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Free PHR Exam Braindumps (page: 9)

Page 8 of 42
PDF with 165 Questions

Herb is the HR Professional for his organization. He is preparing to hire a new employee, Hans, to the firm. Herb has asked Hans to agree, in writing, to mandatory arbitration as part of the employment offer. What does this agreement mean?

  1. It means that Hans and the organization must settle all disputes, if any arise, through a neutral third party rather than through a lawsuit.
  2. It means that Hans must file all legal complaints with the organization's attorney, before filing a lawsuit against the organization.
  3. It means that Herb's firm can research Hans to determine if he's had any lawsuits.
  4. It means that Hans cannot work for competitors without the written permission of the employer.

Answer(s): A

Explanation:

Mandatory arbitration helps the organization avoid lawsuits, should any arise, between the employee and the employer, by agreeing up-front to settle potential disagreements through an arbitrator versus a lawsuit.
Answer option D is incorrect. This answer describes a non-compete agreement. Answer option C is incorrect. This isn't a valid answer for the mandatory arbitration agreement. Answer option B is incorrect. Hans doesn't need to file legal complaints with his employer under this agreement. The agreement means that Hans and the employer will settle the problem without a lawsuit.



As an HR Professional, you should be familiar with OSHA rules, standards, and regulations. Should an organization violate an OSHA standard, there are often penalties that the employer must pay. What is the maximum fine an employer may face for a deliberate and intentional violation of an OSHA standard?

  1. $100, 000
  2. $10, 000
  3. $50, 000
  4. $70, 000

Answer(s): D

Explanation:

OSHA can fine an employer up to $70, 000 for a willful violation. In addition, incarceration is possible for the violation. Answer options B, C, and A are incorrect. These are not the maximum amount for the violation.



An organization would like to bid on a project, but they don't have enough employees available to complete the work. The organization approaches a competitor with the opportunity to partner on the project to win the work. What type of risk response is used in this instance?

  1. Sharing
  2. Mitigation
  3. Enhancing
  4. Transference

Answer(s): A

Explanation:

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.



Robert is the HR Professional for his organization and he's speaking with the federation chairman about the labor and the direction of unions. What is a federation?

  1. A federation is a group of national unions.
  2. A federation is the same as a union.
  3. A federation is a union that has international members.
  4. A federation is the governing body of a union.

Answer(s): A

Explanation:

A federation is a collection of national unions. Federations usually lobby on behalf of its union members to speak collectively for the labor which the federation represents. The AFL-CIO is one of the largest federations.
Answer option B is incorrect. A federation is not the same as a union. Federations are made up of unions.
Answer option is incorrect. A federation represents national unions, not international unions. Answer option D is incorrect. A federation is not the governing body of unions. Federations do not get involved with bargaining or contract administration.






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