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HRCI SPHR Practice Test - Questions Answers, Page 10
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Question 91
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 can have a positive or negative effect on the goals of an organization.
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 may help or hinder an organization. Adding employees can help positive risks or amplify negative risk events.
Answer option D is correct.
Risk is uncertain - and in uncertainty lies opportunity. When an organization looks to grow and new employees may be added to the business, new employees can bring risk to the organization's operations, goals, and endeavors.
Answer option A is incorrect. This is a correct definition of risk, but it does not address the human resource-related risk events.
Answer option B is incorrect. Risk can be positive or negative, not just adverse.
Answer option C is incorrect. Risk isn't always negative. Risk can be positive or negative.
Chapter: Risk Management
Objective: Risk Identification
Question 92
The Occupational Safety and Health Act of 1970 grants employees the right to do all of the following except which one?
Be advised of potential safety hazards.
Speak privately to an OSHA inspector during an inspection.
Observe the employer when measuring and monitoring workplace hazards.
View detailed reports of all workplace accidents.
Answer option D is correct.
Employees have the right to review accident reports without information that identifies the employees involved in the accident. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Assessment
Question 93
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?
USA Patriot Act
Mine Safety and Health Act
Occupational Safety and Health Act
Homeland Security Act
Answer option C is correct.
The Occupational Safety and Health Act, 1970, was the first law to address occupational safety risks in the workplace. This act is also known as OSHA.
Answer option A is incorrect. The USA Patriot Act, 2001, addresses national security against terrorism.
Answer option B is incorrect. The Mine Safety and Health Act, 1977, addresses safety specifically of workers in mines.
Answer option D is incorrect. Homeland Security Act, 2002, addresses awareness and prevention for American's security.
Chapter: Risk Management
Objective: Risk Assessment
Question 94
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
90 days following the year of the incident
Five years following the year of the incident
Three years following the year of the incident
Answer option C is correct.
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 B 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.
Chapter: Risk Management
Objective: Risk Assessment
Question 95
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
Disparate treatment
Quality control
Answer option C is correct.
Fran should not inspect Lucas' work just because he has asked for time off based on a religious holiday.
Answer option A is incorrect. There's no evidence of past historical discrimination in this example.
Answer option B is incorrect. This isn't a valid answer for the question as any discrimination based on religion falls into disparate discrimination.
Answer option D is incorrect. Quality control does inspect the quality of the work, but it's equal for all project deliverables, not just the deliverables tied to Lucas and his request for time off for the religious holiday.
Chapter: Risk Management
Objective: Risk Assessment
Question 96
One type of risk, HR Professionals must be aware of and combat is job stress. Which of the following is the best definition of job stress?
Stress is the degree of physical, emotional, and mental strain upon a worker from the demands and constraints of employment.
Stress is the lack of exercise, sleep, and good diet combined with work demands that are beyond the scope of a person's capabilities.
Stress is a harmful physical and emotional response that occurs when the requirements of the job don't match the capabilities, resources, or needs of the worker.
Stress is pressure from requirements in a workplace that are beyond the scope of job satisfaction.
Answer option C is correct.
This definition of stress is from the NIOSH booklet 'Stress at Work' and it's the best definition given of stress in the workplace. The HR Professional must be aware of stress and the risk it introduces to the workplace.
Stress is harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker.
Answer option A is incorrect. This is a good definition of stress, but it doesn't address the capabilities, resources, or needs of the employee.
Answer option B is incorrect. Poor diet, lack of exercise, and lack of sleep may contribute to stress, but this isn't always the case.
Answer option D is incorrect. This is a good definition of stress, but it's not as robust as the definition from the NIOSH booklet 'Stress at Work.'
Chapter: Risk Management
Objective: Risk Assessment
Question 97
Which of the following contains legal provisions for giving compensation to surviving dependents if a work-related injury or illness results in the employee's death?
OSHA
BLBA
FECA
FLSA
Answer option C is correct.
Federal Employees Compensation Act (FECA) is a law that provides rules for compensation benefits to federal employees for work-related injuries or illnesses. FECA contains legal provision for giving compensation to their surviving dependents if a work-related injury or illness results in the employee's death.
Answer option A is incorrect. OSHA stands for Occupational Safety and Health Administration. OSHA is an agency of the United States Department of Labor. It was created by Congress of the United States under the Occupational Safety and Health Act, signed by President Richard M. Nixon, on December 29, 1970. Its mission is to prevent work-related injuries, illnesses, and occupational fatality by issuing and enforcing standards for workplace safety and health. The agency is headed by a Deputy Assistant Secretary of Labor. OSHA issues guidelines and regulations for the safe use of a computer.
Answer option B is incorrect. The Black Lung Benefits Act (BLBA) is a law that provides benefits to coal miners who have been disabled by pneumoconiosis as a result of their work in the mines. Benefits are also paid to surviving dependents if the miner dies from the disease.
Answer option D is incorrect. The Fair Labor Standards Act (FLSA) defines a list of jobs not suitable for children between the ages of 16 and 18.
Chapter: Risk Management
Objective: Risk Assessment
Question 98
You are the HR Professional for your organization and you've identified a risk event. The risk event can be mitigated by purchasing an insurance to protect the organization. The purchase of the insurance policy is what type of risk response?
Avoidance
Transference
Acceptance
Sharing
Answer option B is correct.
Transference doesn't make the risk go away, but it transfers the risk to a third party, usually for a fee. Purchasing insurance is an example of transference.
Transference
Transference is a strategy to mitigate negative risks or threats. In this strategy, consequences and the ownership of a risk is transferred to a third party. This strategy does not eliminate the risk but transfers responsibility of managing the risk to another party. Insurance is an example of transference.
Answer option A is incorrect. Avoidance is changing the project plan, organization goals, or work to completely remove, or avoid, the risk event.
Answer option C is incorrect. Acceptance is generally for smaller risk events, or risk events that cannot be avoided, such as weather.
Answer option D is incorrect. Sharing is a positive risk response where an organization partners with another entity to realize an opportunity. A teaming agreement between competitors is an example of sharing.
Chapter: Risk Management
Objective: Risk Management
Question 99
Stress is often a significant issue in workplaces. Author Ravi Tangri asserts that stress costs organizations up to $300 billion per year. Which one of the following stresses is the largest contributor to organizational cost of waste?
Workplace accidents
Turnover
Absenteeism
Drug plan costs
Answer option A is correct.
Based on Ravi Tangri's book Stress Costs, stress is responsible for 60 percent of workplace accidents.
Answer option B is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for 40 percent of employee turnover.
Answer option C is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for 19 percent of employee absenteeism.
Answer option D is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for 10 percent of drug plan costs.
Chapter: Risk Management
Objective: Risk Management
Question 100
Under the Uniformed Services Employment and Reemployment Rights Act of 1994, what is the minimum number of days an employee must be gone from their position to be offered COBRA-like health coverage?
30 days
60 days
120 days
240 days
Answer option A is correct.
For leave greater than 30 days and less than 240 days, the employer must offer COBRA-like health coverage at the request of the employee.
Answer option B is incorrect. The COBRA-like health coverage begins on day 30, not 60.
Answer option C is incorrect. The COBRA-like health coverage begins on day 30, not 120.
Answer option D is incorrect. The COBRA-like health coverage begins on day 30, not 240. 240 days is actually the maximum days the employee is eligible for coverage.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
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