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Ace the HRCI PHR Exam: Ultimate Preparation Guide

Questions 1

As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address a minimum wage for employees?

Options:

A.

Portal-to-Portal Act

B.

Walsh-Healey Public Contracts Act

C.

Davis-Bacon Act

D.

Fair Labor Standards Act

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Questions 2

John's organization has collected several applications for an employment position within his organization. The data collected from these applications must be kept secure and private, especially in light of the Privacy Act of what year?

Options:

A.

1964

B.

1968

C.

1974

D.

2007

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Questions 3

Which of the following is a process that occurs due to mergers, outsourcing or changing business needs?

Options:

A.

Involuntary exit

B.

Plant closing

C.

Voluntarily exit

D.

Outplacement

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Questions 4

As an HR Professional you should be familiar with OSHA forms for maintaining employee records. Which OSHA form is used to cover the what, how, when, where, and who or work-related injuries?

Options:

A.

Form 301

B.

Form 300

C.

Form 300A

D.

Form 3165

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Questions 5

As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which one of the following bargaining types aims to generate a variety of options before settling on one?

Options:

A.

Distributive bargaining

B.

Good faith bargaining

C.

Integrative bargaining

D.

Interest-based bargaining

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Questions 6

As a HR Professional you must understand the laws and regulations, which affect employee compensation. If a non-exempt employee works more than 40 hours per week, what is their overtime pay rate?

Options:

A.

150 percent of their base pay

B.

It depends on the state where the employee is employed

C.

Non-exempt employees do not receive overtime pay

D.

50 percent of their base pay

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Questions 7

Which one of the following best describes Progressive discipline?

Options:

A.

Discussion of substandard performance, written warning, final writtenwarning, termination.

B.

Series of documents of employee's incompetence or insubordination that precedes an employee's termination.

C.

Discussion of substandard performance, verbal warning, written warning, and final written warning.

D.

Series of documents of employee's substandard performance prior to each step of discipline or termination.

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Questions 8

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?

Options:

A.

She'll only be involved in the organization's strategic planning efforts.

B.

She won't be involved in the organization's strategic planning or change efforts.

C.

Her organizational impact will be limited to identifying problems, creating policy initiatives,and launching HR programs.

D.

Her organizational impact will be limited to promoting employee performance.

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Questions 9

As an HR Professional you must be familiar with particular labor-based acts of congress. One such act is the Taft-Hartley Act which addressed right-to-work states and unions. What does right-to-work states mean for unions and employees?

Options:

A.

An organization can fire employees if they're members of aunion.

B.

Union conducts the hiring process for an organization.

C.

Employees are not required to join a union to work.

D.

Employees must join the union in order to work.

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Questions 10

Heather's organization works with a labor union work force. Heather has heard rumors that the union has been trying to create a hot cargo agreement with a supplier. What is a hot cargo agreement?

Options:

A.

It's an agreement that an employer will stop doing business with a non-union business.

B.

It's a threat that the union will slow down processing orders for non-union shops.

C.

It's an agreement to rush orders for union-based businesses.

D.

It forces suppliers to join the union.

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