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QUESTION NO: 12

Kelly’s organization has posted a new job opening for their organization. This job opening is for a

woman to be the restroom attended, for all women’s restrooms and locker rooms, in their

organization. Kelly believes, however, that the requirement for the applicant to be a female is a

violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer

for this scenario?

A. This is an example of an exception by bona fide occupational qualification to the Title VII of the

Civil Rights Act of 1964

B. This is an example of a violation of the Title VII of the Civil Rights Act of 1964

C. The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964

D. This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal

paying and titled job for the men’s restroom and locker rooms in the company

Answer: A

Explanation:

This is an example of a bona fide occupational qualification for the position because of the nature of

the job and type of employee, female, that is needed in this instance.

Answer option C is incorrect. The sex of applicants is not excluded from the Title VII of the Civil

Rights Act of 1964.

Answer option B is incorrect. This is not a violation of the Title VII of the Civil Rights Act of 1964

because some jobs may have an unintended discriminatory basis.

Answer option D is incorrect. The existence of a similar job for men or women does not

automatically create exclusion to the Title VII of the Civil Rights Act of 1964.

QUESTION NO: 6

Your organization has a retirement benefits plan that is covered by ERISA . Under ERISA, which of the

following is your organization required to do for the plan participants?

A. Provide each participant with plan information, specifically about the features and funding of the

plan through a summary plan description at a cost of no more than $7 per participant, per year.

B. Provide each participant with plan information, specifically about the features and funding of the

plan through a summary plan description at no cost.

C. Provide each participant with monthly plan information, specifically about the features and

funding of the plan through a summary plan description at no more than $7 per participant, per

month.

D. Provide each participant with monthly plan information, specifically about the features and

funding of the plan through a summary plan description at no cost.

Answer: B

Explanation:

The plan administrator is required to provide participants, at no cost, with plan information about

the features and funding of the plan.

Answer option A is incorrect. The information must be provided to the participants from the plan

administrator at no cost.

Answer option D is incorrect. Monthly information is not mandated so this choice isn’t the best

answer.

Answer option C is incorrect. Monthly information is not mandated, and the information must be

provided at no cost to the plan participants.

QUESTION NO: 7

Fran is a HR Professional for her organization and she is interviewing applicants for a warehouse

position. One of the candidates has written on his application that he speaks Spanish. Fran

interviews this candidate in Spanish and interviews all other candidates in English. This is an example

of what?

A. Disparate treatment

B. Disparate impact

C. Accommodation

D. Perpetuating past discrimination

Answer: A

Explanation:

Technically this is an example of disparate treatment. Fran has treated this applicant differently than

the other applicants because the person says he speaks Spanish.

Answer option D is incorrect. There is no evidence of past discrimination in this example to make this

choice correct.

Answer option B is incorrect. The disparate impact happens when a seemingly neutral policy has a

disproportionately negative effect on the protected class.

Answer option C is incorrect. Accommodation is not a valid term for this scenario.

QUESTION NO: 8

As a Senior HR Professional, you should be familiar with non-monetary rewards that your company

provides for its employees. Which of the following is an example of non-monetary reward?

A. Satisfaction from challenging and exciting assignments

B. Esteem from working with other talented people

C. Cash compensation

D. On-site cafeteria

Answer: D

Explanation:

An on-site cafeteria is an example of a non-monetary reward.

Answer option B is incorrect. Esteem from working with other talented people is an extrinsic reward.

Answer option A is incorrect. An intrinsic reward is an outcome that gives satisfaction to an

individual from challenging and exciting assignments. An intrinsic reward encourages employee’s self

esteem.

Answer option C is incorrect. Cash compensation is a monetary reward for employment.

QUESTION NO: 11

Your manager has approached you regarding her desire to outsource certain functions to an external

firm. She would like for you to create a document to send to three vendors asking them for solutions

for these functions that your organization is to outsource. What type of a procurement document

would you create and send to the vendors in this instance?

A. Request for Proposal

B. Request for Quote

C. Invitation for Bid

D. Request for Information

Answer: A

Explanation:

A request for proposal (RFP) is a procurement document that asks the vendor to provide solutions,

ideas, and detailed information about the outsourced function. The vendor will provide a proposal in

response to the RFP. An RFP is often sent with a statement of work that details the outsourcing need

that the vendor is to provide a solution and a price.

Answer option B is incorrect. A Request for Quote (RFQ) is a procurement document that asks the

vendor to provide just a price for the solution to be purchased – no ideas or suggestions are needed

from the vendor. RFQ are often used with materials, such as cost per metric ton or cost per unit.

Answer option C is incorrect. An invitation for bid (IFB) is identical to the request for quote. It is a

procurement document asking the vendor for a fixed price for a specific thing to be purchased.

Answer option D is incorrect. A request for information (RFI) asks the vendor for more information

about their solution, services, or company.

An RFI could ask for samples, references of work, white papers, and more information.

QUESTION NO: 2

There are four components of the HR Impact Model, which affect how a HR Professional may

operate within a given environment. Which one of the following is NOT a component of the HR

Impact Model?

A. Consultation

B. Client

C. Catalyst

D. Programs and processes

Answer: B

Explanation:

Client is not one of the four components of the HR Impact Model. The four components are catalyst,

consultation, policies and procedures, and programs and processes. Answer options C, A, and D are

incorrect. Catalyst, consultation and programs and processes are the components of the HR Impact

Model.

QUESTION NO: 9

Your organization will be using the point factor technique in their evaluations of job performance.

You need to communicate what the point factor technique accomplishes as you’re the HR

Professional for your organization. Which one of the following best describes the point factor

technique?

A. Specific compensable factors are identified and then performance levels within the factors are

documented.

B. Specific compensable factors are identified and then performance levels within the factors are

weighted on importance to the employee.

C. Performance factors are identified by the employee and then performance levels within the

factors are weighted based on importance to the organization.

D. Specific compensable factors are identified and then performance levels within the factors are

documented. The different factors and levels are weighted based on importance to the organization.

Answer: D

Explanation:

The point factor technique identifies point of performance based on importance to the organization.

Within each point, levels of performance are created. Both levels and points are then weighted

based on most important to least important, to determine overall performance of each employee.

Answer options C, A, and B are incorrect. These are not valid definitions of the point factor

technique.

QUESTION NO: 3

Holly is a senior worker in her organization and she is a member of the union. Her position will be

eliminated in sixty days and she will be released from the company. Rather than being unemployed,

Holly asks the union to move her to a less senior position and release a junior employee. If the union

agrees to this, what will this term be known as?

A. Bumping

B. Displacement

C. Releasing

D. Re-organization

Answer: A

Explanation:

This is an example of bumping. Bumping is when a senior employee’s position is being eliminated

and she elects to move to a less senior position and force a less senior worker out of employment.

Answer options C, B, and D are incorrect. These are’nt valid terms for this scenario. Bumping is the

correct choice.

QUESTION NO: 1

During the organization of a union, it’s possible that the union will gain recognition from the

management. The management is then obliged to give the NLRB a list of employees who are eligible

to vote in the unionization election. What is the name of the list of such employees called?

A. Constituent List

B. Union prospectus List

C. Excelsior List

D. Candidate List

Answer: C

Explanation:

The list of employees who are eligible to vote in the union election, is called the Excelsior List. It’s so

called, based on the outcome of the lawsuit Excelsior Underwear, Inc. v. NLRB in 1996.

Answer option D is incorrect. The list is called the Excelsior List, not the candidate list.

Answer option A is incorrect. The list is called the Excelsior List, not the constituent list.

Answer option B is incorrect. The list is called the Excelsior List, not the union prospectus list.

QUESTION NO: 10

What is the FairPay amount that defines, what a person makes, to be considered highly

compensated?

A. $110,000 or more

B. $150,000 or more

C. $100,000 or more

D. $125,000 or more

Answer: C

Explanation:

FairPay determines that a person earning $100,000 or more is considered to be highly compensated.

Answer options A, D, and B are incorrect. The amount is $100,000 or more, not specifically $110,000,

$125,000, or $150,000.

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