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HRCI PHR Exam Practice Questions (P. 3)

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Question #21
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"?
  1. A
    Frederick Herzberg
  2. B
    Allen A. Kennedy
  3. C
    Edgard Schein
  4. D
    W. Edwards Deming

Correct Answer:
C

Question #22
As an HR Professional you need to be familiar with the Age Discrimination in Employment Act 1967. What is the maximum age this act applies to people?
  1. A
    There is no age limit in the act
  2. B
    65
  3. C
    70
  4. D
    75

Correct Answer:
A

Question #23
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?
  1. A
    Financial control
  2. B
    Locale of work performed
  3. C
    Behavioral control
  4. D
    Type of relationship

Correct Answer:
B

Question #24
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?
  1. A
    One year from the date of the incident
  2. B
    Five years following the year of the incident
  3. C
    Three years following the year of the incident
  4. D
    90 days following the year of the incident

Correct Answer:
B

Question #25
Which one of the following best describes Progressive discipline?
  1. A
    Discussion of substandard performance, written warning, final written warning, termination.
  2. B
    Series of documents of employee's incompetence or insubordination that precedes an employee's termination.
  3. C
    Discussion of substandard performance, verbal warning, written warning, and final written warning.
  4. D
    Series of documents of employee's substandard performance prior to each step of discipline or termination.

Correct Answer:
C

Question #26
Henry is the HR Professional for his organization and he's discussing the status of Amy's employment. Amy earns $87,500 per year and receives a paycheck via direct deposit every two weeks. Amy was hired under the offer of a salary position, but she feels that she is working far more than the agreed 40 hours per week.
Based on these scenarios, do you believe Amy is exempt or non-exempt?
  1. A
    Amy is exempt because she is paid on a salary basis.
  2. B
    Amy is not exempt because she is working more than ten percent of her total agreed hours per week.
  3. C
    Amy is exempt because she earns more than $1,000 per week.
  4. D
    Amy is not exempt because she is offered bonuses as part of her pay.

Correct Answer:
A

Question #27
You are a HR Professional for your organization and your supervisor is asking you about the details of the Civil Rights Act of 1991, and what it means to your company. He wants to know what the total damages could be if an organization is found liable by a jury trial. What is the maximum amount that could be awarded to a victim of discrimination if the organization is found liable?
  1. A
    There is no limited amount as the jury can determine damages
  2. B
    $50,000
  3. C
    $300,000
  4. D
    $500,000

Correct Answer:
C

Question #28
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?
  1. A
    Reduced the number of additional required elements of the written Affirmative Action Plan from 10 to 4
  2. B
    Reaffirmed that affirmative action isn't to establish quotes, but to create goals
  3. C
    Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups
  4. D
    Workforce analysis was replaced with a one-page organizational profile

Correct Answer:
C

Question #29
Herb is the HR Professional for his organization. He is preparing to hire a new employee, Hans, to the firm. Herb has asked Hans to agree, in writing, to mandatory arbitration as part of the employment offer. What does this agreement mean?
  1. A
    It means that Hans and the organization must settle all disputes, if any arise, through a neutral third party rather than through a lawsuit.
  2. B
    It means that Hans must file all legal complaints with the organization's attorney, before filing a lawsuit against the organization.
  3. C
    It means that Herb's firm can research Hans to determine if he's had any lawsuits.
  4. D
    It means that Hans cannot work for competitors without the written permission of the employer.

Correct Answer:
A

Question #30
As an HR Professional, you should be familiar with OSHA rules, standards, and regulations. Should an organization violate an OSHA standard, there are often penalties that the employer must pay. What is the maximum fine an employer may face for a deliberate and intentional violation of an OSHA standard?
  1. A
    $100,000
  2. B
    $10,000
  3. C
    $50,000
  4. D
    $70,000

Correct Answer:
D

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