Free SPHR sample questions

Correct answer: Media

Explanation: Answer option C is correct. Media is not one of the four categories of workplace safety that is assessed. The four categories are financial, physical, human, and information. Answer options B, A, and D are incorrect. Financial, physical, and human are among the four assessed categories of risk. -- 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 Identification

Correct answer: No, because temporary employees do not have reinstatement rights.

Explanation: Answer option A is correct. Temporary employees do not have reinstatement rights under the Uniformed Services Employment and Reemployment Rights Act of 1994. Answer option B is incorrect. Temporary employees do not have reinstatement rights, but non-temporary employees do have reinstatement rights. Answer option C is incorrect. The 90-day notice is not a valid measurement for reinstatement of temporary personnel. Answer option D is incorrect. This isn't a valid statement as the act doesn't require an employer to reinstate temporary workers. -- 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

Correct answer: Form 300

Explanation: Answer option B is correct. Form 300 is OSHA's form that employers can use as a log book to document the how, what, when, where, and who of work-related injuries. The employer is obligated to complete this form within seven days of learning of a work-related injury. Answer option C is incorrect. OSHA form 301 is a form for work-related injuries or illnesses incidents. This form is to be kept by the employer for a minimum of five years following the year in which the incident occurred. Answer option D is incorrect. OSHA form 300A is used to record a numeric summary of all work-related injuries that have occurred in a work environment over the past year. The worksheet defines the incident, the number of employees affected, and the type of injuries and illness. Answer option A is incorrect. There's isn't a Form 3165, but there is 3165 Poster that defines employees' rights under OSHA. -- Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapters: 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

Correct answer: Occupational Safety and Health Act

Explanation: Answer option A is correct. Chapter: Risk Management Objective: Risk Assessment

Correct answer: Whistle-blower protection

Explanation: Answer option D is correct. Whistleblower standards protect an employee's right to file a complaint to OSHA about a workplace safety or health hazard. It is considered a basic employee right granted under the OSH act in 1970. Emergency action (A) is a type of plan required by OSHA, and the general duty clause (C) states that employers have a general duty to provide a safe and healthy workplace for employees. Chapter: Risk Management Objective: Review Questions

Correct answer: Risk transfer

Explanation: Answer option C is correct. Chapter: Risk Management Objective: Risk Management

Correct answer: Black Lung Benefits Act

Explanation: Answer option A is correct. Chapter: Risk Management Objective: Risk Management

Correct answer: Decertification

Explanation: Answer option B is correct. The NLRB will conduct a decertification election if the employees present a petition signed by 30 percent of the employees in the bargaining unit. Management may not participate in or encourage employees to circulate the petition or provide any support in the process. Doing so is considered an unfair labor practice. A union can be deauthorized (C) if employees want to remove a union security clause, such as dues check-off. If there is a valid CBA in place (D), the NLRB will not direct an election. The NLRA prohibits an election if one took place during the preceding 12 months (A). Chapter: Employee and Labor Relations Objective: Review Questions

Correct answer: Formulate strategy stage

Explanation: Answer option A is correct. The formulate strategy stage creates several things for the organization: vision, mission, corporate values, and corporate goals. As strategic planning can happen many times in an organization's life cycle, it may also be a refinement of the goals, vision, and mission. Answer option D is incorrect. The environmental scan stage identifies where the organization is now. Answer option B is incorrect. The pre-planning stage defines the process, participants, time, and planning tools for the strategic planning. Answer option C is incorrect. The implement strategy stage defines how the organization will achieve the vision, mission, and goals of the organization. -- 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: Business Management and Strategy Objective: Strategy

Correct answer: Interest arbitration

Explanation: Answer option B is correct. When there is arbitration between management and the union regarding contract language, it is commonly referred to as interest arbitration. Answer option A is incorrect. Decisions describe the resolution of grievances based on the interpretation of the contract. Answer option C is incorrect. Ad hoc arbitration isn't technically a term associated with contract language. Ad hoc arbitrators, however, is. Ad hoc arbitrators describe the ability of either management or union to be forced to use an arbitrator which they're not happy with. Answer option D is incorrect. Permanent arbitration isn't technically a term associated with contract language. Permanent arbitrators, however, are. Permanent arbitrators describer an arbitrator that stays with the party (management or union) for the duration of the contract. -- Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge. Chapter: Employee and Labor Relations Objective: Union Organization