Free HRCI-PHR Exam Dumps Preview

The EEO-1 Report, known as the Employer Information Report, must be submitted to the Department of Labor's Office by September 30 of each year for employers with 100 or more employees.
Answer option C is incorrect. January 1 is not a valid answer. Answer
option A is incorrect. April 15 is the tax filing deadline. Answer option B is incorrect. All organizations with 100 or more employees must file the EEO-1 report by September 30, not the anniversary date of your organization reaching 100 employees.

The ally doctrine states that a union may expand its primary picketing activities to employers who are allies of the primary employer, in an attempt to put more pressure on the primary employer. Answer options D, A, and B are incorrect. These are not valid definitions of the ally doctrine.

The Fair Labor Standards Act (FLSA) of 1938 established the following: Minimum wage requirement Laws for protecting American children against labor exploitation Criteria for exempt and nonexempt employees Answer option D is incorrect. Health insurance requirement are not established by FLSA.

OSHA's definition of a work related injury is broad and defined as "any wound or damage to the body resulting from an event in the work environment." Answer
option A is incorrect. OSHA covers more injuries than just the loss of life or limb. Answer option C is incorrect. While this statement is in the spirit of OSHA requirements, it is not the exact definition from OSHA.
Answer option D is incorrect. OSHA doesn't use the terminology of pain, suffering, or damage, but rather defines wounds and damage.

When a union is on a strike and the organization shifts work to non-union operations, the union can picket the non-union operations. This is called a double breasting picket. Answer option D is incorrect. A sympathy strike occurs when non-striking workers don't cross the picket line of striking workers.
Answer option B is incorrect. The common situs picketing happens when members of a picketing labor union picket a workplace in which multiple employers work. This could include employers who the picketers don't have a disagreement with.
Answer option C is incorrect. A wildcat strike is when a collective bargaining agreement restricts strikes, but workers strike anyway.

When an organization wants to pay more than the market norm, they are considered to be leading the market.
Answer option A is incorrect. Lagging the market means an organization is paying less than the market norms.
Answer option C is incorrect. Matching the market means the company is paying the standard market rate.
Answer option D is incorrect. Beating the market isn't an appropriate terminology for this scenario.

This is an example of a bona fide occupational qualification for the position because of the nature of the job and type of employee, female, that is needed in this instance. Answer option C is incorrect. The sex of applicants is not excluded from the Title VII of the Civil Rights Act of 1964.
Answer option B is incorrect. This is not a violation of the Title VII of the Civil Rights Act of 1964 because some jobs may have an unintended discriminatory basis. Answer
option D is incorrect. The existence of a similar job for men or women does not automatically create exclusion to the Title VII of the Civil Rights Act of 1964.

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 B is incorrect. The complainant can still seek to sue within 90 days, not 30 days. Answer option D is incorrect.
The complainant can still seek to sue within 90 days, not 180 days.

The following are non-monetary rewards that a company can provide to its employees: Opportunity to learn Flexible hours Recognition Employees need to learn and develop new skills in order to advance. Hence, opportunity to learn is a non-monetary reward.
Employees need time for their family, friends, and other activities. A felxible schedule or the occasional off can help employees to meet some of these obligations. Permiting some felxibility in an employee schedule increases their motivation.
Answer option D is incorrect. Cash compensation is a monetary reward for employment.

Burnout is a symptom that can further eradicate performance because of stress in employees. Employers must recognize stress and address the issues caused by stress. Although burnout is work-related, most responsibility for burnout currently rests on the individual worker in the United States, as well as the individual company, as it is in a company's best interest to ensure burnout doesn't occur. The NIOSH outlines an approach in their booklet "Stress at Work." Answer option A is incorrect. De-motivation may occur, but burnout is the preferred terminology. Answer
option D is incorrect. Approximately 40 percent of turnover is due to stress, but turnover is not necessarily a symptom of an employee.
Answer option C is incorrect. Stress may cause tumors, though there are more complicated health matters that contribute to this symptom. The best answer is burnout.

The ADEA applies to all people of age 40 and above. There is no cap on the age limit of the ADEA.
Answer options D, C, and B are incorrect. The ADEA applies only to people of age 40 and above.

Gainsharing is a compensation plan where the money saved by reducing waste is shared among the employees or project team. It can also be used as an incentive for additional revenues generated. Answer option D is incorrect. A short-term incentive usually last a year or less and the scenario doesn't indicate how long this incentive may be offered. Answer
option A is incorrect. A team incentive is for a particular team to reach a common goal. This choice is tempting but gainsharing is a more accurate description of what's occurring in this scenario. Answer option B is incorrect. Profit sharing is similar to gainsharing, but the focus is one a profit goal, not a waste reduction goal.

When an organization has a no-solicitation rule in effect, unions are prohibited from soliciting for membership. Note that the rule must be 100 percent enforced for all types of soliciting, not just unions.
Employees selling cookies or other such fund raising activities could also affect the validity of the rule.
Answer option D is incorrect. Unions are not exempt from the no-solicitation rules. Answer
option C is incorrect. This isn't a true statement about the no-solicitation rules. Answer option A is incorrect. A no-solicitation rule must be enforced by the management for all types of soliciting, not just for unions or fund raisers.

A hot cargo agreement is an agreement an employer makes to stop doing business with other, usually non-union based businesses. Answer options D, B, and C are incorrect. These are'nt valid definitions of a hot cargo agreement.

The point factor technique identifies point of performance based on importance to the organization. Within each point, levels of performance are created. Both levels and points are then weighted based on most important to least important, to determine overall performance of each employee. Answer options C, A, and B are incorrect. These are not valid definitions of the point factor technique.

Fayol did not include human resource management as one of the six functional areas of an organization.
The six areas are: technical activities, sales and marketing, financial activities, security activities, accounting activities, and managerial activities. Answer options D, B, and A are incorrect. Technical activities, financial activities, and sales and marketing are components of the six functional areas.

The Walsh-Healey Public Contracts Act addressed contractors with the federal government that exceed
$10,000, to pay an established minimum wage to workers employed through the contract. This act was passed in 1936. This act also addressed, however, the requirements of sanitary working conditions for employees.
Answer option C is incorrect. In 1931 the Davis-Bacon Act was the first piece of legislation to actually establish a minimum wage. The act was, however, limited to the construction industry. Answer
option D is incorrect. The Fair Labor Standards Act was passed in 1938. It addressed minimum wage, overtime pay, child labor, and record keeping. Answer option B is incorrect. The Portal-to-Portal Act of 1947 clarified the hours of working for the purpose of minimum wage and overtime pay.

The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race.
Answer option D is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of 1964.
Answer option B is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations, to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.
Answer option C is incorrect. Washington versus Davis, 1976 is a racial discrimination lawsuit, brought by two African Americans that were denied positions in the Washington DC police department.

The Equal Pay Act of 1963 defines the substantial equality of job contents based on skills, effort, responsibility, and working conditions. Answer options C, A, and B are incorrect. Skill, effort, and working conditions are defined as part of the Equal Pay Act of 1963.

The compa-ratio helps organizations determine how closely an employee's pay is in synch with market.
You must also consider the length of employment, service, skills, and other factors in the decision for compensation. The ratio is found by dividing the employees' salary ($40,000) by the midpoint for the role ($50,000) for the ratio of 80 percent. Answer options A, D, and C are incorrect. These are not valid calculations for the compa-ratio.

Of all the choices, D is the best answer. A vision describes what the organization is and what the organization wants to become in the future. A mission describes why the organization exists. Answer option B is incorrect. This is not the best answer for the difference between a vision and a mission. Answer
option C is incorrect. This is not the best answer for the difference between a vision and a mission. Answer option A is incorrect. This is not the best answer for the difference between a vision and a mission.

The EEO-3 Report, formally known as the Local Union Report, is collected on even years. Answer option
D is incorrect. The EEO-1 Report is collected yearly for firms with 100 or more employees. It reports the race, ethnicity, and gender and job distribution of the organization. Answer option A is incorrect. The EEO- 4 Report, formally known as the state and local government report, is collected on odd years.
Answer option B is incorrect. This report, formally known as the Elementary-Secondary Staff Information Report, is collected by the EEOC, the Office for Civil Rights, and the national Center for Education Statistics of the Department of Education. It is collected in even numbers for school districts with 100 or more employees.

Disparate treatment is when an employer treats an employee or applicant differently based on the person's race, color, sex, religion, national origin, age, disability, or military or veteran status.
Disparate treatment is an unlawful discrimination.
Answer option B is incorrect. This statement defines a type of sexual harassment. Answer
option A is incorrect. Employers should treat all applicants the same regardless of race, color, sex, religion, national origin, age, disability, or military or veteran status. Answer option D is incorrect. This is not an example of harassment, but a workplace environment.

Edgard Schein of MIT's Sloan School of Management is the individual who defined organizational culture as "that's the way we do things around here."
Answer option A is incorrect. Herzberg's Theory of Motivation describes the elements that motivate performance in an individual.
Answer option D is incorrect. Deming is a leader in quality management but didn't address organizational culture, directly.
Answer option B is incorrect. Kennedy is a part of the team Deal and Kennedy who described the four dimensions of organizational culture.

This is an example of sharing as the organization is sharing the opportunity with another firm. Without the other firm's cooperation the company wouldn't be able to win the contract. Both parties share the risk and the reward for the work.
Answer option C is incorrect. Enhancing is a positive risk event that aims to enhance the conditions that would make a positive risk event likely to occur. For example, a company could add more workers to a project to beat a deadline and win a bonus from the customer. Answer
option D is incorrect. Transference is a negative risk response that transfers the risk to a third party, usually for a fee. Answer option B is incorrect. Mitigation is a risk response to reduce the probability and/or impact of a negative risk event.