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| Section | Objectives |
|---|---|
| Learning and Development | |
| Employee Relations and Engagement | |
| Total Rewards | |
| Talent Planning and Acquisition | |
| Leadership and Strategy | |
| Risk Management |
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NEW QUESTION # 50
In a self-audit of your employee's I-9 forms, several errors were found. These errors included incomplete sections, questionable documents accepted for verification, and over-documentation. Of the following corrective and prevention strategies, which should you recommend to your employer?
Answer: C
Explanation:
Answer option A is correct.E-Verify is a system-wide approach to helping employers comply with post-hire documentation regulations. Recertifying (D) and requesting updated documents (B) may be appropriate on a case-by-case basis but neither is a long-term solution to the problem. Chapter: Workforce Planning and Employment Objective: Review Questions
NEW QUESTION # 51
Which of the following allows employees to work at home and connect to the office electronically?
Answer: B
Explanation:
Section: Volume F
Explanation
Explanation/Reference:
Answer option A is correct.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning
NEW QUESTION # 52
You are a HR Professional for your organization and your supervisor is asking you about the details of the Civil Rights Act of 1991, and what it means to your company. He wants to know what the total damages could be if an organization is found liable by a jury trial. What is the maximum amount that could be awarded to a victim of discrimination if the organization is found liable?
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
The maximum amount that can be awarded is $300,000. This amount, however, can be lowered based on the number of people involved in the discrimination lawsuit.
Answer options A, C, and D are incorrect. The maximum amount allowed by the Civil Rights Act of 1991, is
$300,000.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION # 53
One of the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 is that employers must grant a leave of absence for military service. Typically, how long must an employer grant leave to the individual for military service?
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
The employer must grant coverage for up to five years for the individual. There are certain conditions that can extend the coverage beyond five years, but this is the typical amount.
Answer option D is incorrect. Two weeks is not a valid answer for this question.
Answer option C is incorrect. One year is not valid, as the correct amount is five years.
Answer option A is incorrect. The typical leave is up to five years, though there are some conditions that may require the leave beyond five years.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 54
Jan is the HR Professional for her organization and she's meeting with the management to discuss the results of a balanced scorecard review. In particular, the management is asking Jan for her opinion how the organization can enhance organizational performance through education of the organization's employees.
Which specific component of the balanced score is the management likely to be concerned with, in this scenario?
Answer: B
Explanation:
Section: Volume D
Explanation/Reference:
Answer option D is correct.
Learning and growth focus on employee training and attitudes towards the individual and corporate growth.
Chapter: Business Management and Strategy
Objective: HR Metrics: Measuring Results
NEW QUESTION # 55
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