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HRCI PHR Practice Test - Questions Answers, Page 3
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Question 21
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?
April 15 of each year
The anniversary date of your organization reaching 100 employees
January 1 of each year
September 30 of each year
The EEO-1 Report, known as the Employer Information Report, must be submitted to the Department of Labor's Office by September 30 of each year for employers with 100 or more employees.
Answer option C is incorrect. January 1 is not a valid answer.
Answer option A is incorrect. April 15 is the tax filing deadline.
Answer option B is incorrect. All organizations with 100 or more employees must file the EEO-1 report by September 30, not the anniversary date of your organization reaching 100 employees.
Question 22
As an HR Professional, you are required to post an OSHA poster in a conspicuous place that is easily visible to employees. What OSHA poster lists each of the employee's rights?
OSHA 3165 poster
OSHA 5613 poster
OSHA 5131 poster
OSHA 3615 poster
The OSHA poster with the employee's rights is OSHA poster 3165.
Answer options D, C, and B are incorrect. The OSHA poster with the employee's rights is OSHA poster 3165.
Question 23
Question: Consider your role as a HR Professional in your organization. In your duties you're to keep abreast of market trends, practices in HR, employee attitudes, and your business needs. What component of the HR Impact Model is addressed in this situation?
Programs and processes
Policies and procedures
Catalyst
Consultation
The HR Professional in this role of the catalyst is involved in the HR practices, trends, business needs, and understands the company's culture and employee attitudes. Answer option D is incorrect. The consultation role helps to define the overall organizational strategy.
Answer option B is incorrect. The policies and procedures role establishes and controls the HR processes, employee programs, and ensures fair treatment for employees.
Answer option A is incorrect. The programs and processes role oversees programs to attract and motivate employees, and promotes employee satisfaction and performance.
Question 24
As an HR Professional, you must be familiar with certain theories and insights about organizational culture, organizational development, and management. Who addressed organizational culture as 'that's the way we do things around here'?
Frederick Herzberg
Allen A. Kennedy
Edgard Schein
W. Edwards Deming
Edgard Schein of MIT's Sloan School of Management is the individual who defined organizational culture as 'that's the way we do things around here.'
Answer option A is incorrect. Herzberg's Theory of Motivation describes the elements that motivate performance in an individual.
Answer option D is incorrect. Deming is a leader in quality management but didn't address organizational culture, directly.
Answer option B is incorrect. Kennedy is a part of the team Deal and Kennedy who described the four dimensions of organizational culture.
Question 25
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
65
70
75
The Age Discrimination in Employment Act 1967 has no age limit on the employees or job applicants.
Answer options B, C, and D are incorrect. The Age Discrimination in Employment Act 1967 has no age limit on the employees or job applicants.
Question 26
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?
Financial control
Locale of work performed
Behavioral control
Type of relationship
The locale of the work performed is not one of the three levels of control as defined by the IRS. The three levels are: Behavioral control, financial control, and the type of relationship.
Answer option C is incorrect. Behavioral control defines who does the work, who controls the work, who directs the work, and how each action is done. Organizations train employees to perform services in a particular manner, while independent contractors determine their own methods.
Answer option A is incorrect. Financial control defines whether the business has a right to control the financial business aspects of the worker's job. The business aspects are as follows:
The extent to which the worker makes services available to the relevant market versus a single business
How the worker is paid
The extent to which the business expenses are not reimbursed
The extent of investment made by the worker in the business
Answer option D is incorrect. The type of relationship should be defined in the written contract, assuming one exists, between the person and the organization.
Question 27
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?
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
OSHA Form 301 is an injury and illness incident report that employers are required to keep on file for five years following the year of the injury.
Answer option A is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
Answer option D is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
Answer option C is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
Question 28
Which one of the following best describes Progressive discipline?
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.
Progressive discipline usually follows a series of steps of discipline, where each step is slightly more serious than the previous step. The most common steps are: Discussion of substandard performance, verbal warning, written warning, and final written warning.
Answer options A, D, and B are incorrect. These are'nt valid descriptions of progressive discipline.
Question 29
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.
An exempt employee is someone who is paid on a salary basis and earns more than $455 per week. As the question states, Amy was hired under the offer of a salary.
Answer option C is incorrect. While Amy does earn more than $1,000 per week, this doesn't automatically qualify her as exempt.
Answer option D is incorrect. Bonuses do not automatically qualify someone as non-exempt.
Answer option B is incorrect. The question doesn't tell how much additional hours Amy is actually working so this isn't a good choice. The amount of hours a person works doesn't directly affect their exempt or non-exempt status.
Question 30
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
$50,000
$300,000
$500,000
The maximum amount that can be awarded is $300,000. This amount, however, can be lowered based on the number of people involved in the discrimination lawsuit.
Answer options B, D, and A are incorrect. The maximum amount allowed by the Civil Rights Act of 1991, is $300,000.
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