Labor Relations Act
D) Clayton Act
3. As a Senior HR Professional you should be familiar with the rights of employees and how it relates to the performance and relationship with management and the organization. In this light, what are Weingarten Rights?
A) It is the right of the employee to refuse to work overtime hours that may have been requested by management.
B) It is the right of an employee to have a union representative present at any investigatory interview that the employee believes may lead to a disciplinary action.
C) It is the right of an exempt employee to refuse to work more than 40 hours per week in seven-day time period.
D) It is the right of the employee to leave the organization's employment at anytime without retribution by withholding or delaying payments due for work.
4. According to the WARN Act, an employer with 200 employees is required to provide 60 days' notice of a mass layoff when which of the following is true?
A) The employer is seeking additional funding and will lay off 70 employees if the funding falls through.
B) A major client unexpectedly selects a new vendor for the company's products, and the company lays off 75 employees.
C) The employer lays off 5 employees a week for 3 months.
D) A flood requires that one of the plants be shut down for repairs, and 55 employees are laid off.
5. If an employer ignores stress in employees what symptom are employees likely to develop?
A) Tumors
B) Turnover
C) Burnout
D) De-motivation
1. Right Answer: C
Explanation: Answer option C is correct.The plan administrator is required to provide participants, at no cost, with plan information about the features and funding of the plan.Answer option B 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 A is incorrect. Monthly information is not mandated, and the information must be provided at no cost to the plan participants.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Benefits
2. Right Answer: A
Explanation: Answer option A is correct.The Railway Labor Act was a critical win for the management, in that it helped keep trains, and later airlines, from striking - to disrupt travel of citizens. The act was created to keep the trains moving - with a few exceptions, such as safety.Answer option D is incorrect. The Clayton Act clarified language in the Sherman Antitrust Act, and deemed labor unions and agricultural unions exempt from theSherman Antitrust Act.Answer option B is incorrect. The National Industrial Recovery Act guaranteed laborers the right to organize and bargain collectively.Answer option C is incorrect. The National Labor Relations Act, also known as the Wagner Act, guaranteed the right to self-organization, to form, join, or assist labor organization, to bargain collectively through representatives of their own choice.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Labor Relations
3. Right Answer: B
Explanation: Answer option B is correct.Weingarten rights describe the rights of a union-employee to request and be granted the presence of a union representative at any meeting that the employee believes may lead to disciplinary action.Answer options D, A, C are incorrect. This isn't a valid definition of the Weingarten rights.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: Employee Relations
4. Right Answer: C
Explanation: Answer option C is correct.The WARN Act requires employers to provide 60 days' notice when 500 employees or 33 percent of the workforce are laid off, and it requires the number to be counted over a period of 90 days. Five employees a week for 3 months is a total of 65 employees (5 employees times 13 weeks), which is 33 percent of the workforce. The three exceptions are the 'faltering company exception' (A) when knowledge of a layoff will negatively impact the company's ability to obtain additional funding, the 'unforeseeable business circumstance' (B) when unexpected circumstances occur, and the 'natural disaster' (D) exception. See Chapter for more information.Chapter: Workforce Planning and EmploymentObjective: Organization Exit/Off-Boarding Processes
5. Right Answer: C
Explanation: Answer option C is correct.Burnout is a symptom that can further eradicate performance because of stress in employees. Employers must recognize stress and address the issues caused by stress. Although burnout is work-related, most responsibility for burnout currently rests on the individual worker in the United States, as well as the individual company, as it is in a company's best interest to ensure burnout doesn't occur. The NIOSH outlines an approach in their booklet 'Stress at Work.'Answer option D is incorrect. De-motivation may occur, but burnout is the preferred terminology.Answer option B is incorrect. Approximately 40 percent of turnover is due to stress, but turnover is not necessarily a symptom of an employee.Answer option A is incorrect. Stress may cause tumors, though there are more complicated health matters that contribute to this symptom. The best answer is burnout.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Risk Management -Objective: Risk Assessment
Explanation: Answer option C is correct.The plan administrator is required to provide participants, at no cost, with plan information about the features and funding of the plan.Answer option B 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 A is incorrect. Monthly information is not mandated, and the information must be provided at no cost to the plan participants.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Benefits
2. Right Answer: A
Explanation: Answer option A is correct.The Railway Labor Act was a critical win for the management, in that it helped keep trains, and later airlines, from striking - to disrupt travel of citizens. The act was created to keep the trains moving - with a few exceptions, such as safety.Answer option D is incorrect. The Clayton Act clarified language in the Sherman Antitrust Act, and deemed labor unions and agricultural unions exempt from theSherman Antitrust Act.Answer option B is incorrect. The National Industrial Recovery Act guaranteed laborers the right to organize and bargain collectively.Answer option C is incorrect. The National Labor Relations Act, also known as the Wagner Act, guaranteed the right to self-organization, to form, join, or assist labor organization, to bargain collectively through representatives of their own choice.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Labor Relations
3. Right Answer: B
Explanation: Answer option B is correct.Weingarten rights describe the rights of a union-employee to request and be granted the presence of a union representative at any meeting that the employee believes may lead to disciplinary action.Answer options D, A, C are incorrect. This isn't a valid definition of the Weingarten rights.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: Employee Relations
4. Right Answer: C
Explanation: Answer option C is correct.The WARN Act requires employers to provide 60 days' notice when 500 employees or 33 percent of the workforce are laid off, and it requires the number to be counted over a period of 90 days. Five employees a week for 3 months is a total of 65 employees (5 employees times 13 weeks), which is 33 percent of the workforce. The three exceptions are the 'faltering company exception' (A) when knowledge of a layoff will negatively impact the company's ability to obtain additional funding, the 'unforeseeable business circumstance' (B) when unexpected circumstances occur, and the 'natural disaster' (D) exception. See Chapter for more information.Chapter: Workforce Planning and EmploymentObjective: Organization Exit/Off-Boarding Processes
5. Right Answer: C
Explanation: Answer option C is correct.Burnout is a symptom that can further eradicate performance because of stress in employees. Employers must recognize stress and address the issues caused by stress. Although burnout is work-related, most responsibility for burnout currently rests on the individual worker in the United States, as well as the individual company, as it is in a company's best interest to ensure burnout doesn't occur. The NIOSH outlines an approach in their booklet 'Stress at Work.'Answer option D is incorrect. De-motivation may occur, but burnout is the preferred terminology.Answer option B is incorrect. Approximately 40 percent of turnover is due to stress, but turnover is not necessarily a symptom of an employee.Answer option A is incorrect. Stress may cause tumors, though there are more complicated health matters that contribute to this symptom. The best answer is burnout.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Risk Management -Objective: Risk Assessment
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