Virginia is the HR Professional for her organization and she is reviewing the details of the Age Discrimination in Employment Act (ADEA) of 1967. She tells John, one of her staff members, that the ADEA prohibits discrimination on the basis of age for employees and job applicants who are above a certain age. What age does the ADEA apply to employees and job applicants?

All people regardless of their age

Diane is the HR Professional for her organization and she's examining the ranges for the compensation levels of her company. Which one of the following statements best describes what a range for compensation is?

A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are generally paid.

A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are federally mandated that employees be paid.

A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are generally paid.

A range specifies the lowest/minimum and the highest/maximum compensation rates for the worth of responsibilities.

A range specifies the lowest/minimum and the highest/maximum value for which employees are generally paid through incentives.

Which of the following are established by Fair Labor Standards Act (FLSA) of 1938?Each correct answer represents a complete solution. Choose three.

Criteria for exempt and nonexempt employees

Laws for protecting American children against labor exploitation

Criteria for exempt and nonexempt employees

Laws for protecting American children against labor exploitation

Sexual harassment is a form of sex discrimination and it is illegal in the US based on what law?

Title VII of the Civil Rights Act of 1964

ADA and Rehabilitation Act of 2008

Fair Labor Standards Act of 1958

As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address sanitary working conditions?

Walsh-Healey Public Contracts Act

Your organization employees 475 people and you are the HR Professional for the organization. You're teaching your staff about the EEOC laws and the rights your employees have under these laws. In your state what term is assigned by the EEOC to the local offices that enforcethe EEOC laws and any local or state anti-discrimination laws?

Fair Employment Practices Agencies

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 charge is a formal complaint submitted to an agency that alleges unlawful discrimination.

A charge is the documentation of an alleged unlawful discrimination.

A charge is an individual that has lodged a formal complaint to an agency that alleges unlawful discrimination.

A charge is the evidence that unlawful discrimination has occurred.

A charge is a formal complaint submitted to an agency that alleges unlawful discrimination.

When an individual files a charge of discrimination with the EEOC against an employer, what will the EEOC do?

The EEOC will send the employer a letter informing them of the charge.

The EEOC will create a hearing with the complainant and the employer to investigate the charge.

The EEOC will visit the employer to inform them of the charge.

The EEOC will investigate the claim by inspecting the employer's place of business.

The EEOC will send the employer a letter informing them of the charge.

Yolanda is an HR Professional for her organization that has 250 employees. Yolanda is working with Thomas, a manager in the company. Thomas reports that Carrie, one of his staff members, will be leaving the organization for a leave absence due to a pregnancy issue. Thomas wants to know if he can terminate Carrie's employment because she won't be able to complete her work due to the pregnancy issue. What's the best answer for this scenario?

Yolanda should tell Thomas that Carrie must be treated the same way as any other temporarily disabled employee.

Yolanda should tell Thomas that Carrie must return to work within 28 days or the organization can assume that Carrie has resigned.

Yolanda should tell Thomas that Carrie's employment can be terminated as pregnancy issues are not allowable time away from the organization.

Yolanda should tell Thomas that Carrie's employment can be terminated as the organization does not meet the Pregnancy Discrimination Act with 500 minimum employees.

Yolanda should tell Thomas that Carrie must be treated the same way as any other temporarily disabled employee.

Your organization is aiming to reduce costs by stopping wastes in the production cycle. The company has created a plan that will reward employees 50 percent of the savings from the waste stoppage. What type of compensation plan is your organization offering to employees in this instance?

This is an example of gainsharing

This is an example of a team incentive

This is an example of profit sharing

This is an example of gainsharing

This is an example of a short-term incentive

As a HR Professional you must understand the laws and regulations, which affect employee compensation. If a non-exempt employee works more than 40 hours per week, what is their overtime pay rate?

It depends on the state where the employee is employed

Non-exempt employees do not receive overtime pay

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

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a pay rate for each job.

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job.

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines the importance and value of each job.

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a bonus structure for each job.

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a pay rate for each job.

As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?

The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.

The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.

The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.

The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.

The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.

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?

To refuse individuals to organize and meet for the potential labor union creation process.

To dominate or interfere with the formation or administration of a labor organization.

To refuse individuals to organize and meet for the potential labor union creation process.

To interfere, restrain, or coerce employees in the exercise of their rights to engage in concerted or union activities or refrain from them.

To discriminate against employees for engaging in concerted or union activities or refraining from them.

As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?

Albemarle Paper versus Moody, 1975

McDonnell Douglas Corp. versus Green, 1973

As an HR Professional you should be familiar with the terminology, practices, and rules governing union-based strikes. What is the ally doctrine?

A union may expand upon its primary picketing activity to include employers who are allies of the primary employer.

A union may expand upon its primary picketing activity to include employees who are allies of the primary employer.

Employers cannot force friends, colleagues, and family members into joining a union picket. Allies of the picketing union can allow allies into the picket line.

A union may expand upon its primary picketing activity to include employers who are allies of the primary employer.

A union may serve as an ally to another striking union by allowing their members to join the picket against the primary employer.

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 exempted labor unions and agricultural organizations from The Sherman Antitrust Act?

The National Labor Relations Act

The National Industrial Recovery Act

Your organization is using the whole job ranking technique as part of its non-quantitative job evaluation. Which one of the following best describes the whole job ranking technique?

Jobs are ranked from lowest to highest according to the importance that each job holds.

Jobs are reviewed based on the entire performance of the organization in each category.

Jobs are categorized into broad categories or levels.

New jobs are categorized into an existing hierarchy of jobs within the organization.

You are a HR Professional for your organization and you're coaching Thomas on human resources practices, particularly the role of the HR Professional in strategic planning. You tell Thomas the importance of vision, mission, and values of an organization. Thomas asks what the difference is between vision and mission. Which one of the following best describes the difference between vision and mission for an organization?

A vision describes an organization's role, what the organization is, and what the organization wants to become. A mission describes the organization's purpose for being.

A vision is the purpose of a company. A mission is the task the organization aims to accomplish.

A vision describes the future of the organization while a mission describes the goals of the organization.

A vision describes the organization's role, what the organization is, and what the organization may aspire to be. A mission describes what the organization will definitely become.

A vision describes an organization's role, what the organization is, and what the organization wants to become. A mission describes the organization's purpose for being.

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?

Employees are not required to join a union to work.

An organization can fire employees if they're members of a union.

Union conducts the hiring process for an organization.

Employees are not required to join a union to work.

Employees must join the union in order to work.

Mathematical forecasting is also known as quantitative forecasting. Which one of the following statements best describes mathematical forecasting techniques?

The best predictor of future performance is past performance.

The predictor of future performance is risk analysis of possible outcomes.

The best predictor of future performance is statistical analysis of past performance results.

The best predictor of future performance is structured reviews of current performance.

The best predictor of future performance is past performance.

As an HR Professional you must address risk in the work place. There are two general categories of risk: pure risk and business risk. Which one of the following is an example of pure risk?

Safety training for workers in construction

Fines and penalties for breaking regulations

HRCI PHR Practice Test 2 - Free Online Exam Questions 41-80

You are the HR Professional for your organization and you're completing a turnover analysis. You're considering that over the past year your organization has employed 1,238 employees and during that same period your organization has terminated 56 employees. Based on this information what is your organization's turnover for the past year?

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