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Free SPHR Exam Braindumps
Senior Professional in Human Resources Questions 216–220 (page: 45)

Updated On: 9-Feb-2026
Page 45 of 136
PDF with 671 Questions

Jan is the HR Professional for your organization. An employee within the organization has filed a charge with the EEOC that discrimination has been done by your organization against her. The EEOC has investigated the case and has found that there is no reasonable cause against your company. The person filing the charge, however, still believes that discrimination has occurred. How long does this person have, to file a lawsuit against your company?
Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.

  1. Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
  2. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 180 days of the EEOC's findings.
  3. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 90 days of the EEOC's findings.
  4. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 30 days of the EEOC's findings.within 30 days of the EEOC's findings.

Answer(s): C


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: Federal Employment Legislation



Diane is the HR Professional for her organization and she's examining the ranges for the compensation levels of her company. Which one of the following statements best describes what a range for compensation is?

  1. A range specifies the lowest/minimum and the highest/maximum compensation rates for the worth of responsibilities.
  2. A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are federally mandated that employees be paid.
  3. A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are generally paid.
  4. A range specifies the lowest/minimum and the highest/maximum value for which employees are generally paid through incentives.

Answer(s): C


Reference:

PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586- 44149-4, Section III, The US HR Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Compensation



The Taft-Hartley Act, also known as the Labor Management Relations Act, addressed unions and engaged in certain types of secondary boycotts. What is a secondary boycott?

  1. It is two or more boycotts by two or more union-backed organizations against one company.
  2. It is an effort to convince others to stop doing business with a particular organization that is the subject of a primary boycott.
  3. It is an effort to create more than one boycott on an organization, on two or more revenue streams.
  4. It is additional boycotts against companies that do business with a company which the union is boycotting.

Answer(s): B


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: Labor Relations



Your organization has been contacted by Occupational Health and Safety Act (OSHA) to create the OSHA 300 log and annual summary. Once you complete this log and annual summary and
submit it to OSHA, how long must your company retain the log?

  1. Ten years
  2. Seven years
  3. Five years
  4. One year

Answer(s): C


Reference:

Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-
5. Chapter 5: Human Resource Development. 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 Assessment



You are a HR Professional for your organization. You and your supervisor are reviewing the EEO reporting requirements for your company to comply with the reports your firm should file. Which report is collected on odd-number of years from state and local governments?

  1. EEO-4 Report
  2. EEO-5 report
  3. EEO-1 Report
  4. EEO-3 Report

Answer(s): A


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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