HR all events, conferences in 2023
Fri, 12 May 2023
Inspirational journeys
Follow the stories of academics and their research expeditions
SPHR Questions - Part 87
1. You are completing a Form I-9 with a newly hired employee. Which one of the following documents is not allowed as a proof of identity and employment eligibility for the newly hired employee?
A) Driver's license
B) Expired US passport
C) Unexpired reentry permit
D) Certificate of naturalization
2. You are a HR Professional for your organization and you're educating your staff on the Pregnancy Discrimination Act. Which one of the following statements about the Pregnancy Discrimination Act is not true?
A) If an employer provides any benefits to workers on leave, the employer must provide the same benefits for those on leave for pregnancy-related conditions.
B) An employer is allowed to refuse to hire a pregnant woman because of the imminent time frame of the needed leave to deliver and care for the child.
C) Employers must provide the same level of health benefits for spouses of male employees as they do for spouses of female employees.
D) Pregnancy related benefits cannot be limited to married employees.
3. On November 13, 2000 CFR Part 60-2 was revised to address affirmative action to make the rules more accessible and easier to implement. Which of the following statements is not part of this significant update to the Affirmative Action program in CFR Part 60-2?
A) Reaffirmed that affirmative action isn't to establish quotes, but to create goals
B) Workforce analysis was replaced with a one-page organizational profile
C) Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups
D) Reduced the number of additional required elements of the written Affirmative Action Plan from 10 to 4
4. What law prohibits employers from hiring undocumented workers?
A) IRCA
B) Rehabilitation Act
C) VEVRAA
D) Uniform Guidelines on Employee Selection Act
5. John's organization has collected several applications for an employment position within his organization. The data collected from these applications must be kept secure and private, especially in light of the Privacy Act of what year?
A) 2007
B) 1964
C) 1968
D) 1974
A) Driver's license
B) Expired US passport
C) Unexpired reentry permit
D) Certificate of naturalization
2. You are a HR Professional for your organization and you're educating your staff on the Pregnancy Discrimination Act. Which one of the following statements about the Pregnancy Discrimination Act is not true?
A) If an employer provides any benefits to workers on leave, the employer must provide the same benefits for those on leave for pregnancy-related conditions.
B) An employer is allowed to refuse to hire a pregnant woman because of the imminent time frame of the needed leave to deliver and care for the child.
C) Employers must provide the same level of health benefits for spouses of male employees as they do for spouses of female employees.
D) Pregnancy related benefits cannot be limited to married employees.
3. On November 13, 2000 CFR Part 60-2 was revised to address affirmative action to make the rules more accessible and easier to implement. Which of the following statements is not part of this significant update to the Affirmative Action program in CFR Part 60-2?
A) Reaffirmed that affirmative action isn't to establish quotes, but to create goals
B) Workforce analysis was replaced with a one-page organizational profile
C) Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups
D) Reduced the number of additional required elements of the written Affirmative Action Plan from 10 to 4
4. What law prohibits employers from hiring undocumented workers?
A) IRCA
B) Rehabilitation Act
C) VEVRAA
D) Uniform Guidelines on Employee Selection Act
5. John's organization has collected several applications for an employment position within his organization. The data collected from these applications must be kept secure and private, especially in light of the Privacy Act of what year?
A) 2007
B) 1964
C) 1968
D) 1974
1. Right Answer: A
Explanation: Answer option A is correct.A driver's license is a document that is acceptable to establish identity, but it is not acceptable as a document that confirms eligibility of employment.Answer options B, D, and C are incorrect. An expired US passport, certificate of naturalization, and unexpired reentry permit are legitimate documents for the proof of employment eligibility and for identity.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
2. Right Answer: B
Explanation: Answer option B is correct.An employer cannot refuse to hire a woman based on her pregnancy.Answer options C, D, and A are incorrect. These are true statements and are part of the Pregnancy Discrimination Act.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation
3. Right Answer: C
Explanation: Answer option C is correct.The update to CFR Part 60-2 was revised and allowed employers with fewer than 150 employees, not 100, permission to prepare a job group analysis that usesEEO-1 categories as job groups.Answer options B, A, and D are incorrect. These statements are part of the CFR Part 60-2 revision.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation
4. Right Answer: A
Explanation: Answer option A is correct.The IRCA, or Immigration Reform and Control Act of 1986, prohibits employers from hiring undocumented workers (sometimes called illegal aliens). It is an Act ofCongress which reformed United States immigration law.Answer option D is incorrect. The Uniform Guidelines on Employee Selection Procedures was established in 1978 to address a uniform set of principles relative to all elements of the selection process.Answer option C is incorrect. VEVRAA is the Vietnam Era Readjustment Assistance Act.Answer option B is incorrect. The Rehabilitation Act prohibits discrimination on the basis of physical and mental disabilities.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
5. Right Answer: D
Explanation: Answer option D is correct.The Privacy Act of 1974 requires organizations to keep EEO-related matters private. This law is designed to protect the information the candidate has given to the organization as part of the application for the employment position.Answer options C, B, and A are incorrect. These are not valid years from the Privacy Act of 1974.Chapter: Workforce Planning and EmploymentObjective: Strategic Workforce Planning
Explanation: Answer option A is correct.A driver's license is a document that is acceptable to establish identity, but it is not acceptable as a document that confirms eligibility of employment.Answer options B, D, and C are incorrect. An expired US passport, certificate of naturalization, and unexpired reentry permit are legitimate documents for the proof of employment eligibility and for identity.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
2. Right Answer: B
Explanation: Answer option B is correct.An employer cannot refuse to hire a woman based on her pregnancy.Answer options C, D, and A are incorrect. These are true statements and are part of the Pregnancy Discrimination Act.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation
3. Right Answer: C
Explanation: Answer option C is correct.The update to CFR Part 60-2 was revised and allowed employers with fewer than 150 employees, not 100, permission to prepare a job group analysis that usesEEO-1 categories as job groups.Answer options B, A, and D are incorrect. These statements are part of the CFR Part 60-2 revision.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation
4. Right Answer: A
Explanation: Answer option A is correct.The IRCA, or Immigration Reform and Control Act of 1986, prohibits employers from hiring undocumented workers (sometimes called illegal aliens). It is an Act ofCongress which reformed United States immigration law.Answer option D is incorrect. The Uniform Guidelines on Employee Selection Procedures was established in 1978 to address a uniform set of principles relative to all elements of the selection process.Answer option C is incorrect. VEVRAA is the Vietnam Era Readjustment Assistance Act.Answer option B is incorrect. The Rehabilitation Act prohibits discrimination on the basis of physical and mental disabilities.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
5. Right Answer: D
Explanation: Answer option D is correct.The Privacy Act of 1974 requires organizations to keep EEO-related matters private. This law is designed to protect the information the candidate has given to the organization as part of the application for the employment position.Answer options C, B, and A are incorrect. These are not valid years from the Privacy Act of 1974.Chapter: Workforce Planning and EmploymentObjective: Strategic Workforce Planning
80% DISCOUNT: SPHR PRACTICE EXAMS
Tags:
shrm shrmcp shrm-scp shrmscp shrm-cp Human resource management Organizational behavior Talent acquisition Performance management Compensation and benefits Employee relations Training and development Diversity and inclusion Legal and ethical considerations HR metrics and analytics Strategic planning Change management HR technology Workforce planning Labor relations Employment law Recruitment and selection Career development0 Comments
Categories
Recent posts
What to Expect from HR Certification Exam: Tips and Strategies
Sat, 08 Apr 2023
The Cost of HR Certification: Is it Worth the Investment?
Sat, 08 Apr 2023
Leave a comment