HR Professionals must recognize types of unlawful discrimination to be in compliance with US law. One type of discrimination is disparate treatment. Which one of the following is the best definition of disparate treatment?

When an employer treats a candidate differently based on the person's race, color, sex, religion, national origin, age, disability, or military or veteran status

When an employer treats all applicants the same regardless of their race, color, sex, religion, national origin, age, disability, or military or veteran status.

When an employer creates a quid pro quo status based on an employee's rebuttal of unwelcome sexual advances.

When an employer treats a candidate differently based on the person's race, color, sex, religion, national origin, age, disability, or military or veteran status

When an employee treats other employees differently based on their past work efforts.

As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the Regents of the University of California versus Bakke lawsuit primarily accomplish?

Universities could not use race as the reason to exclude an applicant to a college admissions program, but the university could use race as one of the reasons to include a person as an applicant to a college admissions program.

Universities could not hire a person based solely on their race.

Universities could not use race as a reason to not hire a person, but could use race as a reason to hire a person.

Universities could not use race as a reason to include or to exclude a person from a college admissions program.

Gary is an HR Professional for his organization that has several federal contracts of $100,000 or more. His organization, as required by VEVRAA, files what form by September 30 each year, which provides the details of the veterans employed by the federal contractor?

Gary must file the VETS-100 form

Gary must file the EEO-VETS form

Gary must file the VEVRAA ACT-1 report

Gary must file the EEO-1 report

Gary must file the VETS-100 form

As an HR Professional, you must be familiar with collective bargaining agreements and the process that rights are given, contracts, and union and management cooperation. With this in mind, what is a rights arbitration?

It is a formal hearing between management and union members to resolve grievances during the administration of a contract.

It is a lawsuit between the collective management and the collective union.

It is a formal hearing between the management and the union, to resolve grievances during the construction of a contract.

It is a formal hearing between management and union members to resolve grievances during the administration of a contract.

It is a not a lawsuit, but a resolution of laws and their impact on existing contracts.

Jane is preparing for an interview process for an open position within her company. Jane has prepared several questions for the interview. Inher questions, Jane is careful not to ask all of the following questions, except for which one?

Our hours are from 8 AM to 5 PM. Can you meet this requirement of the position?

There are seven stages of internal consulting that a HR Professional must be familiar with. Consider this scenario: Mark is a HR Professional for his organization. He is meeting with Tammy and Tammy's supervisor Eric to learn about a conflict between Tammy and Eric. Mark wants to understand both parties before addressing the scenario. Which of the seven stages is Mark, Tammy, and Eric participating in?

Gaining agreement to the project plan

What of the following statements defines total rewards?

It is the compensation and the benefits a person earns.

It is the total amount of pay a person earns per year.

It is the compensation and the benefits a person earns.

It is the amount of pay a person earns per hour.

It is the compensation a person earns for their time.

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?

The person requesting for the union dues deduction must make the request in writing.

The union representative must contact the employer and verify the request on behalf of the employee.

The person requesting for the union dues deduction must be employed for more than 90 days.

The person requesting for the union dues deduction must be employed for more than 120 days.

Mark is an HR Professional for his organization and he has been given the assignment to create an Affirmative Action Plan for his company. Mark will also be considered to be designated the responsibility for this Affirmative Action Plan. What does the designation of responsibility mean?

It means that Mark will be the person responsible for actually implementing the plan

It means that Mark will be the person that reports on the plan's implementation to management

It means that Mark will be the person that reports on the plan's implementation to the Department of Labor

It means that Mark will be the person responsible for actually implementing the plan

It means that Mark will be the manager for all Affirmative Action scenarios and issues within his company

All organizations need prevoyance, or planning, as a part of a manager's duty. As an HR Professional what is the primary purpose of planning?

Establishes groundwork for the managers to achieve the goals of the organization

Directs the project team and staff to accomplish the project scope

Establishes groundwork for the managers to achieve the goals of the organization

Communicates the direction of the organization

Establishes groundwork for the managers to achieve their goals

You are a HR Professional for your organization and you're educating your staff on the Pregnancy Discrimination Act. Which one of the following statements about the Pregnancy Discrimination Act is not true?

An employer is allowed to refuse to hire a pregnant woman because of the imminent time frame of the needed leave to deliver and care for the child.

Pregnancy related benefits cannot be limited to married employees.

Employers must provide the same level of health benefits for spouses of male employees as they do for spouses of female employees.

If an employer provides any benefits to workers on leave, the employer must provide the same benefits for those on leave for pregnancy-related conditions.

An employer is allowed to refuse to hire a pregnant woman because of the imminent time frame of the needed leave to deliver and care for the child.

As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address a minimum wage for employees?

Walsh-Healey Public Contracts Act

Which of the following requires employers to pay social security tax for employees and to withhold the tax amount from employee paychecks?

Federal Insurance Contributions Act (FICA)

Fair Labor Standards Act (FLSA)

Occupational Safety and Health Administration (OSHA)

Federal Insurance Contributions Act (FICA)

Employee Retirement Income Security Act (ERISA)

Lucas has asked his manager to take time off from work because of a holiday his religion celebrates. Fran agrees but tells Lucas that he will be inspecting his project work to ensure that the work is accurate and not suffering because of the requested time off. This is an example of what?

Perpetuating past discrimination

Religious persecution in the workforce

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?

National Industrial Recovery Act

Sally is an HR employee for her company. She is primarily interested in serving only in an organizational role where she focuses on creating HR policies and procedures. What is the limitation Sally may subject herself to, if she focuses only on the organizational role?

She won't be involved in the organization's strategic planning or change efforts.

She'll only be involved in the organization's strategic planning efforts.

She won't be involved in the organization's strategic planning or change efforts.

Her organizational impact will be limited to identifying problems, creating policy initiatives, and launching HR programs.

Her organizational impact will be limited to promoting employee performance.

Beth is a HR Professional for her organization and she's discussing the risk of growing her organization's business. What is risk and why would it be considered in HR for organizational growth?

Risk is an uncertain event or condition that may help or hinder an organization. Adding employees can help positive risks or amplify negative risk events.

Risk is an adverse event that can halt, hinder, or hurt the objectives of a business.

Risk is a negative event that an organization must consider when adding new employees to grow a company.

Risk is an uncertain event or condition that can have a positive or negative effect on the goals of an organization.

Your organization has a no-solicitation rule in effect for all employees. How does this rule affect the internal organization of unions?

Unions cannot solicit for membership when there's a no-solicitation rule in an organization.

Unions can only solicit for members with the managements approval, when there's a no-solicitation rule in effect.

Unions cannot solicit for membership when there's a no-solicitation rule in an organization.

Unions can solicit for membership with the permission of more than 30 percent of the organization.

Unions are exempted from no-solicitation rules.

Sally is an HR Professional for an organization and she's working with Holly another HR Professional. Holly is concerned with effectiveness of a new policy. Sally is concerned with the efficiency of the new policy. What is the difference between effectiveness and efficiency?

Efficiency is doing things right. Effectiveness is doing the right things.

These are the same values in human resources.

Efficiency is doing things right. Effectiveness is doing the right things.

Efficiency is being effective when doing things. Effectiveness is doing the right things efficiently.

Efficiency is knowing what to do. Effectiveness is doing what you know you should.

HRCI PHR Practice Test 4 - Free Online Exam Questions 121-160

The Taft-Hartley Act, also known as the Labor Management Relations Act, addressed unions and engaged in certain types of secondary boycotts. What is a secondary boycott?

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