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Pass Guaranteed Quiz HRCI - Pass-Sure SPHR - The Professional in Human Resources (SPHR) Certification Torrent

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q32-Q37):

NEW QUESTION # 32
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 additional boycotts against companies that do business with a company which the union is boycotting.
D. It is an effort to create more than one boycott on an organization, on two or more revenue streams.

Answer: B

Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Labor Relations

NEW QUESTION # 33
An Affirmative Action Plan must be completed by employers that meet which criteria?

A. Private employers with 25 or more employees
B. Government contractors and subcontractors with contracts of $10,000 or more in a 12-month period
C. Government contractors with 50 or more employees and contracts of $50,000 or more each year
D. Government contractors with contracts of $2,500 or more in a 12-month period

Answer: C

Explanation:
Explanation/Reference:
Answer option B is correct.
Government contractors with 50 or more employees and contracts of $50,000 or more each year must complete Affirmative Action Plans. (C) was the original compliance requirement for Title VII and was changed to 15 employees by the EEOA of 1972. The criteria in (D) apply to employers that must comply with the Rehabilitation Act and federal contractors that must take affirmative action for all terms and conditions of employment based on executive orders. (A) is not a compliance requirement.
Chapter: Workforce Planning and Employment
Objective: Review Questions

NEW QUESTION # 34
The Federal Insurance Contributions Act requires employers to do which of the following?

A. Contribute to a defined-benefit plan
B. Withhold Social Security tax from pay
C. Provide health insurance for all employees
D. Contribute to a deferred-compensation plan

Answer: B

Explanation:
Explanation/Reference:
Answer option D is correct.
FICA requires employers to pay Social Security and Medicare for employees and to withhold an equal amount from employee paychecks. There is no federal law requiring employers to provide pension plans (B) and (C). No federal law requires employers to provide health insurance (A).
Chapter: Compensation and Benefits
Objective: Review Questions

NEW QUESTION # 35
Which of the following focuses on preventive care and controlling health costs?

A. Preferred Provider Organization
B. Exclusive Provider Organization
C. Physician Hospital Organization
D. Health Maintenance Organization

Answer: D

Explanation:
Answer option B is correct.Health Maintenance Organizations focus on preventive care and controlling health costs. They determine whether patients need to be seen by a specialist.Answer option D is incorrect. Preferred Provider Organization (PPO) utilizes a network of health-care providers for patient services.Answer option C is incorrect. Physician Hospital Organization is an entity formed by physicians and hospitals whose objective is to negotiate contracts with payer organizations.Answer option A is incorrect. In the Exclusive Provider Organization (EPO), physicians may see only those patients who are part of this organization. Chapter: Compensation and Benefits

NEW QUESTION # 36
A union philosophy statement may have all of the following except which?

A. A statement of the company's desire to remain union free
B. A description of what a union cannot do for the employees
C. Factual statements about the disadvantages of unions in the labor/management relationship
D. A promise of extended benefits if the company remains union free

Answer: D

Explanation:
Section: Volume G
Explanation/Reference:
Answer option D is correct.
A company cannot threaten employees or make promises to them contingent on the workforce remaining union free. A philosophy statement should be geared toward communicating the company's desire to work directly with the employees in discussions about working conditions or benefits. If a union does attempt to organize, it is important for the employer to work directly with outside council to determine the strategic benefits of discussing the desire to remain union free and the disadvantages/limitations of unions as employee representatives.
Chapter: Employee and Labor Relations
Objective: Review Questions

NEW QUESTION # 37
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