Published - Fri, 03 Mar 2023

SPHR Questions - Part 4

1. COBRA, the Consolidated Omnibus Budget Reconciliation Act, requires some organizations to offer continuation of group health care coverage to employees and family members based on certain qualifying events. How many employees must exist within an organization for COBRA requirements to be enforced?

A) 10
B) 20
C) 50
D) 100

2. Robert is the HR Professional for his organization and he's speaking with the federation chairman about the labor and the direction of unions. What is a federation?

A) A federation is the same as a union.
B) A federation is a group of national unions.
C) A federation is a union that has international members.
D) A federation is the governing body of a union.

3. An employee has come forward with an allegation of quid pro quo harassment by her supervisor. As the HR manager, you are responsible for investigating the complaint. The supervisor in question is someone with whom you have become quite friendly. In this case, who is the best person to conduct the investigation?

A) You
B) The corporate attorney
C) The direct manager of the accused supervisor
D) A third-party investigator

4. When an individual files a charge of discrimination with the EEOC against an employer, what will the EEOC do?

A) The EEOC will investigate the claim by inspecting the employer's place of business.
B) The EEOC will create a hearing with the complainant and the employer to investigate the charge.
C) The EEOC will send the employer a letter informing them of the charge.
D) The EEOC will visit the employer to inform them of the charge.

5. As a Senior HR Professional, you must be aware of contracts, laws, and commitments made to employees. Which of the following statements is an example of an express contract that could affect a person's employment?

A) You'll have a job as long as we're in business.
B) Either party, the employer or employee, can terminate the employment relationship at will.
C) If you quit that position in our company, we'll give you this position here.
D) You will do what I say when I say it.

1. Right Answer: B
Explanation: Answer option B is correct.Consolidated Omnibus Budget Reconciliation Act (COBRA) requires all organizations with 20 or more employees to participate.Answer options A, C, and D are incorrect. Organizations with less than 20 employees are not required to participate in COBRA. The value for participation is 20 employees or more.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Benefits

2. Right Answer: B
Explanation: Answer option B is correct.A federation is a collection of national unions. Federations usually lobby on behalf of its union members to speak collectively for the labor which the federation represents. The AFL-CIO is one of the largest federations.Answer option A is incorrect. A federation is not the same as a union. Federations are made up of unions.Answer option is incorrect. A federation represents national unions, not international unions.Answer option D is incorrect. A federation is not the governing body of unions. Federations do not get involved with bargaining or contract administration.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Executive Compensation

3. Right Answer: D
Explanation: Answer option D is correct.In this case, the organization will be best served by a third-party investigator. The most important consideration in an investigation of sexual harassment is that the investigator is seen as credible and impartial. Because you have become friendly with the accused, it will be difficult to maintain impartiality during an investigation.While the corporate attorney (B) may be selected to conduct investigations, this solution can lead to conflict-of-interest issues. The direct manager of the accused supervisor (C) may not be viewed as impartial by the accuser or by regulatory agencies. See Chapters 2 and 8 for more information.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation

4. Right Answer: C
Explanation: Answer option C is correct.The first thing that the EEOC will do is send the employer a letter informing them of the charge and allow the employer to respond accordingly.Answer option A is incorrect. The EEOC won't visit the place of employment, but will first send a letter informing the employer of the charge.Answer option B is incorrect. The EEOC doesn't create a hearing. The employer will first receive the letter allowing them to respond to the charge.Answer option D is incorrect. The EEOC won't visit the place of employment, but will first send a letter informing the employer of the charge.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation

5. Right Answer: A
Explanation: Answer option A is correct.A verbal promise to continue employment under certain conditions is an example of an express contract. An express contract can negate employment at will.Answer option C is incorrect. This statement is the definition of the employment at will relationship.Answer option C is incorrect. This statement is an example of promissory estoppel - if the company doesn't follow through on the promise.Answer option D is incorrect. This statement is likely an example of an employee who's going to experience constructive discharge. This happens when the employer makes the environment so hostile that the employee resigns.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation

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