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To be eligible for the SPHR exam, candidates must have at least four years of experience in a professional-level HR position, or a combination of education and experience that equals four years. Additionally, candidates must have a master's degree or higher, or a bachelor's degree and five years of experience in a professional-level HR position. SPHR Exam consists of 150 multiple-choice questions and takes approximately three hours to complete.
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Preparing for the SPHR Certification Exam requires a significant amount of time and effort. HRCI offers various resources to help individuals prepare, including study materials, webinars, and practice exams. Additionally, many HR professionals choose to attend preparatory courses offered by HRCI-approved providers or universities to ensure they are well-prepared for the exam.
NEW QUESTION # 20
An organization would like to hire a 15-year old for some duties in their business. Which one of the following rules would be breaking the requirements of the child labor provisions of the FLSA?
Answer: A
Explanation:
Section: Volume C
Explanation/Reference:
Answer option A is correct.
Employers are only allowed to employ 15 year olds, a maximum of three hours per school day, not more.
Answer option B is incorrect. A 15-year old may work only in non-school hours.
Answer option D is incorrect. A 15-year old may work no more than eight hours on a non-school day.
Answer option C is incorrect. The maximum a 15-year old may work is 18 hours per school week.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION # 21
Which of the following allows employees to work at home and connect to the office electronically?
Answer: D
Explanation:
Explanation/Reference:
Answer option A is correct.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning
NEW QUESTION # 22
Marcy is an hourly-paid employee in the JKJ Company. Her supervisor Tom has asked Marcy to not begin working on a presentation until he leaves a meeting. The meeting happens to last six hours and Marcy doesn't have other work to do while Tom is in the meeting. Marcy decides to read a book while she waits.
According to the Fair Labor Standards Act should Marcy be paid for reading the book? Choose the best answer:
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
Even though Marcy doesn't have other work to complete she is still to be paid for her time. This is an example of engaged to wait - as the company has purchased her time on an hourly basis and the current assignment is to wait for Tom.
Answer option A is incorrect. Engaged to wait means that Marcy will still be paid for her time.
Answer option D is incorrect. Lag time is the time to wait between activities in project management and isn't relative in this issue.
Answer option B is incorrect. While this answer is correct you must always pick the best answer, which is the example of engaged to wait.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 23
The police arrest an employee at the workplace for failing to register as a sexual offender. The employer did not request conviction information prior to hire.
What should HR do first?
Answer: B
Explanation:
The first action HR should take is to arrange to speak with the employee to understand the nature of the crime (A). At the SPHR level, handling arrests and criminal matters requires fact-finding, due process, and risk assessment.
An arrest alone does not establish guilt, and employment decisions should not be made without understanding the circumstances, job relevance, and potential risk. HR must gather information to determine whether the situation affects workplace safety, job duties, or legal compliance.
Immediate termination (B) without investigation may expose the organization to wrongful termination claims. Suspension (C) may be appropriate later but should follow initial assessment. Taking no action (D) ignores potential safety and reputational risks.
SPHR exam content emphasizes that HR must balance employee rights, workplace safety, and organizational liability through careful, consistent investigation.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (employee discipline; workplace safety).
* HRCI SPHR Study Guide - Managing arrests and criminal conduct in the workplace.
NEW QUESTION # 24
An organization has over 5,000 employees who are members of a union. The employees, however, are no longer happy with the union's performance and they would like to decertify the union from their representation. Who will decertify the union in this instance?
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
Certification and decertification of union representation is managed by the National Labor Relations Board.
Answer option C is incorrect. Management does not decertify the union; the NLRB does.
Answer option D is incorrect. The employees can demand the change if they have 30 percent of the employee signatures.
Answer option A is incorrect. The union doesn't decertify the employees; the NLRB does.
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 # 25
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