SHRM-CP Pre-Exam Practice Tests | (Updated 450 Questions)
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NEW QUESTION 249
In graded vesting, how much must be vested after three years of employment?
- A. 25%
- B. 20%
- C. 10%
- D. 15%
Answer: B
Explanation:
Explanation: In graded vesting, at least 20% must be vested after three years of employment. Vesting 10% or 15% is too low. Vesting 25% is acceptable, but it does not reflect the minimum requirement for graded vesting.
NEW QUESTION 250
Which case determined that compensating employees for participation in work committees is not a violation of the National Labor Relations Act?
- A. E.I. DuPont & Co. v. NLRB (1993)
- B. Johnson v. Santa Clara County Transportation Agency (1987)
- C. McKennon v. Nashville Banner Publishing Company (1995)
- D. Electromation, Inc. v. NLRB (1992)
Answer: D
Explanation:
Explanation: Electromation, Inc. v. NLRB (1992) determined that compensating employees for participation in work committees is not a violation of the National Labor Relations Act. This case began when changes to a company's compensation policy were criticized by employees. The company's management allowed the employees to form committees and try to come up with solutions. However, the NLRB determined that management had too much influence in these committees. The ruling suggested, however, that compensating employees for their participation would not necessarily prejudice the proceedings.
NEW QUESTION 251
The Immigration Reform and Control Act (IRCA) of 1986 applies to businesses with minimum of how many employees?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: D
Explanation:
Explanation: The Immigration Reform and Control Act (IRCA) of 1986 applies to businesses with minimum of 4 employees. The other answer choices - 7, 10, and 12 - are too high. IRCA regulations apply to very small businesses.
NEW QUESTION 252
During the course of an interview, Adrian notices that the candidate he is interviewing is wearing a religious symbol on a chain around his neck. Adrian wants to ask a question about the employee's religious affiliation. Which of the following questions would be appropriate, according to the equal opportunity laws?
- A. Do you belong to any organizations that might be relevant to the position?
- B. I noticed the symbol around your neck - do you attend services regularly?
- C. What does the symbol that you're wearing around your neck represent?
- D. Have you ever attended a religious service?
- E. What church do you attend?
Answer: A
Explanation:
Explanation: Specific questions regarding a candidate's personal life and religious choices are entirely off limits for interviews. The only question that an interviewer may ask a candidate is whether or not the candidate belongs to an organization that may be relevant to the job. Unless the candidate volunteers information, all other questions about the religious symbol that the candidate is wearing are not appropriate during the interview. This is because a question could make a candidate uncomfortable. What is more, should the candidate be asked such a question and then receive the job - or not receive the job - the situation could be viewed as a form of discrimination.
NEW QUESTION 253
Which of these businesses is most likely to have an outbreak of tuberculosis?
- A. restaurant
- B. assistedliving facility
- C. gas station
- D. day care center
Answer: B
Explanation:
Explanation: An assistedliving facility would be the most likely of these businesses to have an outbreak of tuberculosis. Tuberculosis is an airborne disease, and spreads quickly in places where people work closely together. An assistedliving facility, where people share the same space and breathe the same air every day, is an excellent breeding ground for TB.
NEW QUESTION 254
Which of these employees would not be classified as disabled under the Americans with Disabilities Act?
- A. Heroin addict
- B. Recovering alcoholic
- C. Paraplegic
- D. HIVinfected employee
Answer: A
Explanation:
Explanation: As long as a person is receiving treatment for alcohol or substance abuse, he is considered disabled. A person who relapses into alcohol or substance abuse is no longer protected by the ADA. A recovering alcoholic would therefore be classified as disabled under the Americans with disabilities act. People with contagious diseases including HIV are classified as disabled under the ADA, and paraplegics are impaired from "major life activities", thus making them disabled, as well.
NEW QUESTION 255
The Needlestick Safety and Prevention Act of 2000 requires organizations to do which of the following?
- A. Removal of specified sharp objects from workplace due to potential for injury
- B. Report workplace injuries from sharp objects and consider replacement object to prevent future injuries
- C. Listing of sharp objects recognized for having caused workplace injuries in the past
- D. Quarterly audits to check for sharp objects that could cause workplace injuries
- E. Report workplace injuries from sharp objects, pay a fine, and provide worker's compensation
Answer: B
Explanation:
Explanation: The purpose of the Needlestick Safety and Prevention Act is to require the employers report workplace injuries as a result of sharp objects and consider replacement objects to prevent further injuries. Answer choice A is incorrect because the purpose of the act is not to require that companies perform quarterly audits. Answer choice B is incorrect because the Needlestick Safety and Prevention Act does not require that organizations remove specified sharp objects but instead recommend the replacement of dangerous sharp objects. Answer choice C is incorrect because the act does not create a list of sharp objects that are recognized for having caused workplace injuries but instead leaves the decision about these objects up to the organization. Answer choice D is incorrect because the act does not require that companies pay a fine for workplace injuries from sharp objects.
NEW QUESTION 256
The "best practice" retention period for employee records that relate to discrimination charges should be how long after the employee is no longer with the company?
- A. 7 years
- B. 2 years
- C. 5 years
- D. 10 years
Answer: A
Explanation:
Explanation: The best practice retention period for employee records that relate to discrimination charges is 7 years after the employee leaves the company. This is defined by the Rehabilitation Act of 1973. The purpose is to maintain necessary records in case the employee pursues legal action. A retention period of 2 years or 5 years is too short. The business many prefer to retain such records for 10 years, but the Rehabilitation Act of 1973 identifies 7 years.
NEW QUESTION 257
When Jared takes over a supervisory position in the marketing department, he tries to set a good example for his subordinates. He recognizes that there are already strong creative partnerships within the department, so he tries to foster even more cooperation. What style of leadership is Jared practicing?
- A. transformational leadership
- B. coaching
- C. democratic leadership
- D. authoritarian leadership
Answer: A
Explanation:
Explanation: Jared is practicing transformational leadership. A transformational leader capitalizes on the good relationships in the group, and acts more as a model than a guide. Transformational leaders create an environment in which employees can improve themselves.
NEW QUESTION 258
All of the following are part of the Fair Labor Standards Act except:
- A. Federal service contracts
- B. Overtime
- C. Work conditions for children under 18
- D. Minimum wage
- E. Exemption conditions for employees
Answer: A
Explanation:
Explanation: The McNamaraO'Hara Service Contract Act (1965) covers federal service contracts, but the Fair Labor Standards Act does not. The Fair Labor Standards Act does, however, cover minimum wage requirements, exemption conditions for employees, work conditions for children under 18, and overtime. As a result, answer choices A, B, C, and D are all incorrect.
NEW QUESTION 259
Which of the following is not one of the seven recognized racial categories for EEO1?
- A. European
- B. Alaska Native
- C. Native Hawaiian
- D. Asian
Answer: A
Explanation:
Explanation: The categories for EEO1 do not include an option for European. They do, however, include the categories Native Hawaiian, Alaska Native, and Asian.
NEW QUESTION 260
Which motivational theory resulted in the idea that job enrichment can improve the overall quality of work and the workplace for employees?
- A. Adams Equity Theory
- B. Alderfer ERG Theory
- C. Vroom Expectancy Theory
- D. Skinner Operant Conditioning Theory
- E. Herzberg Motivation/Hygiene Theory
Answer: E
Explanation:
Explanation: The Herzberg Motivation/Hygiene Theory, developed by Frederick Herzberg in 1959, was the result of Herzberg's study on what motivated employees and the way that positive motivation could bring quantifiable results to a company. Herzberg concluded that giving employees the opportunity to excel in something will bring overall success to the entire company.
NEW QUESTION 261
Which of the following is a primary reason for the failure of total quality management programs?
- A. Inability to identify the advantages of change
- B. Overemphasis on core objectives
- C. Failure to use ISO 9000 standards
- D. Micromanaging by employees at all levels of the organizational hierarchy
Answer: A
Explanation:
Explanation: Inability to identify the advantages of change is a primary reason for the failure of total quality management programs. If managers are unable to convey the intended benefits of a new program, employees are less likely to comply with the new standards and regulations. Micromanagement by employees at all levels is a common characteristic of total quality management programs during the implementation phase. These programs are comprehensive, and require the participation of employees at all levels. Total quality management experts would deny that it is possible to overemphasize core objectives, since TQM depends on isolation of key production components and constant attention to improvement. Finally, failure to use ISO 9000 standards does not cause TQM efforts to fail, since there are a number of other standard systems available. Indeed, many industries have special standards that are more appropriate.
NEW QUESTION 262
Which of the following is an example of a chemical health hazard?
- A. fungus
- B. virus
- C. bacterium
- D. pesticide
Answer: D
Explanation:
Explanation: A pesticide is an example of a chemical health hazard. The other three answer choices are biological health hazards. OSHA requires businesses to maintain safety data sheets related to every chemical found in the workplace. A safety data sheet outlines the components of the substance, as well as its behavior under various conditions. Most importantly, the safety data sheet indicates whether a chemical is harmful when absorbed, inhaled, or ingested, and how these dangers may be mitigated or avoided.
NEW QUESTION 263
Which of the following types of collective bargaining positions results when the different sides agree to compromise on certain issues by taking the big picture into account?
- A. Interestbased bargaining
- B. Positional bargaining
- C. Distributive bargaining
- D. Integrative bargaining
Answer: D
Explanation:
Explanation: Integrative bargaining results when the different sides agree to compromise on certain issues by taking the big picture into account. Positional bargaining results when each side establishes a clear position and aims to achieve the goal or goals of that position. Interestbased bargaining results when both sides acknowledge that they have a strong motivation in the continuity of business activities, and thus proceed in negotiations with this acknowledgement. Distributive bargaining is another name for positional bargaining.
NEW QUESTION 264
Which of the following was a consequence of the Workforce Investment Act?
- A. Labor unions were encouraged to cooperate with management on worker training.
- B. Workers must be given 60 days notice before plant closing.
- C. A Mass layoff was defined as either 500 employees or 33% of workforce.
- D. The creation of comprehensive training centers for workers and employers
Answer: D
Explanation:
Explanation: The Workforce Investment Act led to the creation of comprehensive training centers for workers and employers. The intention of this act was to decrease welfare rolls and improve productivity. The training centers created pursuant to this act offer a broad range of support for workers and employers alike.
NEW QUESTION 265
What are Philip B.
Crosby's four absolutes of quality?
- A. team learning, systems thinking, personal mastery, and shared vision
- B. communication, recruiting, evaluation, and planning
- C. unfreezing, moving, refreezing, and evaluating
- D. conformance to requirements, prevention, performance standards, and measurement
Answer: D
Explanation:
Explanation: Philip B.
Crosby's four absolutes of quality are conformance to requirements, prevention, performance standards, and measurement. Crosby considered effective management the most important determinant of quality. In his view, the first criterion of quality was the extent to which products and processes conform to the standards set by management. Prevention refers to intentional efforts to avoid mistakes. Performance standards refers to establishing high expectations. Measurement refers to a comprehensive program for assessing employee performance.
NEW QUESTION 266
How much COBRA coverage is allowed after a divorce occurs?
- A. 0 months
- B. 36 months
- C. 18 months
- D. 29 months
Answer: B
Explanation:
Explanation: COBRA coverage is allowed for 36 months after a divorce occurs. The other answer choices-0 months, 18 months, and 29 months-are too brief (or, in the case of 0 months, nonexistent).
NEW QUESTION 267
Which of the following pieces of legislation was intended to improve accounting practices within public companies?
- A. HIPAA
- B. Rehabilitation Act
- C. Title VII
- D. SarbanesOxley Act
Answer: D
Explanation:
Explanation: The SarbanesOxley Act was intended to improve accounting practices within public companies. The Rehabilitation Act penalized businesses for discriminating against employees who have a disability. Title VII of the Civil Rights Act of 1964 made it illegal for a business to discriminate against an employee due to his national origin. HIPAA, the Health Insurance Portability and Accountability Act of 1996, in part, protects workers against losing their health coverage immediately if they lose their jobs.
NEW QUESTION 268
Which of the following is defined as pay legally required whether or not an employer has immediate work available for an employee?
- A. Geographic pay
- B. Reporting pay
- C. Oncall pay
- D. Callback pay
Answer: B
Explanation:
Explanation: Reporting pay is defined as pay legally required whether or not an employer has immediate work available for an employee. Geographic pay is simply the pay scale that applies to employees in different geographic locations (ensuring that they receive a similar ratio of compensation, regardless of location). Oncall pay is defined as pay provided for employees who respond to a work situation at short notice. Callback pay is defined as pay provided for employees who must come into work beyond the scheduled work hours.
NEW QUESTION 269
Which of the following pieces of legislation made it illegal for a business to discriminate against an employee due to his national origin?
- A. HIPAA
- B. SarbanesOxley Act
- C. Rehabilitation Act
- D. Title VII
Answer: D
Explanation:
Explanation: Title VII of the Civil Rights Act of 1964 made it illegal for a business to discriminate against an employee due to his national origin. The SarbanesOxley Act was intended to improve accounting practices within public companies. The Rehabilitation Act penalized businesses for discriminating against employees who have a disability. HIPAA, the Health Insurance Portability and Accountability Act of 1996, in part, protects workers against losing their health coverage immediately if they lose their jobs.
NEW QUESTION 270
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