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HRCI SPHR Exam
Senior Professional in Human Resources (Page 16 )

Updated On: 15-Feb-2026
Page 16 of 136
PDF with 671 Questions

As a Senior HR Professional you should be familiar with employment laws and their effect on your company. What did the lawsuit Payne v. The Western & Atlantic Railroad Company establish?

  1. Employment at will
  2. Employers could be liable for sexual harassment of its employees
  3. Employers could be liable for the actions of its employees
  4. A company couldn't coerce an employee to commit a crime to retain employment

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: Federal Employment Legislation



What term is assigned to the barriers that women and minorities may face when trying to advance to senior levels of an organization?

  1. Societal barrier
  2. Internal structure barrier
  3. Governmental barrier
  4. Glass ceiling

Answer(s): D


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: Federal Employment Legislation



Your organization has employed a temporary worker for a position in your company. During employment the individual has been called to military duty. Under the Uniformed Services Employment and Reemployment Rights Act of 1994 are you obligated to reinstate the individual upon his return from duty?

  1. No, because temporary employees do not have reinstatement rights.
  2. No, because once an employee leaves, you are not obligated to reinstate them.
  3. Yes, if they have been working as a temporary employee for more than 90 days.
  4. Yes, the Uniformed Services Employment and Reemployment Rights Act of 1994 requires it.

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: Federal Employment Legislation



Mark is a contractor for the CleanSweep Chimney Company. When the CleanSweep Chimney Company has work that they can't manage they'll send Mark to the customer site to quote on the work based on their standardized fees and complete the work on their behalf. The company will pay Mark for his time. Mark, however, often tells the home owners what the CleanSweep Chimney Company will charge, but he can personally do the job for less than the CleanSweep Chimney Company. What is this an example of?

  1. Bait and switch
  2. Breach of duty of loyalty
  3. Breach of duty of diligence
  4. Breach of duty of obedience

Answer(s): B


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: Federal Employment Legislation



What is the most effective method to use when an employer wants to obtain insight into employee goals and job satisfaction and provide career counseling to those in the work group?

  1. An employee survey
  2. A skip-level interview
  3. An employee focus group
  4. A brown-bag lunch

Answer(s): B

Explanation:

Answer option B is correct. A skip-level interview provides an opportunity for a manager's manager to obtain insight into the goals and satisfaction of employees in the work group. An employee survey (A) is best used to gather information about various issues that can be collated and summarized. A focus group (B) can be used to involve employees in the decision-making process. A brown-bag lunch (D) is an effective way for senior managers to meet with small groups of employees to answer questions about the company goals and mission and to obtain feedback about operations. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Employee Relations






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