Latest HRCI SPHRi First Attempt, Exam real Dumps Updated [Jul-2025]

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NEW QUESTION # 117
How are vacation pay policies established for organizations?

• A. Vacation pay policies are created under the guidelines of the FMLA
• B. Vacation pay policies are made by each company under state guidelines.
• C. Vacation pay policies are created under regulations at the federal level.
• D. Vacation pay policies are made by each company under ERISA guidelines.

Answer: B

Explanation:
Each company is responsible for establishing the vacation pay policies that will apply to their employees. However, many states regulate the language that may be used in vacation pay policies.
For example, Calif ornia, Colorado, and Montana prohibit "use it or lose it" policies. The FMLA does not specif y vacation pay policies, so answer choice A is incorrect. ERISA is the Employee Retirement Income Security Act of 19 74, so it does not relate to vacation pay policies; therefore, answer choice C is incorrect

NEW QUESTION # 118
What is one common problem with cost-per-hire metrics?

• A. They are overly dependent on external economic factors.
• B. They overemphasize advertising.
• C. They omit costs that are not related to specif ic candidates.
• D. They make no distinctions betvveen job groups.

Answer: C

Explanation:
One common problem with cost-per-hire metrics is that they omit costs that are not related to specif ic candidates. The cost-per-hire measure is determined by dividing total costs by number of hires. It is important that the costs and hires be taken from the same time interval. To be comprehensive, a cost-per-hire measure should include the salaries of those employed to make hires, the cost of advertising, and any other administrative costs incurred during the hiring process.

NEW QUESTION # 119
How many complaints about an employer's potential violation of FLSA rules can cause the government to step in and perform an audit of the business?

• A. 0
• B. 1
• C. 2
• D. 3

Answer: C

Explanation:
It takes only one complaint about a potential FLSA violation for a government audit to occur. As a result businesses are expected to take FLSA rules seriously, and the human resources prof essional must be very familiar with the rules to avoid even an unintentional violation. The other answer choices (2, 3, and 5) are all too high. By the time that many complaints arise, the audit will already be in progress or have been completed.

NEW QUESTION # 120
What is the youngest age at which most children may legally work, under certain conditions, as stipulated by FLSA?

• A. 0
• B. 1
• C. 2
• D. 3

Answer: C

Explanation:
Children as young as 14 may work according to FLSA, but there are conditions that apply to hiring children this age. Children of 13 may not be legally hired by most businesses. Children of 15 and 16 are beyond the minimum age.

NEW QUESTION # 121
Which of the following steps should come FIRST when developing an organizational emergency response plan?

• A. Gather employee input.
• B. Develop emergency testing drills.
• C. Hire emergency planning consultants.
• D. Identif y risks.

Answer: D

Explanation:
Emergencies can come in all shapes and sizes, and the emergency response plan will need to vary accordingly. The process of risk identif ication, of ten occurring within a larger enterprise risk management (ERM) effort, seeks to not just identif y all possible risks but weigh the probability of their occurrence, as well as their overall impact if they were to occur. Any employee input and practical drills will be affected by what type of emergency is being planned for, such as weather (tornado warning), structural (kitchen fire), health (customer heart attack), environmental (active shooter), etc. Risk consultants may be involved in the later stages of risk identif ication as well as response planning, but an organization will need to do at least a basic risk identif ication process in order to research and hire the most appropriate and equipped consultant.

NEW QUESTION # 122
How much COBRA coverage is allowed if an employee is terminated due to "gross misconduct"?

• A. 29 months
• B. 0 months
• C. 18 months
• D. 36 months

Answer: B

Explanation:
If employment is terminated due to "gross misconduct" the former employee is not entitled to any COBRA coverage. The other answer choices are too high; the employer has no obligation to support COBZA coverage for the terminated employee.

NEW QUESTION # 123
Abbey, the head of the human resources department for a book distribution service, accidentally discovers that an employee has a genetic disease that could potentially affect the employee's ability to continue in the job. According to the Genetic Information Nondiscrimination Act of 2008, all employee genetic information is private, and companies are not allowed to make decisions based on employee conditions. Now that Abbey has discovered this information, what is her responsibility?

• A. Abbey is required to report the information to her superiors, buttheywill not be allowed to
• B. Abbey must not divulge any of the information or change the employee's working situation,
• C. Abbey must inform the Department of Labor about her inadvertent acquisition of the
• D. Abbey must let the employee know what she has discovered and counsel the employee to

Answer: B

Explanation:
The Genetic Information Nondiscrimination Act of 2008 does not make employers responsible for information acquired by accident However, employers have no legal right to make decisions or change an employee's work situation based on that information, so Abbeys only option is to keep the information to herself and take no action. Answer choice A is incorrect because the law does not require Abbey to report the employee's personal information to her superiors, nor should she take such a step. Answer choice B is incorrect because the Department of Labor does not need to be updated on this type of individual employee information (and reporting it could make Abbey legally responsible for divulging an employee's personal details). Answer choice C is incorrect because Abbey has no legal responsibility to discuss the situation with the employee, nor should she counsel the employee about changing the work situation.

NEW QUESTION # 124
Which of the following is a voluntary deduction from gross earnings?

• A. Social Security
• B. 401 (k) contribution
• C. State income tax
• D. Medicare

Answer: B

Explanation:
A 401(k) contribution is a voluntary deduction from gross earnings. That is, employees are not required to have this money taken out of their paycheck. The other answer choices are statutory deductions, meaning they are required by law.

NEW QUESTION # 125
The role of the human resources prof essional regarding FMLA rules includes all of the following EXCEPT:

• A. Developing an FMLA documentation policy for the company
• B. Working to avoid simultaneous FMLA leave among employees
• C. Educating those in management about FMLA rules
• D. Being familiar with FMLA requirements and changes

Answer: B

Explanation:
The human resources prof essional is not expected to avoid simultaneous leave within the company. This may be inevitable, and the company cannot block employees from taking approved FMLA leave. The human resources prof essional is, however, expected to be familiar with FMLA requirements and changes, to educate management about FMLA rules, and to develop an FMLA documentation policy for the company.

NEW QUESTION # 126
What is the first step in the strategic planning process?

• A. Define desired outcome.
• B. Analyze the applicable data.
• C. Develop SMART goals.
• D. Identif y potential risks that would threaten the goal.

Answer: B

Explanation:
According to several strategic planning process models, the first step is always to collect and analyze the applicable data prior to setting goals, defining the desired outcome, or identif ying potential threats and risks.

NEW QUESTION # 127
Tara's boss asks her to pick up an important client from the airport. The client's flight is delayed, so Tara goes to a nearby restaurant and eats dinner. Should Tara be compensated for this time?

• A. No, because she has been engaged to wait.
• B. Yes, because she has been engaged to wait.
• C. Yes, because she is waiting to be engaged.
• D. No, because she is waiting to be engaged.

Answer: B

Explanation:
Tara should be compensated for this time, because she has been engaged to wait. She is not responsible for the flight delay, and so long as her employer wants her to keep waiting for the delayed flight, she should continue to be compensated.

NEW QUESTION # 128
What does PEST stand for in relation to analysis framework?

• A. Political, electronic, social, taxation
• B. Political, environmental, social, technological
• C. Political, economic, social, technological
• D. Pop culture, economy, strategy, technology

Answer: C

Explanation:
A PEST analysis is conducted as part of a strategic market analysis of several factors: political, economic, social and technological.

NEW QUESTION # 129
Which piece of legislation made it illegal to discriminate on the basis of health?

• A. Pregnancy Discrimination Act of 1978
• B. Health Insurance Portability and Accountability Act of 1996
• C. Civil Rights Act of 1991
• D. Retirement Equity Act of 1984

Answer: B

Explanation:
The Health Insurance Portability and Accountability Act of 1996 made it illegal to discriminate on the basis of health. This act is an amendment to the Employee Retirement Income Security Act of 1972. It also made it harder for insurers to deny coverage based on pre-existing conditions.

NEW QUESTION # 130
The Green Company is putting together a group incentive. To begin, management assesses the baseline productivity levels of the organization. Incentives are given when the group exceeds baseline productivity. What type of program has the Green Company established?

• A. Improshare
• B. Scanlon plan
• C. Prof it sharing
• D. Gainsharing

Answer: A

Explanation:
The Green Company has established an improshare program. In this type of group incentive program, employees are rewarded for performing above a pre-established baseline standard. If the employees consistently exceed the baseline, it may be raised in the future. A gainsharing program is a more general attempt to improve the performance of the entire organization. A Scanlon plan gives employees a share of the cost savings achieved through increased productivity. A prof it-sharing plan gives employees a percentage of the organization's prof its.

NEW QUESTION # 131
Which of the following is not one of the seven recognized racial categories for EEO-I?

• A. Asian
• B. Native Hawaiian
• C. Alaska Native
• D. European

Answer: D

Explanation:
The categories for EEO-I do not include an option for European. The EEO-I includes the following options for racial categories: 1) Hispanic or Latino, 2) White, 3) Black or African American, 4) Native Hawaiian or Pacif ic Islander, 5) Asian, 6) Native American, and 7) Two or More Races.

NEW QUESTION # 132
Lewis is in charge of collecting feedback from employees about a new program that his company has implemented. The company has a number of locations, spread out across four dif ferent countries. Which of the following methods of data collection would be most effective for Lewis to employ?

• A. Observation
• B. Interviews
• C. Questionnaire
• D. Focus group

Answer: C

Explanation:
The widespread nature of the company locations means that a questionnaire is going to be the most effective way to acquire feedback} the questionnaire can be sent out, and employees can then complete it and return it by a certain time. A focus group is impractical, as it might be dif ficult to get enough people together for the discussion. Interviews and observation can prove to be cumbersome, both to employees and management, because they might require extensive travel and/or arranging of schedules.

NEW QUESTION # 133
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