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SPHR Questions - Part 20
1. Gary is an HR Professional for his organization that has several federal contracts of $100,000 or more. His organization, as required by VEVRAA, files what form by September 30 each year, which provides the details of the veterans employed by the federal contractor?
A) must file the EEO-1 report
B) Gary must file the VEVRAA ACT-1 report
C) Gary Gary must file the EEO-VETS form
D) Gary must file the VETS-100 form
2. An organization has over 5,000 employees who are members of a union. The employees, however, are no longer happy with the union's performance and they would like to decertify the union from their representation. Who will decertify the union in this instance?
A) Management of the employees
B) The National Labor Relations Board
C) The union official if fifty percent of the employees sign off on the decertification
D) The employees
3. There are seven stages of internal consulting that an HR Professional must be familiar with. Consider this scenario: Frances has developed an HR training plan for her organization. The plan is comprehensive, aggressive, and will provide organizational development for all levels of employees in the company. Frances is presenting her plan to her organization's management. What level of internal consulting is Fran participating in?
A) Presenting the findings and recommendations
B) Gaining agreement to the project plan
C) Exploring the situation
D) Reviewing, transitioning, and evaluating the project
4. Yolanda is an HR Professional for her organization that has 250 employees. Yolanda is working with Thomas, a manager in the company. Thomas reports thatCarrie, 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's employment can be terminated as the organization does not meet the Pregnancy Discrimination Act with 500 minimum employees.
B) Yolanda should tell Thomas that Carrie must return to work within 28 days or the organization can assume that Carrie has resigned.
C) Yolanda should tell Thomas that Carrie must be treated the same way as any other temporarily disabled employee.
D) Yolanda should tell Thomas that Carrie's employment can be terminated as pregnancy issues are not allowable time away from the organization
5. The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects organizations having what minimum number of employees?
A) All organizations with employees must abide by this law
B) This law only addresses federal government employees
C) Organizations with 100 or more employees
D) Organizations with 15 or more employees
A) must file the EEO-1 report
B) Gary must file the VEVRAA ACT-1 report
C) Gary Gary must file the EEO-VETS form
D) Gary must file the VETS-100 form
2. An organization has over 5,000 employees who are members of a union. The employees, however, are no longer happy with the union's performance and they would like to decertify the union from their representation. Who will decertify the union in this instance?
A) Management of the employees
B) The National Labor Relations Board
C) The union official if fifty percent of the employees sign off on the decertification
D) The employees
3. There are seven stages of internal consulting that an HR Professional must be familiar with. Consider this scenario: Frances has developed an HR training plan for her organization. The plan is comprehensive, aggressive, and will provide organizational development for all levels of employees in the company. Frances is presenting her plan to her organization's management. What level of internal consulting is Fran participating in?
A) Presenting the findings and recommendations
B) Gaining agreement to the project plan
C) Exploring the situation
D) Reviewing, transitioning, and evaluating the project
4. Yolanda is an HR Professional for her organization that has 250 employees. Yolanda is working with Thomas, a manager in the company. Thomas reports thatCarrie, 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's employment can be terminated as the organization does not meet the Pregnancy Discrimination Act with 500 minimum employees.
B) Yolanda should tell Thomas that Carrie must return to work within 28 days or the organization can assume that Carrie has resigned.
C) Yolanda should tell Thomas that Carrie must be treated the same way as any other temporarily disabled employee.
D) Yolanda should tell Thomas that Carrie's employment can be terminated as pregnancy issues are not allowable time away from the organization
5. The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects organizations having what minimum number of employees?
A) All organizations with employees must abide by this law
B) This law only addresses federal government employees
C) Organizations with 100 or more employees
D) Organizations with 15 or more employees
1. Right Answer: D
Explanation: Answer option D is correct.Under VEVRAA, the Vietnam Era Veteran's Readjustment Assistance Act, Gary must file the VETS-100 form by September 30 each year. This form reports information on the veterans employed by Gary's company.Answer options A, B, and C are incorrect. These are not correct forms for the VEVRAA requirements.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Employee Records Management
2. Right Answer: B
Explanation: Answer option B is correct.Certification and decertification of union representation is managed by the National Labor Relations Board.Answer option A is incorrect. Management does not decertify the union; the NLRB does.Answer option D is incorrect. The employees can demand the change if they have 30 percent of the employee signatures.Answer option C is incorrect. The union doesn't decertify the employees; the NLRB does.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation
3. Right Answer: B
Explanation: Answer option B is correct.Frances is meeting with the management to gain their agreement on the project plan. The plan has not yet been approved.Answer option A is incorrect. This choice is tempting, but as the plan is not yet approved, this choice is invalid.Answer option D is incorrect. This is the final stage of internal consulting; since the plan has not yet been implemented, this choice is incorrect.Answer option C is incorrect. Exploring the situation is the first stage of internal consulting. Once the HR Professional moves past this phase, the plan is developed and presented for approval.HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Business Management and StrategyObjective: Strategic Management
4. Right Answer: C
Explanation: Answer option C is correct.Under the Pregnancy Discrimination Act of 1978, organizations must treat employees that are temporarily unable to complete their jobs due to pregnancy, the same way the organization would treat any other temporarily disabled employee.Answer option D is incorrect. Thomas can't terminate Carrie's employment because of pregnancy.Answer option A is incorrect. The Pregnancy Discrimination Act actually applies to organizations with 15 or more employees.Answer option B is incorrect. There is no 28-day time limit to the requirements of the Pregnancy Discrimination Act.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation
5. Right Answer: D
Explanation: Answer option D is correct.This law addresses all organizations that have 15 or more employees.Answer option A is incorrect. Organizations with fewer than 15 employees are exempted from this law.Answer option C is incorrect. The law requires organizations with 15 or more employees to conform to the regulation.Answer option B is incorrect. This law applies to all organizations with 15 or more employees, not just the federal government.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation
Explanation: Answer option D is correct.Under VEVRAA, the Vietnam Era Veteran's Readjustment Assistance Act, Gary must file the VETS-100 form by September 30 each year. This form reports information on the veterans employed by Gary's company.Answer options A, B, and C are incorrect. These are not correct forms for the VEVRAA requirements.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Employee Records Management
2. Right Answer: B
Explanation: Answer option B is correct.Certification and decertification of union representation is managed by the National Labor Relations Board.Answer option A is incorrect. Management does not decertify the union; the NLRB does.Answer option D is incorrect. The employees can demand the change if they have 30 percent of the employee signatures.Answer option C is incorrect. The union doesn't decertify the employees; the NLRB does.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation
3. Right Answer: B
Explanation: Answer option B is correct.Frances is meeting with the management to gain their agreement on the project plan. The plan has not yet been approved.Answer option A is incorrect. This choice is tempting, but as the plan is not yet approved, this choice is invalid.Answer option D is incorrect. This is the final stage of internal consulting; since the plan has not yet been implemented, this choice is incorrect.Answer option C is incorrect. Exploring the situation is the first stage of internal consulting. Once the HR Professional moves past this phase, the plan is developed and presented for approval.HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Business Management and StrategyObjective: Strategic Management
4. Right Answer: C
Explanation: Answer option C is correct.Under the Pregnancy Discrimination Act of 1978, organizations must treat employees that are temporarily unable to complete their jobs due to pregnancy, the same way the organization would treat any other temporarily disabled employee.Answer option D is incorrect. Thomas can't terminate Carrie's employment because of pregnancy.Answer option A is incorrect. The Pregnancy Discrimination Act actually applies to organizations with 15 or more employees.Answer option B is incorrect. There is no 28-day time limit to the requirements of the Pregnancy Discrimination Act.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation
5. Right Answer: D
Explanation: Answer option D is correct.This law addresses all organizations that have 15 or more employees.Answer option A is incorrect. Organizations with fewer than 15 employees are exempted from this law.Answer option C is incorrect. The law requires organizations with 15 or more employees to conform to the regulation.Answer option B is incorrect. This law applies to all organizations with 15 or more employees, not just the federal government.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation
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