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SPHR Questions - Part 48
1. Which of the following are the key components of gainsharing?Each correct answer represents a complete solution. Choose all that apply.(Select 3answers)
A) Employees and management work together for reviewing organizational performance.
B) If the goals for improvements are met, employees and managers share the success.
C) Managers and employees provide their part of salary for charity.
D) The organization and the employees share the financial gains.
2. According to the WARN Act, an employer with 200 employees is required to provide 60 days' notice of a mass layoff when which of the following is true?
A) A flood requires that one of the plants be shut down for repairs, and 55 employees are laid off.
B) The employer lays off 5 employees a week for 3 months.
C) A major client unexpectedly selects a new vendor for the company's products, and the company lays off 75 employees.
D) The employer is seeking additional funding and will lay off 70 employees if the funding falls through.
3. Which one of the following statements is true of a hostile work environment?
A) Only a supervisor can create a hostile work environment.
B) A grievance procedure/policy against discrimination protects employers from hostile work environment claims.
C) When a single incident of unwanted touching occurs, a hostile work environment has been created.
D) A hostile work environment may be created when an individual witnesses the ongoing harassment of a co-worker.
4. Nonexempt employees are not required to be paid to attend training events when four certain conditions are met. Which one of the following is not one of the four conditions to determine if a nonexempt employee should be paid for training?
A) The event must be outside normal work hours
B) The event's attendance is documented in performance review
C) The event may not be job related
D) The event must be voluntary
5. One purpose of a diversity initiative is to do what?
A) Increase the organization's ability to attract customers
B) All of the above
C) Increase workplace creativity
D) Increase the effectiveness of the workforce
A) Employees and management work together for reviewing organizational performance.
B) If the goals for improvements are met, employees and managers share the success.
C) Managers and employees provide their part of salary for charity.
D) The organization and the employees share the financial gains.
2. According to the WARN Act, an employer with 200 employees is required to provide 60 days' notice of a mass layoff when which of the following is true?
A) A flood requires that one of the plants be shut down for repairs, and 55 employees are laid off.
B) The employer lays off 5 employees a week for 3 months.
C) A major client unexpectedly selects a new vendor for the company's products, and the company lays off 75 employees.
D) The employer is seeking additional funding and will lay off 70 employees if the funding falls through.
3. Which one of the following statements is true of a hostile work environment?
A) Only a supervisor can create a hostile work environment.
B) A grievance procedure/policy against discrimination protects employers from hostile work environment claims.
C) When a single incident of unwanted touching occurs, a hostile work environment has been created.
D) A hostile work environment may be created when an individual witnesses the ongoing harassment of a co-worker.
4. Nonexempt employees are not required to be paid to attend training events when four certain conditions are met. Which one of the following is not one of the four conditions to determine if a nonexempt employee should be paid for training?
A) The event must be outside normal work hours
B) The event's attendance is documented in performance review
C) The event may not be job related
D) The event must be voluntary
5. One purpose of a diversity initiative is to do what?
A) Increase the organization's ability to attract customers
B) All of the above
C) Increase workplace creativity
D) Increase the effectiveness of the workforce
1. Right Answer: A
Explanation: Answer options A, D, and B are correct.The following are the key components of gainsharing:1. Employees and management work together for reviewing organizational performance.2. The organization and the employees share the financial gains.3. If the goals for improvements are met, employees and managers share the success.Answer option C is incorrect. This is not the key component of gainsharing.Chapter: Compensation and BenefitsObjective: Compensation
2. Right Answer: B
Explanation: Answer option B is correct.The WARN Act requires employers to provide 60 days' notice when 500 employees or 33 percent of the workforce are laid off, and it requires the number to be counted over a period of 90 days. Five employees a week for 3 months is a total of 65 employees (5 employees times 13 weeks), which is 33 percent of the workforce. The three exceptions are the 'faltering company exception' (D) when knowledge of a layoff will negatively impact the company's ability to obtain additional funding, the 'unforeseeable business circumstance' (C) when unexpected circumstances occur, and the 'natural disaster' (A) exception. See Chapter for more information.Chapter: Workforce Planning and EmploymentObjective: Organization Exit/Off-Boarding Processes
3. Right Answer: D
Explanation: Answer option D is correct.A co-worker who witnesses the ongoing harassment of another individual may have an actionable claim of a hostile work environment. A single incident of unwanted touching (C), unless it is particularly offensive or intimidating, will not reach the threshold of a hostile work environment established by the courts. A hostile work environment may be created by any individual in the workplace, including customers, vendors, or visitors, in addition to supervisors or co-workers (A)., the Supreme Court held that the mere existence of a grievance procedure and antiharassment policy (B) does not necessarily protect an employer from hostile work environment claims. See Chapter 7 for more information.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation
4. Right Answer: B
Explanation: Answer option B is correct.The documentation of attendance in a performance review would cause the event to be a requirement or at least affect the person's employment. This would disqualify the event from being non-paid. The fourth requirement is that no other work is performed during the event.Answer options A, D, and C are incorrect. The event must be outside normal work hours, the event must be voluntary, and the event may not be job related are among the four requirements to keep the event as a non-paid event.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Compensation and BenefitsObjective: Total Rewards Defined
5. Right Answer: D
Explanation: Answer option D is correct.The purpose of a diversity initiative is to increase the effectiveness of an already diverse workforce by educating the employee population about the benefits of a diverse workforce, which includes increased creativity (C) and an enhanced ability to attract customers (A). See Chapter 2 for more information.Chapter: Human Resource DevelopmentObjective: Unique Employee Needs
Explanation: Answer options A, D, and B are correct.The following are the key components of gainsharing:1. Employees and management work together for reviewing organizational performance.2. The organization and the employees share the financial gains.3. If the goals for improvements are met, employees and managers share the success.Answer option C is incorrect. This is not the key component of gainsharing.Chapter: Compensation and BenefitsObjective: Compensation
2. Right Answer: B
Explanation: Answer option B is correct.The WARN Act requires employers to provide 60 days' notice when 500 employees or 33 percent of the workforce are laid off, and it requires the number to be counted over a period of 90 days. Five employees a week for 3 months is a total of 65 employees (5 employees times 13 weeks), which is 33 percent of the workforce. The three exceptions are the 'faltering company exception' (D) when knowledge of a layoff will negatively impact the company's ability to obtain additional funding, the 'unforeseeable business circumstance' (C) when unexpected circumstances occur, and the 'natural disaster' (A) exception. See Chapter for more information.Chapter: Workforce Planning and EmploymentObjective: Organization Exit/Off-Boarding Processes
3. Right Answer: D
Explanation: Answer option D is correct.A co-worker who witnesses the ongoing harassment of another individual may have an actionable claim of a hostile work environment. A single incident of unwanted touching (C), unless it is particularly offensive or intimidating, will not reach the threshold of a hostile work environment established by the courts. A hostile work environment may be created by any individual in the workplace, including customers, vendors, or visitors, in addition to supervisors or co-workers (A)., the Supreme Court held that the mere existence of a grievance procedure and antiharassment policy (B) does not necessarily protect an employer from hostile work environment claims. See Chapter 7 for more information.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation
4. Right Answer: B
Explanation: Answer option B is correct.The documentation of attendance in a performance review would cause the event to be a requirement or at least affect the person's employment. This would disqualify the event from being non-paid. The fourth requirement is that no other work is performed during the event.Answer options A, D, and C are incorrect. The event must be outside normal work hours, the event must be voluntary, and the event may not be job related are among the four requirements to keep the event as a non-paid event.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Compensation and BenefitsObjective: Total Rewards Defined
5. Right Answer: D
Explanation: Answer option D is correct.The purpose of a diversity initiative is to increase the effectiveness of an already diverse workforce by educating the employee population about the benefits of a diverse workforce, which includes increased creativity (C) and an enhanced ability to attract customers (A). See Chapter 2 for more information.Chapter: Human Resource DevelopmentObjective: Unique Employee Needs
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