HRCI PHR Free Practice Questions

NEW QUESTION 1
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?

• A. Washington versus Davis, 1976
• B. Griggs versus Duke Power, 1971
• C. McDonnell Douglas Cor
• D. versus Green, 1973
• E. Albemarle Paper versus Moody, 1975

Answer: A

NEW QUESTION 2
You are a HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. One of the requirements in the interview process for a graphic designer is, for the graphic designer to use a software program and to create a simple brochure. This is an example of what type of validity?

• A. Construct-related validity
• B. Predictive validity
• C. Criterion-related validity
• D. Content validity

Answer: D

NEW QUESTION 3
Virginia is the HR Professional for her organization and she is reviewing the details of the Age Discrimination in Employment Act (ADEA) of 1967. She tells John, one of her staff members, that the ADEA prohibits discrimination on the basis of age for employees and job applicants who are above a certain age. What age does the ADEA apply to employees and job applicants?

• A. 40 and above
• B. 50 and above
• C. 30 and above
• D. All people regardless of their age

Answer: A

NEW QUESTION 4
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. Equity pay standard
• C. Exit routes standard
• D. Fire safety standard

Answer: B

NEW QUESTION 5
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?

• A. Griggs versus Duke Power, 1971
• B. Albemarle Paper versus Moody, 1975
• C. Washington versus Davis, 1976
• D. McDonnell Douglas Cor
• E. versus Green, 1973

Answer: A

NEW QUESTION 6
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?

• A. To dominate or interfere with the formation or administration of a labor organizatio
• B. To refuse individuals to organize and meet for the potential labor union creation proces
• C. To interfere, restrain, or coerce employees in the exercise of their rights to engage in concerted or union activities or refrain from the
• D. To discriminate against employees for engaging in concerted or union activities or refraining from the

Answer: B

NEW QUESTION 7
The HR Professional must take measures to ensure that he is involved with all areas of the HR Impact Model. What component of the HR Impact Model serves as the process integrator of all components?

• A. Programs and Processes
• B. HR Professional
• C. Catalyst
• D. Consultation

Answer: C

NEW QUESTION 8
Beth works for the HJR Corporation and she feels that she has been discriminated against by her supervisor. Beth would like to file a charge with the EEOC but she's afraid of the repercussions and she doesn't want her identity exposed. Beth asks a lawyer to file the charge for her so she can remain anonymous. Is this legal?

• A. It depends on the state where the charge is being filed, as some states allow anonymous filings while others do no
• B. No,the person who has been discriminated against must file her own charg
• C. No, the person who files the charge cannot remain anonymou
• D. Yes, the person who files the charge can have someone else file the charge on their behalf to protect their identit

Answer: D

NEW QUESTION 9
You are the HR Professional for your organization and you're working with the management to define the role of contractors versus employees in your organization. According to the Internal Revenue Service, there are three categories of control that help determine whether a person is a contractor or an employee. Which one of the following is not one of the three levels of control as defined by the IRS for employee versus contractor?

• A. Financial control
• B. Locale of work performed
• C. Behavioral control
• D. Type of relationship

Answer: B

NEW QUESTION 10
Your organization has decided to close one of the manufacturing plants, where it employs
250 employees. The closing is not a reflection of the employee's performance, but due to poor sales of the equipment the plant produces. What is the employer required to do for the employees in light of the plant closing?

• A. Offer a written notice of the plant closing at least 60 days prior to the closing dat
• B. Offer the employees an opportunity to resign from their position with two week severance pa
• C. Offer the employees a transfer to other plants that will remain ope
• D. Offer the employees a final performance assessmen

Answer: A

NEW QUESTION 11
You have just hired a job candidate for a position in your company. You are now required by the Immigration and Control Act of 1986, to complete an employment eligibility form to verify the new employee's eligibility to work in the United States. Within how many days must you complete this form?

• A. 3 days
• B. 30 days
• C. 7 days
• D. 10 days

Answer: A

NEW QUESTION 12
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. One year from the date of the incident
• B. Five years following the year of the incident
• C. Three years following the year of the incident
• D. 90 days following the year of the incident

Answer: B

NEW QUESTION 13
Fred is a union employee who has been summoned by the management to an investigatory hearing regarding his conduct. Fred would like to have a union representative with him at the meeting. What is the name of the right that allows Fred to have a union representative with him at the meeting?

• A. Management Rights
• B. Bumping Right
• C. Right of Way
• D. Weingarten Right

Answer: D

NEW QUESTION 14
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 resigne
• B. Yolanda should tell Thomas that Carrie's employment can be terminated as pregnancy issues are not allowable time away from the organizatio
• C. Yolanda should tell Thomas that Carrie's employment can be terminated as the organization does not meet the Pregnancy Discrimination Act with 500 minimum employee
• D. Yolanda should tell Thomas that Carrie must be treated the same way as any othertemporarily disabled employe

Answer: D

NEW QUESTION 15
Amy is a sales person for your company and she earns her pay based on commission. Amy's pay is known as variable pay or what other term?

• A. Fixed pay
• B. Commission only
• C. Base pay
• D. At risk pay

Answer: D

NEW QUESTION 16
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