What act prohibits discrimination on the basis of physical and mental disabilities?

A.

ADEA of 1967

B.

Rehabilitation Act of 1973

C.

VEVRAA of 1974

D.

IRCA of 1986

The HR Professional must take measures to ensure that he is involved with all areas of the
HR Impact Model. What component of the HR Impact Model serves as the process
integrator of all components?

A.

Programs and Processes

B.

HR Professional

C.

Catalyst

D.

Consultation

Henry is the HR Professional for his organization and he's discussing the status of Amy's
employment. Amy earns $87,500 per year and receives a paycheck via direct deposit every
two weeks. Amy was hired under the offer of a salary position, but she feels that she is
working far more than the agreed 40 hours per week. Based on these scenarios, do you
believe Amy is exempt or non-exempt?

A.

Amy is exempt because she is paid on a salary basis.

B.

Amy is not exempt because she is working more than ten percent of her total agreed
hours per week.

C.

Amy is exempt because she earns more than $1,000 per week.

D.

Amy is not exempt because she is offered bonuses as part of her pay.

As an HR Professional you should be familiar with OSHA forms for maintaining employee
records. OSHA form 301 is used to document the incident that caused the work-related
injury or illness. How long is an organization required to keep the form on record?

A.

One year from the date of the incident

B.

Five years following the year of the incident

C.

Three years following the year of the incident

D.

90 days following the year of the incident

As an HR Professional you must be familiar with several acts of congress, laws, and
regulations that address risks in the workplace. Which of the following laws was the first to
establish consistent safety standards for workers?

A.

Mine Safety and Health Act

B.

USA Patriot Act

C.

Occupational Safety and Health Act

D.

Homeland Security Act

Sally is an HR Professional for an organization and she's working with Holly another HR
Professional. Holly is concerned with effectiveness of a new policy. Sally is concerned with
the efficiency of the new policy. What is the difference between effectiveness and
efficiency?

A.

These are the same values in human resources.

B.

Efficiency is doing things right. Effectiveness is doing the right things.

C.

Efficiency is being effective when doing things. Effectiveness is doing the right things efficiently.

D.

Efficiency is knowing what to do. Effectiveness is doing what you know you should.

As an HR Professional you should be familiar with the terminology, practices, and rules
governing union-based strikes. What is the ally doctrine?

A.

A union may expand upon its primary picketing activity to include employees who are
allies of the primary employer.

B.

 Employers cannot force friends, colleagues, and family members into joining a union
picket. Allies of the picketing union can allow allies into the picket line.

C.

A union may expand upon its primary picketing activity to include employers who are
allies of the primary employer.

D.

A union may serve as an ally to another striking union by allowing their members to join
the picket against the primary employer.

The management and union are proceeding to an arbitration hearing that will be conducted
by an arbitration panel. Which one of the following best describes the makeup of the
arbitration panel?

A.

There are three arbitrators all of whom are randomly selected to serve from a pool of
pre-approved management and union arbitrators.

B.

There are three arbitrators all of whom must be approved to participate by the
management and the union.

C.

 There are three arbitrators, one selected by the management, one selected by the
union, and a neutral arbitrator whom both management and union approve of.

D.

There are three arbitrators, all of whom are selectedby the party not bringing the
grievance.

Your organization is likely to be purchased by a competitor. The Management has asked
you, in confidence, to complete environmental scanning to determine the effects of the
purchase on your organization's culture, customers, and employees. What is environmental
scanning?

A.

Environmental scanning is a review of the opportunities and threats that a condition may
have on an organization.

B.

Environmental scanning is the process of assessing the effects of an organization
change on both macro and micro elements in an organization.

C.

Environmental scanning is a review of the cultural achievability of a new project,
organizationalchange, or market influence on at least three factors in an organization.

D.

Environmental scanning is an internal review of an external catalyst.

Your organization has decided to close one of the manufacturing plants, where it employs
250 employees. The closing is not a reflection of the employee's performance, but due to
poor sales of the equipment the plant produces. What is the employer required to do for the
employees in light of the plant closing?

A.

Offer a written notice of the plant closing at least 60 days prior to the closing date.

B.

Offer the employees an opportunity to resign from their position with two week
severance pay.

C.

Offer the employees a transfer to other plants that will remain open.

D.

Offer the employees a final performance assessment.