HRCI PHR Exam Questions Instant Access - No Installation Required

Question 1

The Equal Pay Act of 1963 prohibits discrimination on the basis of sex in the payment of wages or benefits, to men and women who perform substantially equal work for the same employer, in the same establishment, and under similar working conditions. The law defined substantial equality of job content on four factors. Which one of the following is not one of the four factors this law defines?

AEffort

BWorking conditions

CSkill

DEducation

Answer : D

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.

Question 2

The Department of Labor establishes the rules for unemployment insurance and associated claims. Who administers the unemployment?

AEach organization

BThe Department of Labor

CInsurance companies

DEach state

Answer : D

Unemployment insurance claims are managed locally within each state, but federal rules do apply.

Answer option B is incorrect. Unemployment claims are not managed by the department of labor.

Answer option C is incorrect. Insurance companies do provide unemployment insurance, but it's the local state government that manages the claims.

Answer option A is incorrect. Each organization does not manage the unemployment claims.

Question 3

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?

ABehavioral control

BContractual relationship

CType of relationship

DFinancial control

Answer : D

How the organization pays the worker is defined as a financial control for the individual. This affects the decision and determination that the person may be an employee and not a contractor.

Answer option A is incorrect. Behavioral control defines who does the work, who controls the work, who directs the work, and how each action is done.

Answer option C is incorrect. The type of relationship should be defined in the written contract, assuming one exists, between the person and the organization.

Answer option B is incorrect. There is not a control aspect called 'contractual relationship' as provided by the IRS so this choice is not valid.

Question 4

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?

ATo dominate or interfere with the formation or administration of a labor organization.

BTo refuse individuals to organize and meet for the potential labor union creation process.

CTo interfere, restrain, or coerce employees in the exercise of their rights to engage in concerted or union activities or refrain from them.

DTo discriminate against employees for engaging in concerted or union activities or refraining from them.

Answer : B

The employer is not obligated to provide meeting facilities to employees wishing to create a labor union.

Answer options C, A, and D are incorrect. These are among the five unfair labor practices.

Question 5

You are a HR Professional for your organization and you're coaching Thomas on human resources practices, particularly the role of the HR Professional in strategic planning. You tell Thomas the importance of vision, mission, and values of an organization. Thomas asks what the difference is between vision and mission. Which one of the following best describes the difference between vision and mission for an organization?

AA vision is the purpose of a company. A mission is the task the organization aims to accomplish.

BA vision describes the future of the organization while a mission describes the goals of the organization.

CA vision describes the organization's role, what the organization is, and what the organization may aspire to be. A mission describes what the organization will definitely become.

DA vision describes an organization's role, what the organization is, and what the organization wants to become. A mission describes the organization's purpose for being.

Answer : D

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.

Question 6

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?

AOWBPA

BOASDI

CHIPAA

DMHPA

Answer : A

The OWBPA, the Older Worker's Benefit Protection Act of 1990, made it illegal for a company to discriminate against or target older workers for layoffs.

Answer option C is incorrect. HIPAA, the Health Insurance Portability and Accountability Act, focuses on security and portability of health care coverage and privacy considerations.

Answer option D is incorrect. MHPA, the Mental Health Parity Act, prohibits group health plan providers, insurance companies, and HMOs that offer mental health benefits from setting annual or lifetime dollar amounts on mental health benefits, that are lower than any such dollar limits for medical and surgical benefits.

Answer option B is incorrect. OASDI, the Old Age, Survivors, and Disability Insurance program is also known as Social Security.

Question 7

As an HR Professional, you are required to post an OSHA poster in a conspicuous place that is easily visible to employees. What OSHA poster lists each of the employee's rights?

AOSHA 3165 poster

BOSHA 5613 poster

COSHA 5131 poster

DOSHA 3615 poster

Answer : A

The OSHA poster with the employee's rights is OSHA poster 3165.

Answer options D, C, and B are incorrect. The OSHA poster with the employee's rights is OSHA poster 3165.

HRCI PHR - Professional in Human Resources PHR Exam Questions