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Q17. Beth works for the HJR Corporation and she feels that she has been discriminated against by her supervisor. Beth would like to file a charge with the EEOC but she's afraid of the repercussions and she doesn't want her identity exposed. Beth asks a lawyer to file the charge for her so she can remain anonymous. Is this legal?
A. It depends on the state where the charge is being filed, as some states allow anonymous filings while others do not.
B. No,the person who has been discriminated against must file her own charge.
C. No, the person who files the charge cannot remain anonymous.
D. Yes, the person who files the charge can have someone else file the charge on their behalf to protect their identity.
Answer: D
Q18. As an HR Professional you must be familiar with several acts of congress, laws, and regulations that address risks in the workplace. Which of the following laws was the first to establish consistent safety standards for workers?
A. Mine Safety and Health Act
B. USA Patriot Act
C. Occupational Safety and Health Act
D. Homeland Security Act
Answer: C
Q19. Herb is the HR Professional for his organization. He is preparing to hire a new employee, Hans, to the firm. Herb has asked Hans to agree, in writing, to mandatory arbitration as part of the employment offer. What does this agreement mean?
A. It means that Hans and the organization must settle all disputes, if any arise, through a neutral third party rather than through a lawsuit.
B. It means that Hans must file all legal complaints with the organization's attorney, before filing a lawsuit against the organization.
C. It means that Herb's firm can research Hans to determine if he's had any lawsuits.
D. It means that Hans cannot work for competitors without the written permission of theemployer.
Answer: A
Q20. What is the time limit for filing a charge of discrimination with the EEOC?
A. 90 days
B. 60 days
C. 180 days
D. 30 days
Answer: C
Q21. All organizations need prevoyance, or planning, as a part of a manager's duty. As an HR Professional what is the primary purpose of planning?
A. Directs the project team and staff to accomplish the project scope
B. Establishes groundwork for the managers to achieve the goals of the organization
C. Communicates the direction of the organization
D. Establishes groundwork for the managers to achieve their goals
Answer: B
Q22. As an HR Professional you must recognize, and be aware of several pieces of legislation that affects your performance as an HR Professional.Which one of the following acts exempted labor unions and agricultural organizations from The Sherman Antitrust Act?
A. The Clayton Act
B. The Railway Labor Act
C. The National Labor Relations Act
D. The National Industrial Recovery Act
Answer: A
Q23. Your organization offers an employees' retirement benefit program that is covered by the Employee Retirement Income Security Act of 1974. The administrative responsibility for enforcement of the Employee Retirement Income Security Act of 1974 is divided among three government agencies. Which one of the following is not a government agency that helps to enforce ERISA?
A. FDIC
B. Department of Labor
C. IRS
D. Pension Benefit Guaranty Corporation
Answer: A
Q24. As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address sanitary working conditions?
A. Walsh-Healey Public Contracts Act
B. Portal-to-Portal Act
C. Davis-Bacon Act
D. Fair Labor Standards Act
Answer: A
Q25. The JHG Company has used discriminatory hiring practices in the past but they adjusted their practices and are following federal laws now to ensure that fair hiring practices are met. However, the JHG Company has an employee referral program as a primary source to recruit new employees. What danger may the JHG Company be exposed to in this scenario?
A. Perpetuating past unintentional practices
B. Perpetuating past discrimination practices
C. Succumbing to an adverse impact
D. Not finding qualified racially diverse candidates
Answer: B
Q26. As an HR Professional you must recognize, and be aware of several pieces of legislation that affects your performance as an HR Professional. Which one of the following acts used the terminology "work now, grieve later" to describe the urgency of performing work?
A. Clayton Act
B. National Labor Relations Act
C. Railway Labor Act
D. National Industrial Recovery Act
Answer: C
Q27. Your organization has created an affirmative action plan which includes an internal audit and reporting system. According to the Department of Labor there are four actions which should be included in the internal audit and reporting system to be effective. Which of the following is not one of the Department of Labor recommended actions for the internal audit and reporting system?
A. Require internal reporting on a schedule basis as to thedegree to which equal employment opportunity and organizational objectives are attained.
B. Monitor records of all personnel activity at all levels to ensure that nondiscriminatory policy is enforced.
C. Post the findings of the internal audit and reporting system for all employees to review.
D. Review report resources with all levels of management.
Answer: C
Q28. The GHF Corporation is looking to hire four software developers. The average pay for software developers, with the desired skill set, is $76,000. The GHF Corporation believes that by offering $80,000 for the starting salary they'll attract better performers than their competitors. What is this scenario an example of?
A. Lagging the market
B. Leading the market
C. Matching the market
D. Beating the market
Answer: B
Q29. As an HR Professional you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. What term describes the illegal agreement of the management to give an individual a job, as long as the person does not join or be involved with a labor union?
A. Yellow dog contract
B. Scab
C. Shill contract
D. Non-union agreement
Answer: A
Q30. You are a HR Professional for your organization and you're educating your staff on the Pregnancy Discrimination Act. Which one of the following statements about the Pregnancy Discrimination Act is not true?
A. Pregnancy related benefits cannot be limited to married employees.
B. Employers must provide the same level of health benefits for spouses of male employees as they do for spouses of female employees.
C. If an employer provides any benefits to workers on leave, the employer must provide the same benefits for those on leave for pregnancy-related conditions.
D. An employer is allowed to refuse to hire a pregnant woman because of the imminent time frame of the needed leave to deliver and care for the child.
Answer: D
Q31. The management and union are proceeding to an arbitration hearing that will be conducted by an arbitration panel. Which one of the following best describes the makeup of the arbitration panel?
A. There are three arbitrators all of whom are randomly selected to serve from a pool of pre-approved management and union arbitrators.
B. There are three arbitrators all of whom must be approved to participate by the management and the union.
C. There are three arbitrators, one selected by the management, one selected by the union, and a neutral arbitrator whom both management and union approve of.
D. There are three arbitrators, all of whom are selectedby the party not bringing the grievance.
Answer: C
Q32. Mike is the HR Professional for his organization and he's documenting the relationship of contractors and employees in the organization. Mike is focusing on the control aspects as provided by the Internal Revenue Service. What aspect of the contractor control aspect is best described as how the business pays the worker?
A. Behavioral control
B. Contractual relationship
C. Type ofrelationship
D. Financial control
Answer: D