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Passing the PHR exam is a significant achievement for HR professionals. It demonstrates a high level of knowledge and expertise in the field and can lead to increased job opportunities and higher salaries. Professional in Human Resources certification is also a valuable credential for those seeking to advance their careers in HR, as it is recognized by employers and HR professionals around the world.

 

NEW QUESTION # 41
As an HR Professional you should be familiar with the terminology, practices, and rules governing union-based strikes. What term is assigned to a group of employees who are not directly affected by a group of striking employees, but they choose not to cross a picket line of strike?

• A. Sympathy strike
• B. Common situs picketing
• C. Scabs
• D. Wildcat strikes

Answer: A

NEW QUESTION # 42
Which of the following is the process of constantly working with employees to enhance their ability to perform their jobs productively?

• A. Performance management
• B. Employee self-assessment
• C. Supervisory training
• D. Performance appraisal

Answer: A

NEW QUESTION # 43
Jan is the HR Professional for your organization. An employee within the organization has filed a charge with the EEOC that discrimination has been done by your organization against her. The EEOC has investigated the case and has found that there is no reasonable cause against your company. The person filing the charge, however, still believes that discrimination has occurred. How long does this person have, to file a lawsuit against your company?

• A. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within
  180 days of the EEOC's findings.
• B. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within
  90 days of the EEOC's findings.
• C. Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
• D. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within
  30 days of the EEOC's findings.

Answer: B

NEW QUESTION # 44
Your organization is looking for methods to improve communication between the management and the employees within the company. Which one of the following methods is best described as a small but representative sampling of employees - led in a conversation by a neutral moderator about an identified topic?

• A. Brainstorming session
• B. Workshop
• C. Focus group
• D. Pilot group

Answer: C

NEW QUESTION # 45
Mark is a HR Professional for his organization and he has been given the assignment to create an Affirmative Action Plan for his company. As Mark creates this document, which one of the following is not required to be in the Affirmative Action Plan?

• A. Designation of Responsibility
• B. Compliance Reviews
• C. Job Group Analysis
• D. Placement Goals

Answer: B

NEW QUESTION # 46
A nonexempt employee, who is a reservist in the US Army, is called to active duty with an assignment for six months of service. When the assignment ends early, the employee asks to return to work after five months of leave. What are the requirements for reemployment?

• A. The employee must start work at the beginning of the first week after release
• B. The employee must request reemployment within 14 days of release
• C. The employer may decline reemployment if no positions are available
• D. The employer has no obligation to reemploy the service member

Answer: B

Explanation:
Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), an employee must request reemployment within 14 days after release from active duty if the service was for more than 30 days but less than 181 days.
Official Extract:
"Employees returning from military leave must submit a timely application for reemployment, generally within 14 days if service lasted between 31 and 180 days." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Military Leave and Reemployment Rights)

NEW QUESTION # 47
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?

• A. Emergency action plan standard
• B. Exit routes standard
• C. Equity pay standard
• D. Fire safety standard

Answer: C

NEW QUESTION # 48
As an HR Professional, you must be familiar with certain theories and insights about organizational culture, organizational development, and management. Who addressed organizational culture as "that's the way we do things around here"?

• A. Allen A. Kennedy
• B. Edgard Schein
• C. Frederick Herzberg
• D. W. Edwards Deming

Answer: B

NEW QUESTION # 49
What is the compa-ratio for an employee that earns $75,000 per year, but the midpoint for the role is $85,000 per year?

• A. 113 percent
• B. 88 percent
• C. $10,000 difference
• D. 1:88

Answer: B

NEW QUESTION # 50
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?

• A. Portal-to-Portal Act
• B. Davis-Bacon Act
• C. Fair Labor Standards Act
• D. Walsh-Healey Public Contracts Act

Answer: D

NEW QUESTION # 51
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?

• A. 90 days following the year of the incident
• B. One year from the date of the incident
• C. Three years following the year of the incident
• D. Five years following the year of the incident

Answer: D

NEW QUESTION # 52
Fran is a HR Professional for her organization and she is interviewing applicants for a warehouse position.
One of the candidates has written on his application that he speaks Spanish. Fran interviews this candidate in Spanish and interviews all other candidates in English. This is an example of what?

• A. Perpetuating past discrimination
• B. Disparate impact
• C. Disparate treatment
• D. Accommodation

Answer: C

NEW QUESTION # 53
If an employee wants to participate in a union, they'll often have union dues to pay. The employer is obligated to deduct the payment from the employee's paycheck and give it to the union only if which condition is met?

• A. The person requesting for the union dues deduction must make the request in writing.
• B. The person requesting for the union dues deduction must be employed for more than 120 days.
• C. The person requesting for the union dues deduction must be employed for more than 90 days.
• D. The union representative must contact the employer and verify the request on behalf of the employee.

Answer: A

NEW QUESTION # 54
What factors are keys to a successful reduction in force (RIF) process?

• A. Planning outplacement support and severance package contingencies
• B. Planning for continuous operation of the organization and sustaining employee morale
• C. Limiting the number of employees selected solely because of the positions held and hours worked
• D. Having a release prepared by legal and requiring signatures from all employees involved

Answer: B

Explanation:
A successful RIF (reduction in force) process prioritizes sustaining employee morale and ensuring the ongoing operation of the business. Without maintaining morale, productivity, and trust suffer badly.
Official Extract:
"Effective RIF management requires careful planning to ensure business continuity and address the morale and engagement of retained employees." (Source: HRCI PHR Content Outline 2024-2025, Talent Planning and Acquisition Section, Workforce Reductions)

NEW QUESTION # 55
Sally is an HR employee for her company. She is primarily interested in serving only in an organizational role where she focuses on creating HR policies and procedures. What is the limitation Sally may subject herself to, if she focuses only on the organizational role?

• A. Her organizational impact will be limited to promoting employee performance.
• B. She'll only be involved in the organization's strategic planning efforts.
• C. She won't be involved in the organization's strategic planning or change efforts.
• D. Her organizational impact will be limited to identifying problems, creating policy initiatives, and launching HR programs.

Answer: C

Explanation:
Explanation/Reference:

NEW QUESTION # 56
A manager choosing not to be involved in conflict resolution between employees demonstrates which of the following leadership styles?

• A. Laissez-faire
• B. Democratic
• C. Transformational
• D. Situational

Answer: A

Explanation:
A laissez-faire leadership style is characterized by minimal intervention. Leaders allow employees to self- manage, including handling conflicts independently, which can lead to unresolved tensions if overused.
Official Extract:
"Laissez-faire leadership is defined by the leader's hands-off approach, offering little guidance or support and often leading to poor team cohesion and unmanaged conflicts." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Leadership Styles and Impact)

NEW QUESTION # 57
The Taft-Hartley Act, also known as the Labor Management Relations Act, addressed unions and engaged in certain types of secondary boycotts. What is a secondary boycott?

• A. It is an effort to create more than one boycott on an organization, on two or more revenue streams.
• B. It is two or more boycotts by two or more union-backed organizations against one company.
• C. It is additional boycotts against companies that do business with a company which the union is boycotting.
• D. It is an effort to convince others to stop doing business with a particular organization that is the subject of a primary boycott.

Answer: D

NEW QUESTION # 58
You are the HR Professional for your organization and you have been asked to hire a project manager. The average market salary for the project management position, you have available is $87,500. Which one of the following salaries would be indicative of lagging the market?

• A. $87,500
• B. $79,000
• C. $88,000
• D. $101,000

Answer: B

NEW QUESTION # 59
Terminated employees who are successful in winning wrongful discharge claims typically prove that they were denied:

• A. Proper notification
• B. Due process
• C. Fair discipline
• D. Manager discretion

Answer: B

Explanation:
Due process refers to the right of employees to fair procedures before being disciplined or terminated. When terminated employees successfully sue for wrongful discharge, they often prove that the employer failed to provide fair procedures (e.g., opportunity to respond to allegations, consistent application of policies).
Denying due process can violate implied contracts or public policy protections even under employment-at- will doctrines.
Official Extract:
"Employees may claim wrongful termination when they can show that employers violated due process rights by failing to follow fair and consistent disciplinary procedures, or breached implied promises of fair treatment." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Wrongful Discharge and Due Process)

NEW QUESTION # 60
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?

• A. Quality control
• B. Perpetuating past discrimination
• C. Disparate treatment
• D. Religious persecution in the workforce

Answer: C

NEW QUESTION # 61
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?

• A. Yolanda should tell Thomas that Carrie must return to work within 28 days or the organization can assume that Carrie has resigned.
• B. 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.
• C. Yolanda should tell Thomas that Carrie's employment can be terminated as pregnancy issues are not allowable time away from the organization.
• D. Yolanda should tell Thomas that Carrie must be treated the same way as any othertemporarily disabled employee.

Answer: D

NEW QUESTION # 62
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