Professional in Human Resources v6.0 (PHR)

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Total 172 questions

Heather's organization works with a labor union work force. Heather has heard rumors that the union has been trying to create a hot cargo agreement with a supplier. What is a hot cargo agreement?

  • A. It's an agreement that an employer will stop doing business with a non-union business.
  • B. It's a threat that the union will slow down processing orders for non-union shops.
  • C. It's an agreement to rush orders for union-based businesses.
  • D. It forces suppliers to join the union.


Answer : A

You are the HR Professional for your organization and you're working with the management to define the role of contractors versus employees in your organization.
According to the Internal Revenue Service, there are three categories of control that help determine whether a person is a contractor or an employee. Which one of the following is not one of the three levels of control as defined by the IRS for employee versus contractor?

  • A. Financial control
  • B. Locale of work performed
  • C. Behavioral control
  • D. Type of relationship


Answer : B

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 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.
  • B. Provide each participant with plan information, specifically about the features and funding of the plan through a summary plan description at no cost.
  • C. 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 perparticipant, per month.
  • 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.


Answer : B

As an HR Professional, you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. The National Labor Relations Board identified five categories of unfair labor practices. Which one of the following is not one of the five categories of unfair labor practices?

  • A. To dominate or interfere with the formation or administration of a labor organization.
  • B. To refuse individuals to organize and meet for the potential labor union creation process.
  • C. To interfere, restrain, or coerce employees in the exercise of their rights to engage in concerted or union activities or refrain from them.
  • D. To discriminate against employees for engaging in concerted or union activities or refraining from them.


Answer : B

If an employee wants to participate in a union, they'll often have union dues to pay. The employer is obligated to deduct the payment from the employee's paycheck and give it to the union only if which condition is met?

  • A. The person requesting for the union dues deduction must make the request in writing.
  • B. The union representative must contact the employer and verify the request on behalf of the employee.
  • C. The personrequesting for the union dues deduction must be employed for more than 90 days.
  • D. The person requesting for the union dues deduction must be employed for more than 120 days.


Answer : A

Which of the following is the process of systematically determining a relative internal value of a job in an organization?

  • A. Job evaluation
  • B. Broadbanding
  • C. SWOT Analysis
  • D. Gainsharing


Answer : A

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. An organization can fire employees if they're members of aunion.
  • B. Union conducts the hiring process for an organization.
  • C. Employees are not required to join a union to work.
  • D. Employees must join the union in order to work.


Answer : C

Amy is a sales person for your company and she earns her pay based on commission.
Amy's pay is known as variable pay or what other term?

  • A. Fixed pay
  • B. Commission only
  • C. Base pay
  • D. At risk pay


Answer : D

You are a HR Professional for your organization and your supervisor is asking you about the details of the Civil Rights Act of 1991, and what it means to your company. He wants to know what the total damages could be if an organization is found liable by a jury trial. What is the maximum amount that could be awarded to a victim of discrimination if the organization is found liable?

  • A. There is no limited amount as the jury can determine damages
  • B. $50,000
  • C. $300,000
  • D. $500,000


Answer : C

Herb is the HR Professional for his organization. He is preparing to hire a new employee,
Hans, to the firm. Herb has asked Hans to agree, in writing, to mandatory arbitration as part of the employment offer. What does this agreement mean?

  • A. It means that Hans and the organization must settle all disputes, if any arise, through a neutral third party rather than through a lawsuit.
  • B. It means that Hans must file all legal complaints with the organization's attorney, before filing a lawsuit against the organization.
  • C. It means that Herb's firm can research Hans to determine if he's had any lawsuits.
  • D. It means that Hans cannot work for competitors without the written permission of theemployer.


Answer : A

As an HR Professional you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. What term describes the illegal agreement of the management to give an individual a job, as long as the person does not join or be involved with a labor union?

  • A. Yellow dog contract
  • B. Scab
  • C. Shill contract
  • D. Non-union agreement


Answer : A

John is the HR Professional for his organization. He is interviewing Sally for a sales position and he has asked Sally to provide an instance of how she worked with a tough customer in the past, how Sally resolved the situation, and what the outcome of the experience was. This is what type of interviewing technique?

  • A. Prescreen interview
  • B. Behavior-based interview
  • C. Directive interview
  • D. Stress interview


Answer : B

You are completing a Form I-9 with a newly hired employee. Which one of the following documents is not allowed as a proof of identity and employment eligibility for the newly hired employee?

  • A. Driver's license
  • B. Expired US passport
  • C. Certificate of naturalization
  • D. Unexpired reentry permit


Answer : A

You are the HR Professional for your organization. You're leading a presentation on equal employment opportunity terminology for your staff. Beth, a staff member, wants to know what a charge is -in regard to equal employment opportunity. What is a charge?

  • A. A charge is the documentation of an alleged unlawful discrimination.
  • B. A charge is an individual that has lodged a formal complaint to an agency that alleges unlawful discrimination.
  • C. A charge is the evidence that unlawful discriminationhas occurred.
  • D. A charge is a formal complaint submitted to an agency that alleges unlawful discrimination.


Answer : D

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


Answer : C

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Total 172 questions