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| Section | Objectives |
|---|---|
| Topic 1: Leadership and Strategy | |
| Topic 2: Employee Relations and Engagement | |
| Topic 3: Risk Management | |
| Topic 4: Total Rewards | |
| Topic 5: Learning and Development | |
| Topic 6: Talent Planning and Acquisition |
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NEW QUESTION # 290
As an HR Professional you must be familiar with particular labor-based acts of congress. One such act is the Taft-Hartley Act which addressed right-to-work states and unions. What does right-to-work states mean for unions and employees?
Answer: C
Explanation:
Section: Volume D
Explanation/Reference:
Answer option A is correct.
Right-to-work states, as addressed in the Taft-Hartley Act, state that employees aren't required to join a union in order to work.
Answer option B is incorrect. This isn't a valid statement as employees aren't required to join a union in order to work.
Answer option D is incorrect. The Taft-Hartley does allow employers to fire supervisors who are engaged in union activities or do not support the employer's position.
Answer option C is incorrect. The union does not conduct the hiring process for the organization.
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 # 291
Jennifer is an HR Professional and she's telling Hal about sexual harassment issues at their workplace.
Jennifer wants to distinguish between the types of sexual harassment in this conversation. What are the two categories of sexual harassment Jennifer should address?
Answer: A
Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
The two categories of sexual harassment are quid pro quo and hostile work environment. Quid pro quo describes a scenario where employment can be based on the acceptance or refusal of sexual advances. A hostile work environment describes unwelcome sexual conduct that interferes with a person's ability to complete their work, intimidation, or an offensive work environment.
Answer option A is incorrect. Overt and covert are not valid sexual harassment terms.
Answer option B is incorrect. Open and close are not valid sexual harassment terms.
Answer option D is incorrect. A hostile work environment describes unwelcome sexual conduct that interferes with a person's ability to complete their work, intimidation, or an offensive work environment.
Covert, however, is not a valid sexual harassment term.
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 # 292
Which of the following is described in the statement below?
"If an employee is called by the employer for work and there is no work available, the employer may be required by state law or employment agreements to pay for a minimum number of hours of work."
Answer: A
Explanation:
Explanation/Reference:
Answer option A is correct.
If an employee is called by the employer for work and there is no work available, the employer may be required by state law or employment agreements to pay for a minimum number of hours of work. This is known as reporting pay.
Answer option B is incorrect. Hazard pay is additional pay for working in dangerous conditions.
Answer option C is incorrect. Gross pay is the amount earned by an employee before taxes are not paid.
Answer option D is incorrect. Base pay is the foundation of an employer's compensation program because it reflects the value placed on individual jobs by the organization.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 293
Fred is a union employee who has been summoned by the management to an investigatory hearing regarding his conduct. Fred would like to have a union representative with him at the meeting. What is the name of the right that allows Fred to have a union representative with him at the meeting?
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
The Weingarten Right is a right based on the US Supreme Court case NLRB v. Weingarten in 1975. This case establishes the right of a union member employee to have a union representative present at investigatory meetings with management.
Answer option C is incorrect. The bumping right is the right of a senior employee whose position may be eliminated, and who opts to take the position of a less senior employee instead of losing the employment altogether.
The less senior employee is "bump" out of employment by the senior employee.
Answer option D is incorrect. Right of way is not a valid term for this scenario.
Answer option A is incorrect. Management rights describe the ability of management to manage their organization the way they see fit unless the management approach contradicts a union labor contract.
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: Employee Relations
NEW QUESTION # 294
The correlation coefficient is a statistical measurement that is useful for which of the following?
Answer: D
Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
The correlation coefficient is useful in determining whether two factors are connected. For example, the correlation coefficient will tell you whether an increase in resignations is related to a change in location of the worksite and, if so, whether the change had a strong impact on resignations. See Chapter 2 for more information.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Qualitative and Quantitative Analysis
NEW QUESTION # 295
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