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HRCI SPHR Practice Test - Questions Answers, Page 13
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Question 121
Certain organizations are required by OSHA to complete and file the OSHA Form 300 to report a log of work-related injuries and illnesses. How many employees must an organization have to be required to complete the OSHA Form 300?
33
44
11
22
Answer option C is correct.
All employers with 11 or more employees must complete Occupational Health and Safety Act (OSHA) Form 300, 300A, and OSHA Form 301.
OSHA consultants provide free services to assist employers in identifying workplace hazards and the standards that apply in their workplaces. The consulting service requires employers to abate any hazards that are identified during the consultation but does not fine them for violations.
Answer option D is incorrect. All employers with 11 or more employees are required to complete the form, not 22.
Answer option A is incorrect. All employers with 11 or more employees are required to complete the form, not 33.
Answer option B is incorrect. All employers with 11 or more employees are required to complete the form, not 44.
Chapter: Risk Management
Objective: Risk Assessment
Question 122
Your company is going through a corporate restructuring process. Which of the following best describes corporate restructuring?
Outsourcing activities that have high costs, but low rewards
Elimination of waste by reducing high-paid staff
Elimination of waste by reducing redundancy in staffing
Elimination of waste by examining business units to eliminate redundancy and reduce overall costs
Answer option D is correct.
Corporate restructuring focuses on the business units, not the employees, to determine redundant activities, boundaries, wasted efforts, in an effort to operate more efficiently.
Answer option C is incorrect. This isn't a valid statement about corporate restructuring, as the focus is not on eliminating staff.
Answer option B is incorrect. Highly-paid staff isn't necessarily a waste, so this answer isn't the best choice.
Answer option A is incorrect. Outsourcing may be a by-product of restricting, but it's not the best answer to the question.
Chapter: Business Management and Strategy
Objective: Strategic Management
Question 123
As an HR Professional, you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. The National Labor Relations Board identified five categories of unfair labor practices. Which one of the following is not one of the five categories of unfair labor practices?
To interfere, restrain, or coerce employees in the exercise of their rights to engage in concerted or union activities or refrain from them.
To refuse individuals to organize and meet for the potential labor union creation process.
To dominate or interfere with the formation or administration of a labor organization.
To discriminate against employees for engaging in concerted or union activities or refraining from them.
Answer option B is correct.
The employer is not obligated to provide meeting facilities to employees wishing to create a labor union.
Answer options A, C, and D are incorrect. These are among the five unfair labor practices.
Chapter: Employee and Labor Relations
Objective: Labor Relations
Question 124
OSHA has identified six standards that apply to almost all general industry employers. All of the following are standards as defined by OSHA that apply to employers except for which one?
Emergency action plan standard
Exit routes standard
Equity pay standard
Fire safety standard
Answer option C is correct.
Payment of employees is not something covered by OSHA so this choice is incorrect. The six standards as defined by OSHA are hazard communication standard, emergency action plan standard, fire safety standard, exit routes standard, walking/working surfaces standard, and the medical and first aid standard.
Answer option B is incorrect. The exit routes standard is one of the six standards defined by OSHA.
Answer option D is incorrect. The fire safety standard is one of the six standards defined by OSHA.
Answer option A is incorrect. The emergency action plan standard is one of the six standards defined by OSHA.
Chapter: Compensation and Benefits
Objective: Compensation
Question 125
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?
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
Workforce analysis was replaced with a one-page organizational profile
Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups
Answer option D is correct.
The update to CFR Part 60-2 was revised and allowed employers with fewer than 150 employees, not 100, permission to prepare a job group analysis that uses EEO-1 categories as job groups.
Answer options C, B, and A are incorrect. These statements are part of the CFR Part 60-2 revision.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
Question 126
What does the Health Insurance Portability and Accountability Act do?
Requires continuation of health benefits
Establishes EPO networks
Limits preexisting condition restrictions
Prevents HR from investigating claims issues
Answer option C is correct.
HIPAA prohibits health insurance providers from discriminating on the basis of health status and limits restrictions for preexisting conditions. HIPAA does not prevent HR from investigating claims issues (D) as long as the employee provides written permission. COBRA requires continuation of health benefits (A). EPO networks (B) are established by physicians connected to a hospital. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Benefits
Question 127
A manager makes a sexual advancement to an employee who rejects the advance. Later, the manager does not allow the employee to be promoted because of the rejection of the sexual advancement. This is an example of what type of sexual harassment?
Hostile work environment
Disparate treatment
Quid pro quo
Disparate impact
Answer option C is correct.
This is an example of quid pro quo sexual harassment. This happens when employment decisions are rewarded or punished based on the sexual advance of management or employees to others in the organization.
Answer option D is incorrect. This isn't an example of disparate impact, as there's no policy requiring an action.
Answer option B is incorrect. This isn't an example of disparate treatment, as a member of a protected class isn't intentionally treated differently than other employees in this scenario.
Answer option A is incorrect. This isn't an example of a hostile work environment, which is a form of sexual advancement.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
Question 128
Which of the following occurs when management shuts down operations to keep the union from working?
Secondary boycott
Involuntary exit
Lockout
Boycott
Answer option C is correct.
A lockout occurs when management shuts down operations to keep the union from working.
Answer option B is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.
Answer option D is incorrect. Boycotts occur when the union and the employees work together against an employer to express their dissatisfaction with the employer's actions, or to try to force the employer into accepting their demands.
Answer option A is incorrect. A union tries to force an employer who is not involved in a dispute to stop doing business with another employer that is part of a dispute with the union. This practice is known as secondary boycott.
Chapter: Employee and Labor Relations
Objective: Union Organization
Question 129
The concept that recognizes that businesses are social organizations as well as economic systems and that productivity is related to employee job satisfaction is known as what?
Human relations
Strategic management
Human resource management
Human resource development
Answer option A is correct.
The concept of human relations was first introduced in the 1920s and challenged previous assumptions that people work only for economic reasons and could be motivated to increase productivity simply by increasing monetary incentives. Human resource management (C) is the business function responsible for activities related to attracting and retaining employees, including workforce planning, training and development, compensation, employee and labor relations, and safety and security. Strategic management (B) is the process by which organizations look for competitive advantages, create value for customers, and execute plans to achieve goals. Human resource development (D) is the functional area of human resources focused on upgrading and maintaining employee skills and developing employees for additional responsibilities. See Chapters 2 and 5 for more information.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Human Relations Concepts
Question 130
Placement goals are part of Affirmative Action Plans. A placement goal should be met with good faith efforts, not through which one of the following?
Discrimination
Outsourcing
Quotas
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Answer option C is correct.
Placement goals should not set quotas, but should operate through good-faith attempts. The placement goal is, however, set at an annual percentage rate equal to the availability figure for women or minorities.
Answer option D is incorrect. This is not the best choice for the answer.
Answer option A is incorrect. Discrimination is never a valid choice for selecting candidates or employees.
Answer option B is incorrect. Outsourcing is not a valid answer to address placement goals.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
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