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.

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.

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

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

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.

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

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 leading a brief presentation for your company about the ERISA program your company participates in. What is ERISA used for?

It protects the interests of those who participate in employee benefit plans

It protects the workers of employee compensation plans

It protects private organizations that have profit sharing plans for employee compensation

It allows private organizations to create investments for workers in profit-sharing plans

Pauline is a HR Professional for her organization and she's meeting with the sales manager Jim. Jim wants to know if Randy, one of his sales people, is considered exempt or not because he's doing outside sales. Pauline tells Jim that there are just two qualifiers for Randy to be considered exempt in his role as an outside salesperson. The first is that Randy's primary duty must be making sales. What is the other consideration?

Randy must be customarily engaged away from the employer's place of business.

Randy must earn all income from commission.

Randy must not have a contract to complete sales.

Randy must be customarily engaged away from the employer's place of business.

Randy must earn more than $48,234 per year.

The Federal Labor Standards Act is something that all HR Professionals should be familiar with. This act clearly defines four areas that affect all employees. Which one of the following is not one of the four areas of employment covered by this act?

Commissions, royalties, and tips

A union is performing a jurisdictional strike in front of a construction site. What is a jurisdictional strike?

It is a strike through which the union seeks to pressurize an employer to assign a particular work to its members; rather than to members of other unions or to the non-union workers.

It is a strike through which the union seeks to pressurize an employer to agree to the terms ofa new contract although there is already an approved contract in place.

It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract because the current contract between the employer and the union has expired.

It is a strike through which the union seeks to pressurize an employer to assign all work to its members, rather than to members of non-union workers.

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.

HRCI PHRca Practice Test 2 - Free Online Exam Prep & Questions

Question 1 / 40

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.

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