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HRCI SPHR Practice Test - Questions Answers, Page 5
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Question 41
As a Senior HR Professional, you should be familiar with certain precedent-setting cases related to equal employment opportunity. This case focused on the requirement for employees seeking internal transfer or promotions to possess a high school education and certain scores on aptitude tests. The court found under Title VII of the Civil Rights Act that the test could disparately impact ethnic minority groups. Which case is referenced?
Griggs versus Duke Power
McDonnell Douglas Corp versus Green
Washington versus Davis
Regents of California versus Bakke
Answer option A is correct.
The Griggs versus Duke Power case was heard before the Supreme Court in 1970 and resulted in the disparate impact theory.
Answer option B is incorrect. McDonnell Douglas Corp versus Green was heard before the Supreme Court and regarded how plaintiffs and defendants may present evidence of violations of Title VII of the Civil Rights Act.
Answer option C is incorrect. Washington versus Davis was heard before the US Supreme Court in 1976. Two African Americans had applied for positions in the Washington DC police department but were not given the jobs based on testing of verbal skills.
Answer option D is incorrect. Regents of California versus Bakke was a Supreme Court case that determined that race could be a factor in a college admissions program.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
Question 42
Kelly's organization has posted a new job opening for their organization. This job opening is for a woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization. Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer for this scenario?
The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964
This is an example of a violation of the Title VII of the Civil Rights Act of 1964
This is an example of an exception by bona fide occupational qualification to the Title VII of the Civil Rights Act of 1964
This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying and titled job for the men's restroom and locker rooms in the company
Answer option C is correct.
This is an example of a bona fide occupational qualification for the position because of the nature of the job and type of employee, female, that is needed in this instance.
Answer option A is incorrect. The sex of applicants is not excluded from the Title VII of the Civil Rights Act of 1964.
Answer option B is incorrect. This is not a violation of the Title VII of the Civil Rights Act of 1964 because some jobs may have an unintended discriminatory basis.
Answer option D is incorrect. The existence of a similar job for men or women does not automatically create exclusion to the Title VII of the Civil Rights Act of 1964.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning
Question 43
There is a document the federal government has created that you would like to use in your training class. You'll be teaching how the form is designed, its purpose, and what all parts of the form provide. The form will be included in your overhead presentation, in the course manual, and as a handout in the classroom. Is this legal?
No, the form is protected from copyright infringement.
No, the form can be shown in the overhead presentation, but not distributed or photocopied.
Yes, the form can be distributed with a fee to the federal government for access to the form.
Yes, work created by the federal government is in the public domain.
Answer option D is correct.
Work created by the federal government is in the public domain and not protected by copyright laws.
Answer option A is incorrect. The form is copyright-free.
Answer option B is incorrect. The form can be distributed in the seminar as it is copyright-free in the public domain.
Answer option C is incorrect. The form can be distributed by overhead presentations and in the course handouts.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
Question 44
Validity is an important part of the interview process. All HR Professionals should recognize validity through the interview process. Which one of the following is not one of the four types of validity?
Predictive validity
Content validity
Professional validity
Construct validity
Answer option C is correct.
There are four types of validity that HR Professional should be familiar with: content validity, criterion-related validity, construct validity, and predictive validity. There is no such category as professional validity.
Answer options A, B, and D are incorrect. Predictive validity, content validity, and construct validity are the categories of validity, as part of abiding by the Uniform Guidelines on Employee Selection Procedures.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
Question 45
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related?
Griggs versus Duke Power, 1971
McDonnell Douglas Corp. versus Green, 1973
Albemarle Paper versus Moody, 1975
Washington versus Davis, 1976
Answer option D is correct.
Washington versus Davis is correct. Two African Americans were denied positions at the Washington DC police department because of their performance on a job-related test. The US Supreme Court ruled against the plaintiffs and deemed that the test did not violate the due process clause.
Answer option A is incorrect. The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race.
Answer option B is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of 1964.
Answer option C is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
Question 46
One factor of the Uniform Guidelines on Employee Selection is reliability during interviews. Which of the following statements is the best description of reliability during interviews?
Interviews should adapt job-related questions for each candidate for a particular position based on the candidate's experience.
Interviews should prepare and consistently use a list of job-related questions that will be asked of all candidates for a particular position.
Interviews should prepare and consistently use questions that will be asked of all candidates based on the candidate's submitted resume.
Interviews should prepare and consistently use a list of job-related questions that will be asked of all candidates for all employment positions within the organization.
Answer option B is correct.
Interviewers should prepare a job-specific list of questions and use the questions for all candidates who are applying for a specific job within the organization.
Answer option A is incorrect. Adapting questions for each candidate would skew the reliability of the interviews.
Answer option C is incorrect. The list of questions in an interview aiming for reliability should be the same across all candidates rather than based on the resume of the employee.
Answer option D is incorrect. The list of interview questions shouldn't be for all available jobs, but tailored to each type of employment and position.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
Question 47
Henry is the Senior HR Professional for his organization which manufactures automobile parts. His organization has plants throughout the US. Management has informed Henry that a plant in Alabama will be closing. 650 jobs will be eliminated as a result. How many days is Henry's organization required to give notice before the plant may close?
30 days
60 days
90 days
120 days
Answer option B is correct.
Under the Worker Adjustment and Retraining Notification Act, the company is required to give at least 60 days notice of the plant closing.
Answer option A is incorrect. The company is required to give employees 60 days notice, not 30 days notice.
Answer option C is incorrect. The company is required to give employees 60 days notice, not 90 days notice.
Answer option D is incorrect. The company is required to give employees 60 days notice, not 120 days notice.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
Question 48
Within the Worker Adjustment and Retraining Notification Act, there are rules for notifying employees of mass layoffs and plant closings. There are, however, three exceptions to the notification time limit. Which one of the following is a valid exception to the notification time limit for a plant closing?
Natural disaster
Death of business owner
Acquisition of firm by competition
Replacement of jobs from one state to another
Answer option A is correct.
There are three exceptions to the 60-day notice required of plant closings, one of which is a natural disaster which makes operating the plant dangerous or impossible. The other two exceptions are unforeseeable business circumstances and a faltering company.
Answer option B is incorrect. The death of the business owner is not a valid reason for exception of the closing notice.
Answer option C is incorrect. Acquisition is not one of the three valid exemptions from plant closing notice.
Answer option D is incorrect. Replacement of jobs from one state to another is not valid.
Chapter: Workforce Planning and Employment
Objective: Organization Exit/Off-Boarding Processes
Question 49
Which of the following is a term used to describe efforts made by a downsizing company to help former employees through the transition to new jobs and helps them re-orientate to the job market?
Utility function
Outplacement
Duty of diligence
Exit interview
Answer option B is correct.
Outplacement is a term used to describe efforts made by a downsizing company to help former employees through the transition to new jobs and helps them re-orientate to the job market.
Answer option A is incorrect. The utility function is a term that describes the exact amount of risk an organization is willing to tolerate. Generally, the higher the priority of the thing that the risk is affecting, the lower the risk tolerance.
Answer option C is incorrect. The common law term duty of diligence describes an employee's responsibility to act with reasonable care and skill for the employer. This is part of the employee-employer payment contract.
Answer option D is incorrect. An exit interview is conducted by HR department before an employee leaves the company.
Chapter: Workforce Planning and Employment
Objective: Organization Exit/Off-Boarding Processes
Question 50
Nancy is creating training manual for her organization. She wants to use a photo as the course cover, but you think the photo is likely protected under copyright laws. How long does copyright protection last for photos?
The lifetime of the photographer
The lifetime of the photographer, plus 50 years
The lifetime of the photographer, plus 70 years
100 years from the date the photo was taken
Answer option C is correct.
Copyrights last for the lifetime of the creator, plus 70 years. Nancy may need to obtain permission to use the photo in the training manual.
Answer option A is incorrect. Copyright lasts for the lifetime of the author, plus 70 years - not just the lifetime of the photographer.
Answer option B is incorrect. Copyright lasts for the lifetime of the author, plus 70 years - not 50 years.
Answer option D is incorrect. Copyright lasts for the lifetime of the author, plus 70 years - not just 100 years total.
Chapter: Human Resource Development
Objective: Federal Employment Legislation
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