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SPHR Valid Test Syllabus | SPHR Valid Braindumps

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q99-Q104):

NEW QUESTION # 99
Millie is an injured worker who has been back to work on modified duty for approximately 13 months. Which of the following return-to-work strategies would best help Millie get back to full duty?

A. Paying to have her evaluated by an independent medical examiner
B. Reasonably accommodating her into a more permanent position
C. Continuing the modified duty assignment until she is released to full duty
D. Terminating her employment as she is no longer qualified to do the work for which she was hired

Answer: A

Explanation:
Section: Volume G
Explanation/Reference:
Answer option A is correct.
An IME will allow Millie to be evaluated by an impartial third party. Modified duty is a short-term solution to be used when an injured worker is able to return to work but not to full duty (D). A reasonable accommodation strategy (B) may become necessary, but only after Millie's diagnosis and treatment plan is clearly understood. Terminating her employment (C) prior to identifying the extent of her qualifications and limitations is not advisable.
Chapter: Risk Management
Objective: Review Questions

NEW QUESTION # 100
According to the WARN Act, an employer with 200 employees is required to provide 60 days' notice of a mass layoff when which of the following is true?

A. The employer lays off 5 employees a week for 3 months.
B. The employer is seeking additional funding and will lay off 70 employees if the funding falls through.
C. A major client unexpectedly selects a new vendor for the company's products, and the company lays off 75 employees.
D. A flood requires that one of the plants be shut down for repairs, and 55 employees are laid off.

Answer: A

Explanation:
Explanation/Reference:
Answer option C is correct.
The WARN Act requires employers to provide 60 days' notice when 500 employees or 33 percent of the workforce are laid off, and it requires the number to be counted over a period of 90 days. Five employees a week for 3 months is a total of 65 employees (5 employees times 13 weeks), which is 33 percent of the workforce. The three exceptions are the "faltering company exception" (A) when knowledge of a layoff will negatively impact the company's ability to obtain additional funding, the "unforeseeable business circumstance" (B) when unexpected circumstances occur, and the "natural disaster" (D) exception. See Chapter for more information.
Chapter: Workforce Planning and Employment
Objective: Organization Exit/Off-Boarding Processes

NEW QUESTION # 101
Which of the following standards requires employers to provide employees with information about physical and health hazards related to the use of chemicals in the workplace?

A. Hazard Communication Standard
B. Personal Protective Equipment
C. Occupational Noise Exposure
D. Medical Services and First Aid

Answer: A

Explanation:
Section: Volume G
Explanation/Reference:
Answer option B is correct.
Chapter: Risk Management
Objective: Risk Assessment

NEW QUESTION # 102
Samantha applied as an outside sales rep for a new sales territory. Part of the selection process included an assessment test that measures successful sales characteristics. Samantha scored particularly high on the test. During the interview, Christopher, the hiring manager, had some concerns about how well Samantha would fit into the company culture, but when he learned how high she scored on the test, he immediately decided to hire her. What bias could be at work in this situation?

A. Stereotyping effect
B. Cultural-noise effect
C. Knowledge-of-predictor effect
D. Halo effect

Answer: C

Explanation:
Section: Volume D
Explanation/Reference:
Answer option B is correct.
The knowledge-of-predictor effect occurs when an interviewer is aware that a candidate has scored particularly high or low on an assessment test and allows this to affect the hiring decision. The halo effect (A) occurs when the interviewer allows a single positive characteristic of the candidate to overshadow other considerations. Cultural noise (C) occurs when a candidate gives answers they think the interviewer wants to hear. Stereotyping (D) occurs when the interviewer makes assumptions about a candidate based on generalizations about the group the candidate belongs to (for example, women). See Chapter 4 for more information.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs

NEW QUESTION # 103
Fred is creating a user manual for his organization. On the cover of the manual he has added a picture of a flower that he found on a website. You ask Fred if he has permission to use the flower and what rights are retained for the flower picture. Fred informs you that the photo came from a website so it's in the public domain. Are photos and images from web sites considered to be in the public domain?

A. Yes, all images, not words or text, are copyright free online.
B. No, photos and images from web sites are protected by International Electronic Copying Laws.
C. No, photos and images from web sites are still protected by copyright laws.
D. Yes, the Internet is owned by the government so anything online is in the public domain.

Answer: C

Explanation:
Explanation/Reference:
Answer option A is correct.
Just because an image is on a website doesn't mean the copyright laws don't exist for the site. Images, photos, and web content are copyright protected. Some websites allow people to purchase rights or have access to limited rights of the image. Each web site may have different rules and applicable policies.
Answer option D is incorrect. There is no such law as International Electronic Copying Law.
Answer option C is incorrect. The government does not own the Internet; it is a connection of private networks and public networks.
Answer option B is incorrect. Images are not copyright free just because they are online.
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: Human Resource Development
Objective: Federal Employment Legislation

NEW QUESTION # 104
......

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SPHR Valid Test Syllabus | SPHR Valid Braindumps

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q99-Q104):

Free PDF Quiz 2025 SPHR: Professional The Professional in Human Resources (SPHR) Valid Test Syllabus

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