Five years following the year of the incident

OSHA Form 301 is an injury and illness incident report that employers are required to keep on file
for five years following the year of the injury.
Answer option A is incorrect. Employers are obligated to keep the form on file for five years
following the year of the injury.
Answer option B is incorrect. Employers are obligated to keep the form on file for five years
following the year of the injury.
Answer option D is incorrect. Employers are obligated to keep the form on file for five years
following the year of the injury.
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk
Management. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment

Disparate treatment

Answer option C is correct.
Fran should not inspect Lucas' work just because he has asked for time off based on a religious
holiday.
Answer option A is incorrect. There's no evidence of past historical discrimination in this example
Answer option B is incorrect. This isn't a valid answer for the question as any discrimination based
on religion falls into disparate discrimination.
Answer option D is incorrect. Quality control does inspect the quality of the work, but it's equal for
all project deliverables, not just the deliverables tied to Lucas and his request for time off for the
religious holiday.
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: Risk Management
Objective: Risk Assessment

Stress is a harmful physical and emotional response that occurs when the requirements of the job
don't match the capabilities, resources, or needs of the worker.

Answer option C is correct.
This definition of stress is from the NIOSH booklet "Stress at Work" and it's the best definition
given of stress in the workplace. The HR Professional must be aware of stress and the risk it
introduces to the workplace.
Stress is harmful physical and emotional responses that occur when the requirements of the job
do not match the capabilities, resources, or needs of the worker.
Answer option A is incorrect. This is a good definition of stress, but it doesn't address the
capabilities, resources, or needs of the employee.
Answer option B is incorrect. Poor diet, lack of exercise, and lack of sleep may contribute to
stress, but this isn't always the case.
Answer option D is incorrect. This is a good definition of stress, but it's not as robust as the
definition from the NIOSH booklet "Stress at Work."
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-
5. Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR
Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment

FECA

Answer option C is correct.
Federal Employees Compensation Act (FECA) is a law that provides rules for compensation
benefits to federal employees for work-related injuries or illnesses. FECA contains legal provision
for giving compensation to their surviving dependents if a work-related injury or illness results in
the employee's death.
Answer option A is incorrect. OSHA stands for Occupational Safety and Health Administration.
OSHA is an agency of the United States Department of Labor. It was created by Congress of the
United States under the Occupational Safety and Health Act, signed by President Richard M.
Nixon, on December 29, 1970. Its mission is to prevent work-related injuries, illnesses, and
occupational fatality by issuing and enforcing standards for workplace safety and health. The
agency is headed by a Deputy Assistant Secretary of Labor. OSHA issues guidelines and
regulations for the safe use of a computer.
Answer option B is incorrect. The Black Lung Benefits Act (BLBA) is a law that provides benefits to
coal miners who have been disabled by pneumoconiosis as a result of their work in the mines.
Benefits are also paid to surviving dependents if the miner dies from the disease.
Answer option D is incorrect. The Fair Labor Standards Act (FLSA) defines a list of jobs not
suitable for children between the ages of 16 and 18.
Chapter: Risk Management
Objective: Risk Assessment

Ask Richard whether he has any suggestions for an accommodation.

Answer option C is correct.
To assess the reasonableness of a requested accommodation, employers should ask employees
to describe their limitations, how those limitations affect their performance of essential job
functions, and whether they have suggestions for an accommodation that would allow them to
perform the functions. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Management

Transference

Answer option B is correct.
Transference doesn't make the risk go away, but it transfers the risk to a third party, usually for a
fee. Purchasing insurance is an example of transference.
Transference
Transference is a strategy to mitigate negative risks or threats. In this strategy, consequences and
the ownership of a risk is transferred to a third party. This strategy does not eliminate the risk but
transfers responsibility of managing the risk to another party. Insurance is an example of
transference.
Answer option A is incorrect. Avoidance is changing the project plan, organization goals, or work
to completely remove, or avoid, the risk event.
Answer option C is incorrect. Acceptance is generally for smaller risk events, or risk events that
cannot be avoided, such as weather.
Answer option D is incorrect. Sharing is a positive risk response where an organization partners
with another entity to realize an opportunity. A teaming agreement between competitors is an
example of sharing.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-
43096-5. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR
Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body
of Knowledge.
Chapter: Risk Management
Objective: Risk Management

Workplace accidents

Answer option A is correct.
Based on Ravi Tangri's book Stress Costs, stress is responsible for 60 percent of workplace
accidents.
Answer option B is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for
40 percent of employee turnover.
Answer option C is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for
19 percent of employee absenteeism.
Answer option D is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for
10 percent of drug plan costs.
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk
Management. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Risk Management
Objective: Risk Management

30 days

Answer option A is correct.
For leave greater than 30 days and less than 240 days, the employer must offer COBRA-like
health coverage at the request of the employee.
Answer option B is incorrect. The COBRA-like health coverage begins on day 30, not 60.
Answer option C is incorrect. The COBRA-like health coverage begins on day 30, not 120.
Answer option D is incorrect. The COBRA-like health coverage begins on day 30, not 240. 240
days is actually the maximum days the employee is eligible for coverage.
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

The National Labor Relations Board

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

Acceptance

Answer option D is correct.
Acceptance is a risk response that accepts the event with the understanding that if the event
happens, the organization will deal with the ramifications and impact at the time of the event. Outof-
pocket payments are an example of acceptance.
Acceptance response
Acceptance response is a part of the Risk Response planning process. Acceptance response
delineates that the project plan will not be changed to deal with the risk. Management may
develop a contingency plan if the risk does occur. Acceptance response to a risk event is a
strategy that can be used for risks that pose either threats or opportunities. Acceptance response
can be of two types:
Passive acceptance: It is a strategy in which no plans are made to avoid or mitigate the risk.
Active acceptance: Such responses include developing contingency reserves to deal with risks in
case they occur.
Acceptance is the only response for both threats and opportunities.
Answer option B is incorrect. Mitigation reduces the probability and/or impact of risk event.
Answer option A is incorrect. Transference transfers the risk event to a third party, usually for a
fee.
Answer option C is incorrect. Sharing is a positive risk response where an organization partners
with another entity to realize an opportunity. A teaming agreement between competitors is an
example of sharing.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-
43096-5. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR
Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body
of Knowledge.
Chapter: Risk Management