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HRCI SPHR Exam
Senior Professional in Human Resources (Page 17 )

Updated On: 7-Feb-2026
Page 17 of 136
PDF with 671 Questions

If a dress-code policy prohibits the use of ethnic clothing, but an employee requests an accommodation based on their religious preference, how should the employer respond?

  1. Modify the dress code unless doing so would create an undue hardship.
  2. Refuse the accommodation based on business necessity.
  3. Allow the employee to dress in ethnic clothing with sufficient advance notice.
  4. Only allow the clothing on casual dress days, when other employees are also allowed to dress outside of policy guidelines.

Answer(s): A

Explanation:

Answer option A is correct. A dress-code policy is generally an accepted employer practice, provided it applies to all employees or employees in certain job categories. There are exceptions, however, based on ethnicity or religious practices. As with any other accommodation, an employer should actively seek a solution that does not result in undue hardship. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Employee Relations



Your organization is looking for methods to improve communication between the management and the employees within the company. Which one of the following methods is best described as a small but representative sampling of employees - led in a conversation by a neutral moderator about an identified topic?

  1. Pilot group
  2. Focus group
  3. Workshop
  4. Brainstorming session

Answer(s): B

Explanation:

Answer option B is correct. A focus group is often used to find an employee-driven solution to a problem. Focus groups typically, but not always, include sampling of employees from across the organization. Focus groups should be led by neutral moderators, rather than members of the management.
What are focus groups?
Focus groups are directed conversations for gathering ideas, opinions about a product, service, problem, or opportunity.


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: Employee Relations



What is the difference between organizational culture and organizational climate?

  1. There is no difference; the terms may be used interchangeably.
  2. Organizational culture discusses the learning of the organization. Organizational climate discusses how well the learning happens.
  3. Organizational culture defines the values of the company. Organizational climate defines the implementation of the values.
  4. Organization climate is the sense of hostility. Organization culture is the sense of hospitality.

Answer(s): C


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: Employee Relations



All of the following reasons for termination of an employee are examples of wrongful termination except for which one?

  1. Violation of company policy
  2. Being a member of a protected class
  3. Whistleblower
  4. Filing a worker's compensation claim

Answer(s): A


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: Employee Relations



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

Answer(s): D


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: Dispute Resolution






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