Created by - Jenny Clarke
SPHR Questions - Part 61
Questions 1. Which of the following scenarios is an example of discrimination in a disparate treatment?A) An employee requests off from work because of a religious holiday. The manager agrees but asks the employee to make up the work the employee will miss.B) An organization requires all newly hired employees to have college degrees even though a degree is not needed to perform all jobs within the organization.C) An employee requests off from work because of a religious holiday. The manager agrees but scrutinizes the work the employee does after the holiday. The manager does not inspect the work of other employees who did not ask off for the holiday.D) An organization requires all newly hired employees to have college degrees for certain positions within the company.2. Jennifer is an HR Professional and she's telling Hal about sexual harassment issues at their workplace. Jennifer wants to distinguish between the types of sexual harassment in this conversation. What are the two categories of sexual harassment Jennifer should address?A) Overt and CovertB) Open and closeC) Quid Pro Quo and Hostile Work EnvironmentD) Hostile Work Environment and Covert3. What is the minimum amount of employees an organization must have to be covered by the Americans with Disabilities Act of 1990?A) All organizations are covered by this act and must abide by its requirementsB) 15C) 45D) 1004. Fran is a HR Professional for her organization and she is interviewing applicants for a warehouse position. One of the candidates has written on his application that he speaks Spanish. Fran interviews this candidate in Spanish and interviews all other candidates in English. This is an example of what?A) Perpetuating past discriminationB) Disparate impactC) Disparate treatmentD) Accommodation5. Samantha applied as an outside sales rep for a new sales territory. Part of the selection process included an assessment test that measures successful sales characteristics. Samantha scored particularly high on the test. During the interview, Christopher, the hiring manager, had some concerns about how wellSamantha would fit into the company culture, but when he learned how high she scored on the test, he immediately decided to hire her. What bias could be at work in this situation?A) Halo effectB) Knowledge-of-predictor effectC) Cultural-noise effectD) Stereotyping effect Right Answer and Explanation: 1. Right Answer: CExplanation: Answer option C is correct.When the manager inspects a persons work who asked for the time off for the religious holiday, but doesn't inspect the work of other persons who didn't ask for the time off, it's likely a case of disparate treatment.Answer option A is incorrect. The manager isn't treating the worker differently, just asking for the worker to complete their assignments as required by the work.Answer option B is incorrect. This is an example of disparate impact, not disparate treatment.Answer option D is incorrect. This is not an example of discrimination as the company is requiring college degrees for certain positions, not all positions.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 Legislation2. Right Answer: CExplanation: Answer option C is correct.The two categories of sexual harassment are quid pro quo and hostile work environment. Quid pro quo describes a scenario where employment can be based on the acceptance or refusal of sexual advances. A hostile work environment describes unwelcome sexual conduct that interferes with a person's ability to complete their work, intimidation, or an offensive work environment.Answer option A is incorrect. Overt and covert are not valid sexual harassment terms.Answer option B is incorrect. Open and close are not valid sexual harassment terms.Answer option D is incorrect. A hostile work environment describes unwelcome sexual conduct that interferes with a person's ability to complete their work, intimidation, or an offensive work environment. Covert, however, is not a valid sexual harassment term.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation3. Right Answer: BExplanation: Answer option B is correct.The Americans with Disabilities Act of 1990 requires organizations that have 15 or more employees to abide by this law.Answer option A is incorrect. This law does not affect organizations with less than 15 employees.Answer option C is incorrect. The Americans with Disabilities Act of 1990 applies to all employers with 15 or more employees, not 45.Answer option D is incorrect. The Americans with Disabilities Act of 1990 applies to all employers with 15 or more employees, not 100.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation4. Right Answer: CExplanation: Answer option C is correct.Technically this is an example of disparate treatment. Fran has treated this applicant differently than the other applicants because the person says he speaksSpanish.Answer option A is incorrect. There is no evidence of past discrimination in this example to make this choice correct.Answer option B is incorrect. The disparate impact happens when a seemingly neutral policy has a disproportionately negative effect on the protected class.Answer option D is incorrect. Accommodation is not a valid term for this scenario.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation5. Right Answer: BExplanation: Answer option B is correct.The knowledge-of-predictor effect occurs when an interviewer is aware that a candidate has scored particularly high or low on an assessment test and allows this to affect the hiring decision. The halo effect (A) occurs when the interviewer allows a single positive characteristic of the candidate to overshadow other considerations. Cultural noise (C) occurs when a candidate gives answers they think the interviewer wants to hear. Stereotyping (D) occurs when the interviewer makes assumptions about a candidate based on generalizations about the group the candidate belongs to (for example, women). See Chapter 4 for more information.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
APHR Certification Exam Questions 2023 - Part 58
Questions 1. organizations unique capability or strengths to create value and be different from competitorsA) Pay CompressionB) non cognitive theoriesC) HR OperationsD) Core Competency2. introduction, growth, maturity, decline and shakeout.A) 4 Goals of a compensation planB) Org life cycle stagesC) What three actions can the president take on a new bill?D) Once a bill is passed, it is?3. focus on business issues and the human resources functions anticipating and planning for changeA) Porter and Lawler ModelB) Competency BasedC) Silver ParachuteD) HR Operations4. Annual salary raise based on Customer Price IndexA) 2 steps to file a complaint with oshaB) Cost of living allowanceC) 3 ways individuals learnD) similar/ different to me5. Profit sharing plan that gives employees shakes of stock in company. Design to increase employee effortA) Copyright materials are automaticallyB) Special minimum wage for youthC) Employee Stock Ownership Plans (ESOPS)D) 4 parts of a balanced scorecard Right Answer and Explanation: 1. Right Answer: DExplanation: 2. Right Answer: BExplanation: 3. Right Answer: DExplanation: 4. Right Answer: BExplanation: 5. Right Answer: CExplanation: .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
SPHR Questions - Part 62
Questions 1. Jane is preparing for an interview process for an open position within her company. Jane has prepared several questions for the interview. In her questions, Jane is careful not to ask all of the following questions, except for which one?A) How many children do you have?B) Where are you from?C) What's your date of birth?D) Our hours are from 8 AM to 5 PM. Can you meet this requirement of the position?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'?A) Edgard ScheinB) Frederick HerzbergC) W. Edwards DemingD) Allen A. Kennedy3. In change management, there are generally considered to be three levels of motivational change. Which level of change management defines when people are brought to the level of accepting the change?A) ThawingB) UnfreezingC) MovingD) Refreezing4. You are developing a new seminar for your organization and you're meeting with John, the Manufacturing Manager, about the seminar. You are asking questions to John such as why the course is needed, what problem the course should solve, and what the current level of competence the participants have about the course topic. What component of ADDIE are you performing?A) DevelopmentB) AnalysisC) AptitudeD) Investigate5. As part of your implementation of a new course, you will deliver pilot programs to a small group of learners in your organization. Which of the following are the two types of pilot programs that an organization can use within ADDIE?A) Mock program and management-driven formatB) Instructor-to-instructor format and instructor-to-peer formatC) Identical program format and abbreviated program formatD) Job-sampling program and abbreviated program format Right Answer and Explanation: 1. Right Answer: DExplanation: Answer option D is correct.Of all the questions, only choice D is a valid question that Jane should ask. Jane must be careful, not to offer questions that could be or interpreted as discriminatory.Answer option A is incorrect. By asking how many children the candidate has, is an example of sex discrimination.Answer option B is incorrect. Jane may get national origin information in the question.Answer option C is incorrect. Asking for one's date of birth could lead to age discrimination.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs2. Right Answer: AExplanation: Answer option A is correct.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 B is incorrect. Herzberg's Theory of Motivation describes the elements that motivate performance in an individual.Answer option C is incorrect. Deming is a leader in quality management but didn't address organizational culture, directly.Answer option D is incorrect. Kennedy is a part of the team Deal and Kennedy who described the four dimensions of organizational culture.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Human Resource DevelopmentObjective: Organization Development3. Right Answer: CExplanation: Answer option C is correct.There are three levels of the change process: unfreezing, moving, and refreezing. Moving brings people to the realization that change will happen and starts the actual process of change.There are three levels of the change process theory: Unfreezing: This level brings people to the point of realizing that change will happen. Sometimes people don't want organizational change to happen, but they need to realize the change will occur. Moving: This level brings people to the realization that change will happen and starts the actual process of change. Refreezing: In this level of change process theory, the change becomes the new norm for the organization, the outcome is evaluated, and additional changes occur to adjust the actual outcomes to those that are desired.Answer option A is incorrect. Thawing is not one of the three levels of the change process.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Human Resource DevelopmentObjective: Organization Development4. Right Answer: BExplanation: Answer option B is correct.You are performing the first component of ADDIE which is the analysis. Note that this first component is sometimes written as Analysis/Assessment.The ADDIE model is the generic process traditionally used by instructional designers and training developers. The five phases - Analysis, Design, Development,Implementation, and Evaluation - represent a dynamic, flexible guideline for building effective training and performance support tools. This model attempts to save time and money by catching problems while they are still easy to fix.Answer option A is incorrect. Development happens later in the ADDIE model.Answer option C is incorrect. Aptitude is not one of the components of the ADDIE model so this choice is incorrect.Answer option D is incorrect. Investigate is not one of the components of the ADDIE model so this choice is incorrect.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Human Resource DevelopmentObjective: Talent Management5. Right Answer: CExplanation: Answer option C is correct.There are two generally accepted approaches to hosting pilot training: Identical program format and abbreviated program format.Answer option A is incorrect. These are not valid types of program formats. The two that are used with ADDIE implementation are identical program format and abbreviated program format.Answer option B is incorrect. These are not valid types of program formats. The two that are used with ADDIE implementation are identical program format and abbreviated program format.Answer option D is incorrect. These are not valid types of program formats. The two that are used with ADDIE implementation are identical program format and abbreviated program format.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Human Resource DevelopmentObjective: Talent Management .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
APHR Certification Exam Questions 2023 - Part 59
Questions 1. robert kaplan and david norton 1992. management tool for organizational development and incentive programsA) Restricted work dutyB) critical incidentC) Broadbanding createsD) Balanced Score Card2. couples that follow their own career paths while actively supporting eachothers careerA) Broadbanding createsB) accelerated depreciation methodC) Dual Career partnershipsD) Porter and Lawler Model3. if group health plan covers mastectomies, they must cover breast reconstruction surgeryA) American with Disabilities ActB) Women's Health and Cancer Right's ActC) Walsh Healy public Contract Act (1936)D) Group Garnishing plans- Rucker4. centralized, decentralized and organizationalA) 3 types of organizational structuresB) Two competent of career developmentC) 4 types of learning curvesD) micro organizational development5. random times after returning, last chance if test positive you can term.A) when to test post- rehabB) Market Based Eval- job evalC) transfer of trainingD) profit sharing Right Answer and Explanation: 1. Right Answer: DExplanation: 2. Right Answer: CExplanation: 3. Right Answer: BExplanation: 4. Right Answer: AExplanation: 5. Right Answer: AExplanation: .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
SPHR Questions - Part 63
Questions 1. What is the most effective method of performance evaluation?A) A field-review processB) A continuous-feedback processC) A forced-ranking processD) A behaviorally anchored rating-scale process2. Which of the following is best defined as a benefit plan that makes contributions based on a percentage of company earnings each year?A) Money purchase planB) Target benefit planC) 401(k) planD) Profit sharing plan3. Which of the following is paid to employees who are called to work before or after their scheduled hours?A) Base payB) Call-back payC) Gross payD) Hazard pay4. Which of the following occurs in violation of a contract clause prohibiting strikes during the term of the contract?A) Wildcat strikeB) LockoutC) StrikeD) Involuntary exit5. Which of the following union security clauses specifies that all employees must either join the union or pay union dues if they choose not to join the union?A) Maintenance of membership clauseB) Closed shopC) Agency shop clauseD) Union shop clause Right Answer and Explanation: 1. Right Answer: BExplanation: Answer option B is correct.A continuous-feedback review process is most effective because it provides immediate feedback to employees, enabling them to correct performance issues before they become major problems. In a field review (A), reviews are conducted by someone other than the direct supervisor. Forced ranking (C) is an evaluation method in which all employees are listed in order of their value to the work group. The BARS process (D) identifies the most important job requirements and creates statements that describe varying levels of performance. See Chapter 5 for more information.Chapter: Human Resource DevelopmentObjective: Performance Appraisal2. Right Answer: DExplanation: Answer option D is correct.The profit sharing plan makes contributions based on a percentage of employer earnings each year.A profit sharing plan is an employee motivation plan. This plan is established and maintained by an employer. In this plan, employees receive a share of the firm's profits determined by an agreed upon formula.Answer option A is incorrect. A money purchase plan uses a fixed percentage of employee earnings to defer compensation.Answer option B is incorrect. The target benefit plan uses a predetermined amount, or target amount, to calculate contributions needed to reach the amount by a given date of anticipated retirement.Answer option C is incorrect. A 401(k) plan allows contribution from employees and employers.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Compensation and BenefitsObjective: Total Rewards Defined3. Right Answer: BExplanation: Answer option B is correct.Call-back pay is paid to employees who are called to work before or after their scheduled hours.Answer option A is incorrect. Base pay is the foundation of an employer's compensation program because it reflects the value placed on individual jobs by the organization.Answer option C is incorrect. Gross pay is the amount earned by an employee before taxes are not paid.Answer option D is incorrect. Hazard pay is additional pay for working in dangerous conditions.Chapter: Compensation and BenefitsObjective: Total Rewards Defined4. Right Answer: AExplanation: Answer option A is correct.A wildcat strike occurs in violation of a contract clause prohibiting strikes during the term of the contract.Answer option C 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 D is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.Chapter: Employee and Labor RelationsObjective: Union Organization5. Right Answer: CExplanation: Answer option C is correct.The agency shop clause specifies that all employees must either join the union or pay union dues if they choose not to join the union.Answer option B is incorrect. The closed shop clause requires that all new hires be members of the union before they are hired.Answer option A is incorrect. The maintenance of membership clause allows employees to choose whether to join the union, but once they join, they must remain members until the expiration of the contract.Answer option D is incorrect. The union shop clause requires that all employees join the union within a grace period specified by the contract.Chapter: Employee and Labor RelationsObjective: Union Organization .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
APHR Certification Exam Questions 2023 - Part 60
Questions 1. looks at prior budget for new funding, looks at each items budget expense to make plan for next periodA) Operating BudgetB) Incremental BudgetC) reinforcementD) Dual Career Ladder2. lifetime of author plus 70 yearsA) Special exemption for business ownersB) In public domain, copyrights last how long?C) Executive Compensation is base pay gaurenteed, usually by?D) Group Garnishing plans- Scanlon plan3. financing an investing companies moneyA) Treasury DutiesB) primacy effectC) glass elevatorsD) Ergonomics4. repeat response with positive effect or avoid responding if negative effect- immediate confirmationA) reinforcementB) Expert (MCCM)C) halo effectD) OSHA Mission5. detail of the steps to carry out a strategyA) TacticsB) glass wallsC) Primary ResearchD) Grass roots Right Answer and Explanation: 1. Right Answer: BExplanation: 2. Right Answer: BExplanation: 3. Right Answer: AExplanation: 4. Right Answer: AExplanation: 5. Right Answer: AExplanation: .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
SPHR Questions - Part 64
Questions 1. What is the time limit for filing a charge of discrimination with the EEOC?A) 180 daysB) 30 daysC) 60 daysD) 90 days2. As an HR Professional you must be familiar with particular labor-based acts of congress. One such act is the Taft-Hartley Act which addressed right-to-work states and unions. What does right-to-work states mean for unions and employees?A) Employees are not required to join a union to work.B) Employees must join the union in order to work.C) Union conducts the hiring process for an organization.D) An organization can fire employees if they're members of a union.3. 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?A) It is a sexual harassment case that was brought about by a man being harassed by women.B) It is a sexual harassment case that was actually a fictitious account of harassment.C) It is the first sexual harassment case that awarded a woman over $1,000,000.D) It is a sexual harassment case that was brought about by a man being harassed by men.4. As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. What is the zipper clause in regard to negotiations?A) Items in a management-union contract can be 'zipped' open and closed as often as necessary.B) Items in a management-union contract are 'zipped' closed, once the agreement is signed by both parties.C) Management and union representations are locked out of union employee meetings.D) Management is locked out of union meetings.5. Fred is a union employee who has been summoned by the management to an investigatory hearing regarding his conduct. Fred would like to have a union representative with him at the meeting. What is the name of the right that allows Fred to have a union representative with him at the meeting?A) Management RightsB) Weingarten RightC) Bumping RightD) Right of Way Right Answer and Explanation: 1. Right Answer: AExplanation: Answer option A is correct.The individual filing the claim has 180 days from the date of the alleged violation. In some instances the 180-day limitation may be extended to 300 days if the charge is covered by a state or local anti-discrimination law.Answer option B is incorrect. The limit is 180 days, not 30 days.Answer option C is incorrect. The limit is 180 days, not 60 days.Answer option D is incorrect. The limit is 180 days, not 90 days.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation2. Right Answer: AExplanation: Answer option A is correct.Right-to-work states, as addressed in the Taft-Hartley Act, state that employees aren't required to join a union in order to work.Answer option B is incorrect. This isn't a valid statement as employees aren't required to join a union in order to work.Answer option D is incorrect. The Taft-Hartley does allow employers to fire supervisors who are engaged in union activities or do not support the employer's position.Answer option C is incorrect. The union does not conduct the hiring process for the organization.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Labor Relations3. Right Answer: DExplanation: 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 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 Legislation4. Right Answer: BExplanation: Answer option B is correct.Once management and union are in agreement with the terms of the contract and they sign the agreement, new demands or negotiations are not allowed. The contract is zipped closed for its duration.Answer option C, D, and A are incorrect. These are'nt valid definitions of the zipper clause.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Union Organization5. Right Answer: BExplanation: Answer option B is correct.The Weingarten Right is a right based on the US Supreme Court case NLRB v. Weingarten in 1975. This case establishes the right of a union member employee to have a union representative present at investigatory meetings with management.Answer option C is incorrect. The bumping right is the right of a senior employee whose position may be eliminated, and who opts to take the position of a less senior employee instead of losing the employment altogether.The less senior employee is 'bump' out of employment by the senior employee.Answer option D is incorrect. Right of way is not a valid term for this scenario.Answer option A is incorrect. Management rights describe the ability of management to manage their organization the way they see fit unless the management approach contradicts a union labor contract.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Employee Relations .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
APHR Certification Exam Questions 2023 - Part 61
Questions 1. employee benefit that provides professional assessment, referral and short term counseling services to address personal problems affecting employees job .A) Employer can challenge workers comp claim ifB) Employee assistance programs (EAP)C) behavioral anchored ratingsD) professional liability insurance2. basing ratings on perceived similarities or difference to raterA) accelerated depreciation methodB) similar/ different to meC) Dual Career partnershipsD) non cognitive theories3. may take technical or managerial track and be elegible for some compensation levelA) Outside salespersonsB) dual career ladderC) organization plansD) Internal Equity4. conducts research for development of OSHA standardsA) National Institute of occupational safety and health (NIOSH)B) Cost of living allowanceC) 3 data collection methods for primary researchD) 3 steps in career development for being a manager5. org chat separated by product, group, market, regionA) Group Garnishing plans- Scanlon planB) Divisional StructureC) Group Garnishing plans- RuckerD) Customer Focused Structure Right Answer and Explanation: 1. Right Answer: BExplanation: 2. Right Answer: BExplanation: 3. Right Answer: BExplanation: 4. Right Answer: AExplanation: 5. Right Answer: BExplanation: .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
SPHR Questions - Part 65
Questions 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 ActB) National Industrial Recovery ActC) National Labor Relations ActD) Clayton Act3. 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) TumorsB) TurnoverC) BurnoutD) De-motivation Right Answer and Explanation: 1. Right Answer: CExplanation: 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: Benefits2. Right Answer: AExplanation: 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 Relations3. Right Answer: BExplanation: 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 Relations4. Right Answer: CExplanation: 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 Processes5. Right Answer: CExplanation: 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 .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS
More detailsPublished - Fri, 03 Mar 2023
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