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The Society for Human Resource Management Certified Professional (SHRM-CP) exam is a certification exam designed for human resource professionals that want to demonstrate their expertise in the field. Society for Human Resource Management Certified Professional certification is offered by the Society for Human Resource Management (SHRM), a global organization that represents more than 300,000 HR professionals in over 165 countries.
NEW QUESTION # 22
Arthur is an employee of a distribution company and is looking to request FMLAapproved leave for personal reasons. Arthur contacts Brad, a human resources professional at the company, to find out if he is eligible for this type of leave. Arthur has worked for the company for 9 months. What is the minimum period of time that an employee needs to work for an employer to request leave according to FMLA guidelines?
- A. 12 months
- B. 15 months
- C. 8 months
- D. 10 months
- E. 18 months
Answer: A
Explanation:
Explanation: According to FMLA guidelines, an employee must work for an employer for a minimum of 12 months (not necessarily consecutively) in order to apply for FMLAapproved leave. Because Arthur has only worked for the company for 9 months, he will not be eligible to apply for type of leave, which is what Brad - as the human resources professional - will be required to explain to Arthur. Answer choices A, B, D, and E are incorrect because each represents the wrong period of time for FMLA leave.
NEW QUESTION # 23
The risk areas that the human resources professional is responsible for considering include all of the following except:
- A. Business continuity
- B. Safety and health
- C. Labor relations
- D. Legal compliance
- E. Workplace privacy
Answer: C
Explanation:
Explanation: The category of labor relations is not considered to be one of the larger risks that a human resources professional must consider. Compliance with labor relations laws would fall under the category of legal compliance as a whole, but it is not a separate area of risk management. Answer choices A, B, C, and E are all incorrect because they represent distinct areas of risk that a human resources professional must consider.
NEW QUESTION # 24
Which of the following is a provision of the Fair Labor Standards Act of 1938?
- A. The maximum work week is 45 hours.
- B. Overtime pay must be 1.5 times the normal hourly wage.
- C. Children may work unlimited hours, provided working conditions are safe.
- D. All previous compensation laws are obsolete.
Answer: B
Explanation:
Explanation: One provision of the Fair Labor Standards Act of 1938 is that overtime pay must be 1.5 times the normal hourly wage. Employers may give compensatory time off in lieu of overtime pay. An employee should receive 1.5 times as much compensatory time off as he has worked in overtime. The FLSA established that children may only work limited hours, that the maximum work week is 40 hours, and that some previous compensation laws remain valid.
NEW QUESTION # 25
Risk transfer can typically be effected by doing which of the following?
- A. Purchasing employment practices liability insurance to protect a business
- B. Reviewing employment policies frequently to avoid the chances of an employee lawsuit
- C. Being familiar with chances of risk and creating a financial buffer against future costs
- D. Taking advance action to consider potentials for risk and prevent problems from occurring
Answer: A
Explanation:
Explanation: Employment practices liability insurance is available to provide businesses with a form of risk transfer; with the insurance, the business can transfer at least part of the cost of risk to another source. Reviewing employment policies to avoid the chances of an employee lawsuit is considered risk mitigation. Taking advance action to consider potentials for risk and prevent problems from occurring is part of risk avoidance. Being familiar with chances of risk and creating a financial buffer against future costs is considered risk acceptance.
NEW QUESTION # 26
In which case did the Supreme Court rule that job requirements must be demonstrably related to the job?
- A. Griggs v. Duke Power (1971)
- B. Automobile Workers v. Johnson Controls (1977)
- C. Albemarle Paper v. Moody (1975)
- D. NLRB v. J.
Weingarten, Inc. (1975)
Answer: A
Explanation:
Explanation: In Griggs v. Duke Power (1971), the Supreme Court ruled that job requirements must be demonstrably related to the job. This case was the result of a complaint brought by the black employees of a Duke Power, an energy company in North Carolina. The Supreme Court that Title VII forbade Duke Power from using aptitude tests to keep black employees from a faster promotional track. Even though there was no clear reason for black candidates to score lower on the test, the Court declared that any measure that furthered discrimination was prohibited.
NEW QUESTION # 27
Ilsa, a manager of a large municipal department, is generally commended for her handson approach and effectiveness. However, she has a tendency to lose her temper with employees when she is under stress, and several complaints have been made. Ilsa's boss Kathryn is making an effort to improve Ilsa's behavior, and she has decided to employ Skinner's theory of Operant Conditioning. Which of the following would be an example of negative reinforcement?
- A. For every week that goes by without an employee complaint, Ilsa will not have to meet with Kathryn for a behavioral review.
- B. To avoid provoking Ilsa into a bad temper due to stress, Kathryn will review her workload to see if more work can be delegated within the department.
- C. For every week that goes by without an employee complaint, Kathryn will reward Ilsa by documenting the behavior with an official commendation.
- D. For every employee complaint about Ilsa's bad temper, Kathryn will document the incident with an official warning.
Answer: A
Explanation:
Explanation: Negative Reinforcement occurs when a good behavior occurs and a negative result for behavior is removed. The behavioral review would be considered a negative result of poor behavior; when this is removed after a week of no employee complains, Kathryn is applying Negative Reinforcement. Answer choices A reflects Skinner's strategy of Punishment. Answer choice C reflects Skinner's strategy of Positive Reinforcement. Answer choice B reflects a possible combination of Positive Reinforcement and Extinction. It does not, however, represent a single strategy laid out by Skinner.
NEW QUESTION # 28
Michal is interested in applying for a promotion within the publishing company where she works. What type of application would be most appropriate for the human resources professional to provide in this situation?
- A. Jobspecific application
- B. Weighted application
- C. Shortform application
- D. Longform application
Answer: C
Explanation:
Explanation: A shortform application is appropriate for job transfers and job promotions within the same company, so this would be appropriate for Michal's situation. A jobspecific application is useful for companies that hire a number of workers for the same type of (or similar) jobs. A longform application is considered standard for allowing candidates to include their entire educational and work history. A weighted application is appropriate for companies that need to focus on certain candidate qualifications over others.
NEW QUESTION # 29
Which of the following represents a legitimate reason for company management to conduct a workplace investigation?
- A. The human resources supervisor recognizes clear organizational problems within the human resources department
- B. Management becomes aware of a breach in legal compliance
- C. The company experiences a rapid reduction in the price of their stock
- D. A supervisor reports a disagreement among coworkers in his or her department
- E. An employee is accused of inappropriate behavior toward other employees
Answer: E
Explanation:
Explanation: If an employee is accused of inappropriate behavior toward other employees, the company management has an obligation to conduct a workplace investigation. Answer choice B is incorrect because a workplace investigation is related to activities and behavior in the workplace; a rapid reduction in the price of the stock would not require a workplace investigation. Answer choice C is incorrect because company management would not require a workplace investigation due to a breach in legal compliance. Answer choice D is incorrect because disagreements among coworkers are par for the course in the workplace. It is the substance of the disagreement that might cause a workplace investigation. Answer choice E is incorrect because management would not require a workplace investigation due to organizational problems within the human resources department.
NEW QUESTION # 30
Which of the following best defines featherbedding?
- A. When a union overcharges employees the union fees
- B. When an obsolete job is retained to ensure an employee is not terminated
- C. When an employer ceases to do business with another employer
- D. When a union coerces an employee to participate in union activities
- E. When an employer treats an employee badly for acting as a whistleblower
Answer: B
Explanation:
Explanation: Featherbedding occurs when a union requires that an otherwise obsolete job remains intact at an organization in order to avoid terminating an employee. Answer choice A is incorrect because it describes a hot cargo agreement. Answer choice C is incorrect because it simply describes a type of union coercion. Answer choice D is incorrect because it describes another type of union coercion or restraint of employees. And answer choice E is incorrect because it describes a type of employer coercion or restraint, but it does not describe featherbedding.
NEW QUESTION # 31
Which of the following is not considered a type of FMLA leave?
- A. Permanent
- B. Continuous
- C. Reduced
- D. Intermittent
Answer: A
Explanation:
Explanation: FMLA leave falls into one of the following three categories: continuous, reduced, or intermittent. FMLA does not provide for permanent leave, in the sense that the employer is not expected to provide coverage if the employee ceases to be part of the company. Permanent leave is ultimately termination and falls under different laws altogether.
NEW QUESTION # 32
Pattern bargaining, whipsawing, and leapfrogging are all alternate names for which of the following collective bargaining strategies?
- A. Singleunion bargaining
- B. Multiemployer bargaining
- C. Parallel bargaining
- D. Multiunit bargaining
Answer: C
Explanation:
Explanation: Pattern bargaining, whipsawing, and leapfrogging are all alternate names for parallel bargaining. Singleunit bargaining has no alternate names. Multiemployer bargaining also has no recognized alternate names. Multiunit bargaining is also known as coordinated bargaining.
NEW QUESTION # 33
The Consolidated Omnibus Reconciliation Act (COBRA) requires that companies employing a certain number of people - or more - must offer a specified amount of health benefits. What is the minimum number of employees that a company must have for COBRA guidelines to be in effect?
- A. 0
- B. 1
- C. 2
- D. 3
- E. 4
Answer: E
Explanation:
Explanation: COBRA regulations state that a company with at least 20 employees must provide a defined amount of health benefits for employees. Answer choices A, C, D, and E are all correct because they fail to recognize the requirements of COBRA regarding minimum number of employees.
NEW QUESTION # 34
When the federal and state minimum wages are different, which one takes precedence?
- A. The lower wage
- B. Federal minimum wage
- C. State minimum wage
- D. The higher wage
Answer: D
Explanation:
Explanation: When the federal and state minimum wages are different, the higher wage takes precedence. This policy is part of the Fair Labor Standards Act. As of July 2009, federal minimum wage was set at $7.25 an hour. Unless they are exempt for some reason, employees are owed at least minimum wage for all compensable time.
NEW QUESTION # 35
Which of the following best describes an environmental scan that might occur during strategic planning?
- A. Reviewing policy and procedures for any noncompliance with environmental regulations
- B. Analyzing indoor conditions to ensure overall employee health
- C. Collecting details that will help the company project a goal for growth and development
- D. Using research and development techniques to create an effective business plan
- E. Collaborating with the Environmental Protection Agency (EPA) for improving the company's green standards
Answer: C
Explanation:
Explanation: An environmental scan has to do with the gathering of information that will help to project company growth and development. In other words, an environmental scan helps a company to review historical data to begin the process of preparing for expected or planned growth in the company. The environmental scan has nothing to do with environmental standards, federal or otherwise. This means that answer choices A, B, and E can be eliminated because all refer to outdoor or indoor environment, the EPA, and green standards. Answer choice D may be eliminated as well because the environmental scan does not relate to research and development techniques, nor is it specifically related to a business plan in the immediate sense.
NEW QUESTION # 36
What is one common problem with costperhire metrics?
- A. They overemphasize advertising.
- B. They make no distinctions between job groups.
- C. They omit costs that are not related to specific candidates.
- D. They are overly dependent on external economic factors.
Answer: C
Explanation:
Explanation: One common problem with costperhire metrics is that they omit costs that are not related to specific candidates. The costperhire measure is determined by dividing total costs by number of hires. It is important that the costs and hires be taken from the same time interval. To be comprehensive, a costperhire measure should include the salaries of those employed to make hires, the cost of advertising, and any other administrative costs incurred during the hiring process.
NEW QUESTION # 37
Which type of medical insurance plan makes contract arrangements directly with employers?
- A. preferred provider organization
- B. physician hospital organization
- C. health maintenance organization
- D. feeforservice plan
Answer: B
Explanation:
Explanation: A physician hospital organization makes contract arrangements directly with employers. In this system, physicians and hospitals act as a single entity. In a health maintenance organization (HMO), patients are managed by a gatekeeper physician, who refers them to other medical professionals when necessary. In a preferred provider organization, patients work with a designated network of medical professionals. Feeforservice plans allow the patient to shop around for medical services, the costs of which are initially covered by the patient, who is later reimbursed.
NEW QUESTION # 38
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