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Q33. OSHA may inspect a workplace at any time. The purpose of these inspections is to maintain safety for all workers. OSHA has established five priorities for workplace inspections. Which one of the following statements is the correct order of most important OSHA priorities to least important OSHA priorities?
A. Imminent danger, planned inspections in high-hazard industries, employee complaints, catastrophes and fatal accidents, follow-up inspections
B. Imminent danger, catastrophes and fatal accidents, planned inspections in high-hazard industries, employee complaints, and follow-up inspections
C. Imminent danger, catastrophes and fatal accidents, planned inspections in high-hazard industries, follow-up inspections, and employee complaints
D. Imminent danger, catastrophes and fatal accidents, employee complaints, planned inspections in high-hazard industries, follow-up inspections
Answer: D
Q34. 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?
A. Portal-to-Portal Act
B. Walsh-Healey Public Contracts Act
C. Davis-Bacon Act
D. Fair Labor Standards Act
Answer: C
Q35. Robert is the HR Professional for a construction company. He's working with several site managers to communicate the requirements of OSHA reporting. Robert wants to convey the requirements of OSHA's reporting for work-related injuries. Which one of the following is the OSHA definition of a work-related injury?
A. Any loss of life or limb resulting from an event in the work environment.
B. Any wound or damage to the body resulting from anevent in the work environment.
C. Any physical damage to one's body resulting from an event in the work environment.
D. Any pain, suffering, or damage to a person as a result of working in an employee position.
Answer: B
Q36. There are four components of the HR Impact Model, which affect how a HR Professional may operate within a given environment. Which one of the following is NOT a component of the HR Impact Model?
A. Consultation
B. Client
C. Catalyst
D. Programs and processes
Answer: B
Q37. 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?
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 30 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 180 days of the EEOC's findings.
Answer: C
Q38. John is the HR Professional for his organization. He is interviewing Sally for a sales position and he has asked Sally to provide an instance of how she worked with a tough customer in the past, how Sally resolved the situation, and what the outcome of the experience was. This is what type of interviewing technique?
A. Prescreen interview
B. Behavior-based interview
C. Directive interview
D. Stress interview
Answer: B
Q39. As an HR Professional, you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. The National Labor Relations Board identified five categories of unfair labor practices. Which one of the following is not one of the five categories of unfair labor practices?
A. To dominate or interfere with the formation or administration of a labor organization.
B. To refuse individuals to organize and meet for the potential labor union creation process.
C. To interfere, restrain, or coerce employees in the exercise of their rights to engage in concerted or union activities or refrain from them.
D. To discriminate against employees for engaging in concerted or union activities or refraining from them.
Answer: B
Q40. Jennifer is the HR Professional for her organization. Her supervisor, Dan, has asked Jennifer to find the Compa-ratio for Sam. Sam earns $40,000 as a mechanic, but the midpoint for a mechanic is actually $50,000. What is the Compa-ratio for Sam?
A. -$10,000
B. 80 percent
C. 125 percent
D. $10,000
Answer: B
Q41. An organization is considering services it can successfully provide to its customers. One of the services, however, is deemed to be difficult to offer with a high degree of certainty of success. The organization has decided not to offer the service because of the risk in offering the service, and failing. What risk response is used in this scenario?
A. Transference
B. Sharing
C. Avoidance
D. Mitigation
Answer: C
Q42. As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?
A. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.
B. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.
C. The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.
D. The United States Supreme Court held that the Civil Rights Actof 1964 did bar employersfrom favoring minorities, but could do gender based favor.
Answer: C
Q43. Which of the following types of training evolution measures whether the training had a positive impact on the bottom line?
A. Result
B. Reaction
C. Learning
D. Behavior
Answer: A
Q44. OSHA has identified six standards that apply to almost all general industry employers. All of the following are standards as defined by OSHA that apply to employers except for which one?
A. Emergency action plan standard
B. Equity pay standard
C. Exit routes standard
D. Fire safety standard
Answer: B
Q45. As an HR Professional you must be familiar with several laws and pieces of legislation that affects your practices. What act makes it illegal to discriminate against older workers with respect to benefits or to target older workers for layoffs?
A. OWBPA
B. OASDI
C. HIPAA
D. MHPA
Answer: A
Q46. An organization would like to hire a 15-year old for some duties in their business. Which one of the following rules would be breaking the requirements of the child labor provisions of the FLSA?
A. Non-school hours only
B. 4 hours per school day
C. 8 hours in a non-school day
D. 18 hours per school week
Answer: B
Q47. You are the HR Professional for your organization. You have just hired a new employee for your company. What form are you and the newly hired employee required to complete to show the employee's identity and eligibility to work in the United States?
A. IRCA-00
B. 1099
C. IRCA-86
D. I-9
Answer: D
Q48. 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. Organizations with 100 or more employees
C. Organizations with 15 or more employees
D. This law only addresses federal government employees
Answer: C