As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related?

McDonnell Douglas Corp. versus Green, 1973

Albemarle Paper versus Moody, 1975

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?

Provide each participant with plan information, specifically about the features and funding of the plan through a summary plan description at no cost.

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.

Provide each participant with plan information, specifically about the features and funding of the plan through a summary plan description at no cost.

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.

Provide each participant with monthly plan information, specifically about the features and funding of the plan through a summary plan description at no cost.

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?

Perpetuating past discrimination

As a Senior HR Professional, you should be familiar with non-monetary rewards that your company provides for its employees. Which of the following is an example of non-monetary reward?

Satisfaction from challenging and exciting assignments

Esteem from working with other talented people

Your organization will be using the point factor technique in their evaluations of job performance. You need to communicate what the point factor technique accomplishes as you're the HR Professional for your organization. Which one of the following best describes the point factor technique?

Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.

Specific compensable factors are identified and then performance levels within the factors are documented.

Specific compensable factors are identified and then performance levels within the factors are weighted on importance to the employee.

Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.

Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.

Kelly's organization has posted a new job opening for their organization. This job opening is for a woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization. Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer for this scenario?

This is an example of an exception by bona fide occupational qualification to the Title VII of the Civil Rights Act of 1964

This is an example of a violation of the Title VII of the Civil Rights Act of 1964

The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964

This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying and titled job for the men's restroom and locker rooms in the company

The JHG Company has used discriminatory hiring practices in the past but they adjusted their practices and are following federal laws now to ensure that fair hiring practices are met. However, the JHG Company has an employee referral program as a primary source to recruit new employees. What danger may the JHG Company be exposed to in this scenario?

Perpetuating past discrimination practices

Perpetuating past unintentional practices

Perpetuating past discrimination practices

Succumbing to an adverse impact

Not finding qualified racially diverse candidates

The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects organizations having what minimum number of employees?

Organizations with 15 or more employees

All organizations with employees must abide by this law

Organizations with 100 or more employees

Organizations with 15 or more employees

This law only addresses federal government employees

You are an HR Professional for your organization. Your organization employs 120 people in the United States. You are required to file the EEO-1 report for your organization by what date?

The anniversary date of your organization reaching 100 employees

As an HR Professional you need to be familiar with the Age Discrimination in Employment Act 1967. What is the maximum age this act applies to people?

There is no age limit in the act

As an HR Professional you should be familiar with OSHA forms for maintaining employee records. OSHA form 301 is used to document the incident that caused the work-related injury or illness. How long is an organization required to keep the form on record?

Five years following the year of the incident

One year from the date of the incident

Five years following the year of the incident

Three years following the year of the incident

90 days following the year of the incident

Which one of the following best describes Progressive discipline?

Discussion of substandard performance, verbal warning, written warning, and final written warning.

Discussion of substandard performance, written warning, final written warning, termination.

Series of documents of employee's incompetence or insubordination that precedes an employee's termination.

Discussion of substandard performance, verbal warning, written warning, and final written warning.

Series of documents of employee's substandard performance prior to each step of discipline or termination.

Henry is the HR Professional for his organization and he's discussing the status of Amy's employment. Amy earns $87,500 per year and receives a paycheck via direct deposit every two weeks. Amy was hired under the offer of a salary position, but she feels that she is working far more than the agreed 40 hours per week. Based on these scenarios, do you believe Amy is exempt or non-exempt?

Amy is exempt because she is paid on a salary basis.

Amy is not exempt because she is working more than ten percent of her total agreed hours per week.

Amy is exempt because she earns more than $1,000 per week.

Amy is not exempt because she is offered bonuses as part of her pay.

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?

There is no limited amount as the jury can determine damages

On November 13, 2000 CFR Part 60-2 was revised to address affirmative action to make the rules more accessible and easier to implement. Which of the following statements is not part of this significant update to the Affirmative Action program in CFR Part 60-2?

Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups

Reduced the number of additional required elements of the written Affirmative Action Plan from 10 to 4

Reaffirmed that affirmative action isn't to establish quotes, but to create goals

Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups

Workforce analysis was replaced with a one-page organizational profile

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?

It means that Hans and the organization must settle all disputes, if any arise, through a neutral third party rather than through a lawsuit.

It means that Hans must file all legal complaints with the organization's attorney, before filing a lawsuit against the organization.

It means that Herb's firm can research Hans to determine if he's had any lawsuits.

It means that Hans cannot work for competitors without the written permission of the employer.

Robert is the HR Professional for his organization and he's speaking with the federation chairman about the labor and the direction of unions. What is a federation?

A federation is a group of national unions.

A federation is the same as a union.

A federation is a union that has international members.

A federation is the governing body of a union.

Which one of the following presents the seven stages of internal consulting in the correct order?

Exploring the situation, Gathering agreement to the project plan, Gathering data, analyzing, and identifying findings, Developing recommendations, Presenting the findings and recommendations, Implementing, Reviewing, transitioning, and evaluating the project.

Exploring the situation, Gathering data, analyzing, and identifying findings, Gathering agreement to the project plan, Developing recommendations, Implementing, Presenting the findings and recommendations, Reviewing, transitioning, and evaluating the project.

Exploring the situation, Gathering agreement to the project plan, Gathering data, analyzing, and identifying findings, Presenting the findings and recommendations, Developing recommendations, Implementing, Reviewing, transitioning, and evaluating the project.

Gathering agreement to the project plan, Exploring the situation, Gathering data, analyzing, and identifying findings, Developing recommendations, Presenting the findings and recommendations, Implementing, Reviewing, transitioning, and evaluating the project.

Exploring the situation, Gathering agreement to the project plan, Gathering data, analyzing, and identifying findings, Developing recommendations, Presenting the findings and recommendations, Implementing, Reviewing, transitioning, and evaluating the project.

HRCI PHR Practice Test 1 - Free Online Exam Prep & Questions

Question 1 / 40

Which one of the following is the best example of a disparate treatment of discrimination?

All project team members are asked to take turns keeping meeting minutes in a rotation.

The meeting minutes will be kept by both men and women in a rotation.

The meeting minutes will be kept by female members of the project team because they have neater handwriting.

All junior project team members are required to take turns keeping meeting minutes in a rotation.

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