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SPHR Questions - Part 32
1. 'Thanks for such a great presentation! You'll always have a job with us.' This is an example of what?
A) The duty of good faith and fair dealing
B) Fraudulent misrepresentation
C) An implied contract
D) An express contract
2. 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?Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
A) Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
B) 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.
C) 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.
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.within 30 days of the
3. Diane is the HR Professional for her organization and she's examining the ranges for the compensation levels of her company. Which one of the following statements best describes what a range for compensation is?
A) A range specifies the lowest/minimum and the highest/maximum compensation rates for the worth of responsibilities.
B) A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are federally mandated that employees be paid.
C) A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are generally paid.
D) A range specifies the lowest/minimum and the highest/maximum value for which employees are generally paid through incentives.
4. 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 two or more boycotts by two or more union-backed organizations against one company.
B) It is an effort to convince others to stop doing business with a particular organization that is the subject of a primary boycott.
C) It is an effort to create more than one boycott on an organization, on two or more revenue streams.
D) It is additional boycotts against companies that do business with a company which the union is boycotting.
5. Your organization has been contacted by Occupational Health and Safety Act (OSHA) to create the OSHA 300 log and annual summary. Once you complete this log and annual summary and submit it to OSHA, how long must your company retain the log?
A) Ten years
B) Seven years
C) Five years
D) One year
A) The duty of good faith and fair dealing
B) Fraudulent misrepresentation
C) An implied contract
D) An express contract
2. 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?Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
A) Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
B) 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.
C) 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.
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.within 30 days of the
3. Diane is the HR Professional for her organization and she's examining the ranges for the compensation levels of her company. Which one of the following statements best describes what a range for compensation is?
A) A range specifies the lowest/minimum and the highest/maximum compensation rates for the worth of responsibilities.
B) A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are federally mandated that employees be paid.
C) A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are generally paid.
D) A range specifies the lowest/minimum and the highest/maximum value for which employees are generally paid through incentives.
4. 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 two or more boycotts by two or more union-backed organizations against one company.
B) It is an effort to convince others to stop doing business with a particular organization that is the subject of a primary boycott.
C) It is an effort to create more than one boycott on an organization, on two or more revenue streams.
D) It is additional boycotts against companies that do business with a company which the union is boycotting.
5. Your organization has been contacted by Occupational Health and Safety Act (OSHA) to create the OSHA 300 log and annual summary. Once you complete this log and annual summary and submit it to OSHA, how long must your company retain the log?
A) Ten years
B) Seven years
C) Five years
D) One year
1. Right Answer: D
Explanation: Answer option D is correct.An express contract can be oral or written and states what the parties to the contract agree to do. The duty of good faith and fair dealing (A) is a common-law doctrine that parties to an oral or written contract have an obligation to act in a fair and honest manner to facilitate achievement of the contract goals. An implied contract (C) can be created by conduct and doesn't have to be stated explicitly. Fraudulent misrepresentation (B) occurs when an employer makes false statements to entice a candidate to join the company. See Chapter 7 for more information.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation
2. Right Answer: C
Explanation: Answer option C is correct.Once the EEOC has found that there is no reasonable cause, the complainant still has the right to file a private lawsuit against your company. The person is to file the lawsuit, however, within 90 days. The EEOC will send their findings to the employer and the complainant along with a right to sue letter -explaining the individual's rights to sue.Answer option A is incorrect. The complainant can still seek to sue within 90 days.Answer option D is incorrect. The complainant can still seek to sue within 90 days, not 30 days.Answer option B is incorrect. The complainant can still seek to sue within 90 days, not 180 days.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation
3. Right Answer: C
Explanation: Answer option C is correct.A range is the space between the minimum and maximum pay for the type of work or role an employee satisfies in an organization.Answer option D is incorrect. A range is not assigned to employees worth based on incentives.Answer option B is incorrect. Ranges are not federally mandated so this choice is not valid.Answer option A is incorrect. The choice isn't valid because it's not the worth of the responsibilities, but the range of pay from minimum to maximum for employees.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Compensation
4. Right Answer: B
Explanation: Answer option B is correct.A second boycott is an effort to convince others to stop doing business with a particular organization that is the subject of a primary boycott.Answer options C, D, and A are incorrect. These are not valid definitions of a secondary boycott.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Labor Relations
5. Right Answer: C
Explanation: Answer option C is correct.Once you complete the log, your company is required to retain the log for five years.Answer options D, B, and A are incorrect. The correct answer is that your organization must retain the log for five years.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Risk Management -Objective: Risk Assessment
Explanation: Answer option D is correct.An express contract can be oral or written and states what the parties to the contract agree to do. The duty of good faith and fair dealing (A) is a common-law doctrine that parties to an oral or written contract have an obligation to act in a fair and honest manner to facilitate achievement of the contract goals. An implied contract (C) can be created by conduct and doesn't have to be stated explicitly. Fraudulent misrepresentation (B) occurs when an employer makes false statements to entice a candidate to join the company. See Chapter 7 for more information.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation
2. Right Answer: C
Explanation: Answer option C is correct.Once the EEOC has found that there is no reasonable cause, the complainant still has the right to file a private lawsuit against your company. The person is to file the lawsuit, however, within 90 days. The EEOC will send their findings to the employer and the complainant along with a right to sue letter -explaining the individual's rights to sue.Answer option A is incorrect. The complainant can still seek to sue within 90 days.Answer option D is incorrect. The complainant can still seek to sue within 90 days, not 30 days.Answer option B is incorrect. The complainant can still seek to sue within 90 days, not 180 days.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation
3. Right Answer: C
Explanation: Answer option C is correct.A range is the space between the minimum and maximum pay for the type of work or role an employee satisfies in an organization.Answer option D is incorrect. A range is not assigned to employees worth based on incentives.Answer option B is incorrect. Ranges are not federally mandated so this choice is not valid.Answer option A is incorrect. The choice isn't valid because it's not the worth of the responsibilities, but the range of pay from minimum to maximum for employees.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Compensation
4. Right Answer: B
Explanation: Answer option B is correct.A second boycott is an effort to convince others to stop doing business with a particular organization that is the subject of a primary boycott.Answer options C, D, and A are incorrect. These are not valid definitions of a secondary boycott.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Labor Relations
5. Right Answer: C
Explanation: Answer option C is correct.Once you complete the log, your company is required to retain the log for five years.Answer options D, B, and A are incorrect. The correct answer is that your organization must retain the log for five years.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Risk Management -Objective: Risk Assessment
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