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HRCI SPHR Exam
Senior Professional in Human Resources (Page 26 )

Updated On: 1-Feb-2026
Page 26 of 136
PDF with 671 Questions

CORRECT TEXT
Under the Uniformed Services Employment and Reemployment Rights Act of 1994, what is the minimum number of days an employee must be gone from their position to be offered COBRA-like health coverage?

  1. 30 days
  2. 60 days
  3. 120 days
  4. 240 days

Answer(s): A

Explanation:

Answer option A is correct.
For leave greater than 30 days and less than 240 days, the employer must offer COBRA-like health coverage at the request of the employee.
Answer option B is incorrect. The COBRA-like health coverage begins on day 30, not 60. Answer option C is incorrect. The COBRA-like health coverage begins on day 30, not 120. Answer option D is incorrect. The COBRA-like health coverage begins on day 30, not 240. 240 days is actually the maximum days the employee is eligible for coverage.


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



An organization has over 5, 000 employees who are members of a union. The employees, however, are no longer happy with the union's performance and they would like to decertify the union from their representation. Who will decertify the union in this instance?

  1. The union official if fifty percent of the employees sign off on the decertification
  2. The National Labor Relations Board
  3. Management of the employees
  4. The employees

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



You are the HR Professional for your organization and you've identified a risk event. The risk event can be mitigated by purchasing an insurance to protect the organization. You've also identified that the probability of the risk event is only 20 percent. If management doesn't want to purchase the insurance to mitigate the risk event, what other choice do they have to respond to the event by using an out-of-pocket payment if the event actually occurs?

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

Answer(s): D

Explanation:

Answer option D is correct. Acceptance is a risk response that accepts the event with the understanding that if the event happens, the organization will deal with the ramifications and impact at the time of the event. Out-of-pocket payments are an example of acceptance.
Acceptance response
Acceptance response is a part of the Risk Response planning process. Acceptance response delineates that the project plan will not be changed to deal with the risk. Management may develop a contingency plan if the risk does occur. Acceptance response to a risk event is a strategy that can be used for risks that pose either threats or opportunities. Acceptance response can be of two types:
Acceptance is the only response for both threats and opportunities.


Reference:

Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470- 43096-5. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Risk Management
Objective: Risk Management



Which of the following are established by Fair Labor Standards Act (FLSA) of 1938?
Each correct answer represents a complete solution. Choose all that apply.

  1. Criteria for exempt and nonexempt employees
  2. Health insurance requirement
  3. Laws for protecting American children against labor exploitation
  4. Minimum wage requirement

Answer(s): A,C,D

Explanation:

Answer options D, C, and A are correct.The Fair Labor Standards Act (FLSA) of 1938 established the following:


Reference:

"http://en.wikipedia.org/wiki/Fair_Labor_Standards_Act"
Chapter: Compensation and Benefits
Objective: Compensation



On November 13, 2000 CFR Part 60-2 was revised to address affirmative action to make the rules more accessible and easier to implement. Which of the following statements is not part of this significant update to the Affirmative Action program in CFR Part 60-2?

  1. Reduced the number of additional required elements of the written Affirmative Action Plan from 10 to 4
  2. Reaffirmed that affirmative action isn't to establish quotes, but to create goals
  3. Workforce analysis was replaced with a one-page organizational profile
  4. Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups

Answer(s): D


Reference:

PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four:
Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation



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