The Equal Pay Act of 1963 prohibits discrimination on the basis of sex in the payment of wages or benefits, to men and women who perform substantially equal work for the same employer, in the same establishment, and under similar working conditions. The law defined substantial equality of job content on four factors. Which one of the following is not one of the four factors this law defines?
Answer(s): D
The Equal Pay Act of 1963 defines the substantial equality of job contents based on skills, effort, responsibility, and working conditions. Answer options C, A, and B are incorrect. Skill, effort, and working conditions are defined as part of the Equal Pay Act of 1963.
Which of the following is the process of constantly working with employees to enhance their ability to perform their jobs productively?
Answer(s): C
Performance management is the process of constantly working with employees to enhance their ability to perform their jobs productively. Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. Answer option D is incorrect. Supervisory training generally involves topics related to interactions with employees, such as performance management, progressive discipline, performance appraisals, workplace safety, and training.Answer option A is incorrect. Performance appraisal is a structure for documenting individual performance. Performance appraisal can contribute to productive relationships between employees and their supervisors.Answer option B is incorrect. Employee self-assessment process is meant to be a two-way conversation. In this process, employees are asked to assess their own performance as part of the appraisal.
Which of the following are established by Fair Labor Standards Act (FLSA) of 1938? Each correct answer represents a complete solution. Choose three.
Answer(s): A,B,C
The Fair Labor Standards Act (FLSA) of 1938 established the following:Minimum wage requirementLaws for protecting American children against labor exploitation Criteria for exempt and nonexempt employeesAnswer option D is incorrect. Health insurance requirement are not established by FLSA.
You are completing a Form I-9 with a newly hired employee. Which one of the following documents is not allowed as a proof of identity and employment eligibility for the newly hired employee?
Answer(s): A
A driver's license is a document that is acceptable to establish identity, but it is not acceptable as a document that confirms eligibility of employment.Answer options B, C, and D are incorrect. An expired US passport, certificate of naturalization, and unexpired reentry permit are legitimate documents for the proof of employment eligibility and for identity.
Amy is a sales person for your company and she earns her pay based on commission. Amy's pay is known as variable pay or what other term?
Amy's pay is a variable pay because her level of income is based on how well she sells. When an employee is paid a variable pay it is also known as "at risk pay." Answer option C is incorrect. Base pay is a fixed amount of pay for doing a job. Amy's pay varies and isn't fixed.Answer option A is incorrect. Fixed pay isn't technically a HR Professional term, though it's often used with base pay.Answer option B is incorrect. Commission only pay is a slang to describe "at risk pay" or variable pay.
Post your Comments and Discuss HRCI PHR exam prep with other Community members:
Our website is free, but we have to fight against AI bots and content theft. We're sorry for the inconvenience caused by these security measures. You can access the rest of the PHR content, but please register or login to continue.