PHR Online Practice Questions and Answers

Correct Answer: A

An exempt employee is someone who is paid on a salary basis and earns more than $455 per week. As the question states, Amy was hired under the offer of a salary. Answer option C is incorrect. While Amy does earn more than $1,000 per

week, this doesn't automatically qualify her as exempt.

Answer option D is incorrect. Bonuses do not automatically qualify someone as non-exempt. Answer option B is incorrect. The question doesn't tell how much additional hours Amy is actually working so this isn't a good choice. The amount of

hours a person works doesn't directly affect their exempt or non-exempt status.

Correct Answer: A

This is an example of sharing as the organization is sharing the opportunity with another firm. Without the other firm's cooperation the company wouldn't be able to win the contract. Both parties share the risk and the reward for the work. Answer option C is incorrect. Enhancing is a positive risk event that aims to enhance the conditions that would make a positive risk event likely to occur. For example, a company could add more workers to a project to beat a deadline and win a bonus from the customer. Answer option D is incorrect. Transference is a negative risk response that transfers the risk to a third party, usually for a fee. Answer option B is incorrect. Mitigation is a risk response to reduce the probability and/ or impact of a negative risk event.

Correct Answer: ABC

The Fair Labor Standards Act (FLSA) of 1938 established the following:

Minimum wage requirement

Laws for protecting American children against labor exploitation Criteria for exempt and nonexempt employees

Answer option D is incorrect. Health insurance requirement are not established by FLSA.

Correct Answer: A

Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex, or national origin.

Answer option D is incorrect. The Fair Labor Standards Act of 1958, also known as the Equal Pay Act, prohibits sex-based wage discrimination.

Answer option C is incorrect. ADEA of 1967 prohibits discrimination in employment on the basis of age (40 years or older).

Answer option B is incorrect. Americans with Disabilities Act (ADA) and Rehabilitation Act of 2008 make important changes to the definition of the term "disability" by rejecting the holdings in several Supreme Court decisions and portions of

EEOC's ADA regulations.

Correct Answer: D

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 B 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 C 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.

Correct Answer: C

The Department of Labor does not recommend that an organization shares the findings of the internal audit and reporting system with all employees, only management.Answer options B, A, and D are incorrect. They are parts of the Department of Labor's recommendations for the internal audit and reporting system.

Correct Answer: A

The Federal Labor Standards Act does not address commissions, royalties, and tips. The four things the act does address are minimum wage, record keeping, overtime, and child labor. Answer options D, C, and B are incorrect. Minimum wage, record keeping, and overtime are addressed by the Federal Labor Standards Act.

Correct Answer: B

A range is the space between the minimum and maximum pay for the type of work or role an employee satisfies in an organization.

Answer option D is incorrect. A range is not assigned to employees worth based on incentives. Answer option A is incorrect. Ranges are not federally mandated so this choice is not valid. Answer option C is incorrect. The choice isn't valid

because it's not the worth of the responsibilities, but the range of pay from minimum to maximum for employees.

Correct Answer: B

Planning is the foundation for a manager to establish the goals of the organization. Answer option C is incorrect. The organization's mission statement communicates the direction, intent, and purpose of the organization. Answer option D is incorrect. Planning is to provide groundwork for the managers to achieve their goals, but for the organization to achieve its goals. Answer option A is incorrect. Planning, in project management, does provide direction to the project team to reach their goals, but in this context it's planning for the organization, not a project.

Correct Answer: B

Quid pro quo happens when the acceptance or decline of an unwanted sexual advance leads to a hiring, employment, or workplace decision.

Because Sammy refused the dinner date, Pat didn't hire Sammy. Answer option A is incorrect. Covert is not a valid sexual harassment term. Answer option C is incorrect. Contingent is not a valid sexual harassment term. 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.