Beth works for the HJR Corporation and she feels that she has been discriminated against by her supervisor. Beth would like to file a charge with the EEOC but she's afraid of the repercussions and she doesn't want her identity exposed. Beth asks a lawyer to file the charge for her so she can remain anonymous. Is this legal?

Yes, the person who files the charge can have someone else file the charge on their behalf to protect their identity.

It depends on the state where the charge is being filed, as some states allow anonymous filings while others do not.

No, the person who has been discriminated against must file her own charge.

No, the person who files the charge cannot remain anonymous.

Yes, the person who files the charge can have someone else file the charge on their behalf to protect their identity.

As an HR Professional you must be familiar with the strategic business management of your organization. Henry Fayol identified five functions of business management which still apply to businesses today. Which one of the following answers correctly identifies the five functions of a manager?

Prevoyance, to organize, to command, to coordinate, and to control

Prevoyance, to command, to execute, to close, and to control

Prevoyance, to organize, to command, to coordinate, and to control

To plan, to organize, to control, to propose, and to close

Initiating, planning, executing, controlling, and closing

Robert is the HR Professional for his organization. June, Robert's supervisor, assigns Robert for completing and filing the EEO-1 Report for the organization. What is the EEO-1 Report?

It is a report that all employers with at least 100 employees must submit to the Department of Labor. It defines the total number of employees by job category, ethnicity, race, and gender the organization employs.

It is a report that all employers with at least 100 employees must submit to the Department of Labor. It defines the total number of employees the organization employs.

It is a report that all employers must submit to the Department of Labor defining the race, social security identification number, and income of all employees in the organization.

It is a report that all employers with at least 100 employees must submit to the Department of Labor. It defines the total number of employees by job category, ethnicity, race, and gender the organization employs.

It is a report that all employers must submit to the Department of Labor defining the race and income of all employees in the organization.

Your organization has created an affirmative action plan which includes an internal audit and reporting system. According to the Department of Labor there are four actions which should be included in the internal audit and reporting system to be effective. Which of the following is not one of the Department of Labor recommended actions for the internal audit and reporting system?

Post the findings of the internal audit and reporting system for all employees to review.

Require internal reporting on a schedule basis as to the degree to which equal employment opportunity and organizational objectives are attained.

Monitor records of all personnel activity at all levels to ensure that nondiscriminatory policy is enforced.

Post the findings of the internal audit and reporting system for all employees to review.

Review report resources with all levels of management.

Which of the following are the key components of gainsharing?Each correct answer represents a complete solution. Choose three.

The organization and the employees share the financial gains.

If goals for improvements are met, employees and managers share the success.

Employees and management work together for reviewing organizational performance.

The organization and the employees share the financial gains.

If goals for improvements are met, employees and managers share the success.

Managers and employees provide their part of salary for charity.

Employees and management work together for reviewing organizational performance.

As an HR Professional you must be familiar with the project management processes and the stakeholders of projects. All projects can map to the project management lifecycle. Which one of the following best describes the project management lifecycle?

It is the life of the management of the project -from initiation, planning, execution, controlling, through closing.

It is the aggregation of the nine knowledge areas of project management: integration management, scope, schedule, costs, quality, human resources, communication, risk, and procurement.

It is the life of the management of the project -from initiation, planning, execution, controlling, through closing.

It is the life of a project to interact with all areas including scope, schedule, costs, quality, human resources, communication, risk, and procurement.

It is a unique life of each project -from its initiation through its closing.

As an HR Professional, you must sometimes terminate employees from your organization. When an employee is terminated, there must be a just cause or a good cause for the termination. Which one of the following is not a valid just cause for the employee's termination?

Whether the employee is a member of a protected class

Whether the employee was warned in advance

Whether the rule has been applied consistently

Whether reasonable 'proof' of the violation existed, or was obtained through investigation

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?

Items in a management-union contract are 'zipped' closed, once the agreement is signed by both parties.

Items in a management-union contract can be 'zipped' open and closed as often as necessary.

Management is locked out of union meetings.

Management and union representations are locked out of union employee meetings.

Items in a management-union contract are 'zipped' closed, once the agreement is signed by both parties.

The management and union are proceeding to an arbitration hearing that will be conducted by an arbitration panel. Which one of the following best describes the makeup of the arbitration panel?

There are three arbitrators, one selected by the management, one selected by the union, and a neutral arbitrator whom both management and union approve of.

There are three arbitrators all of whom are randomly selected to serve from a pool of pre-approved management and union arbitrators.

There are three arbitrators all of whom must be approved to participate by the management and the union.

There are three arbitrators, one selected by the management, one selected by the union, and a neutral arbitrator whom both management and union approve of.

There are three arbitrators, all of whom are selected by the party not bringing the grievance.

Robert is the HR Professional for a construction company. He's working with several site managers to communicate the requirements of OSHA reporting. Robert wants to convey the requirements of OSHA's reporting for work-related injuries. Which one of the following is the OSHA definition of a work-related injury?

Any wound or damage to the body resulting from an event in the work environment.

Any loss of life or limb resulting from an event in the work environment.

Any wound or damage to the body resulting from an event in the work environment.

Any physical damage to one's body resulting from an event in the work environment.

Any pain, suffering, or damage to a person as a result of working in an employee position.

Your organization offers an employees' retirement benefit program that is covered by the Employee Retirement Income Security Act of 1974. The administrative responsibility for enforcement of the Employee Retirement Income Security Act of 1974 is divided among three government agencies. Which one of the following is not a government agency that helps to enforce ERISA?

Pension Benefit Guaranty Corporation

There are seven stages of internal consulting that an HR Professional must be familiar with. Consider this scenario: Frances has developed an HR training plan for her organization. The plan is comprehensive, aggressive, and will provide organizational development for all levels of employees in the company. Frances is presenting her plan to her organization's management. What level of internal consulting is Fran participating in?

Gaining agreement to the project plan

Reviewing, transitioning, and evaluating the project

Gaining agreement to the project plan

Presenting the findings and recommendations

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?

It's an agreement that an employer will stop doing business with a non-union business.

It's a threat that the union will slow down processing orders for non-union shops.

It's an agreement to rush orders for union-based businesses.

It forces suppliers to join the union.

Your organization is likely to be purchased by a competitor. The Management has asked you, in confidence, to complete environmental scanning to determine the effects of the purchase on your organization's culture, customers, and employees. What is environmental scanning?

Environmental scanning is a review of the opportunities and threats that a condition may have on an organization.

Environmental scanning is the process of assessing the effects of an organization change on both macro and micro elements in an organization.

Environmental scanning is a review of the cultural achievability of a new project, organizationalchange, or market influence on at least three factors in an organization.

Environmental scanning is an internal review of an external catalyst.

Jan is the HR Professional for your organization. An employee within the organization has filed a charge with the EEOC that discrimination has been done by your organization against her. The EEOC has investigated the case and has found that there is no reasonable cause against your company. The person filing the charge, however, still believes that discrimination has occurred. How long does this person have, to file a lawsuit against your company?

Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 90 days of the EEOC's findings.

Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.

Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 30 days of the EEOC's findings.

Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 90 days of the EEOC's findings.

Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 180 days of the EEOC's findings.

As an HR Professional you must be familiar with several acts of congress, laws, and regulations that address risks in the workplace. Which of the following laws was the first to establish consistent safety standards for workers?

Occupational Safety and Health Act

Which of the following are the benefits of gainsharing programs? Each correct answer represents a complete solution. Choose three.

Aligns employees to organization goals

Enhances employees focus and awareness

Helps organization to achieve improvement in key performance measures

Aligns employees to organization goals

Employees are paid on the basis of group performance rather than individual performance

Enhances employees focus and awareness

Helps organization to achieve improvement in key performance measures

The Americans with Disabilities Act of 1990 identifies an individual with a disability, as a person who has one or more of the following characteristics except for which one?

Is believed by employers that an individual having a physical or mental impairment substantially limits one or more major employment activities

Has a record of such impairment that substantially limits one or more major life activities

Is regarded as having such impairment that substantially limits one or more major life activities

Is believed by employers that an individual having a physical or mental impairment substantially limits one or more major employment activities

Has a physical or mental impairment that substantially limits one or more major life activities

Your organization has decided to close one of the manufacturing plants, where it employs 250 employees. The closing is not a reflection of the employee's performance, but due to poor sales of the equipment the plant produces. What is the employer required to do for the employees in light of the plant closing?

Offer a written notice of the plant closing at least 60 days prior to the closing date.

Offer the employees an opportunity to resign from their position with two week severance pay.

Offer the employees a transfer to other plants that will remain open.

Offer the employees a final performance assessment.

OSHA may inspect a workplace at any time. The purpose of these inspections is to maintain safety for all workers. OSHA has established five priorities for workplace inspections. Which one of the following statements is the correct order of most important OSHA priorities to least important OSHA priorities?

Imminent danger, catastrophes and fatal accidents, employee complaints, planned inspections in high-hazard industries, follow-up inspections

Imminent danger, planned inspections in high-hazard industries, employee complaints, catastrophes and fatal accidents, follow-up inspections

Imminent danger, catastrophes and fatal accidents, planned inspections in high-hazard industries, employee complaints, and follow-up inspections

Imminent danger, catastrophes and fatal accidents, planned inspections in high-hazard industries, follow-up inspections, and employee complaints

Imminent danger, catastrophes and fatal accidents, employee complaints, planned inspections in high-hazard industries, follow-up inspections

HRCI PHR Practice Test 3 - Free Online Exam Questions 81-120

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?

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