WITH OUR INFORMATION-PACKED PDF, PREPARE FOR HRCI SPHRI EXAM QUESTIONS

With Our Information-Packed PDF, Prepare for HRCI SPHRi Exam Questions

With Our Information-Packed PDF, Prepare for HRCI SPHRi Exam Questions

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HRCI Senior Professional in Human Resources - International Sample Questions (Q81-Q86):

NEW QUESTION # 81
Three barriers resulted in the need for the 1991 Glass Ceiling Act. These barriers were internal structural barriers, societal barriers, and which of the following types of barriers?

  • A. Educational
  • B. Recruitment
  • C. Corporate
  • D. Governmental

Answer: D

Explanation:
Governmental barriers were identif ied as part of the need for the Glass Ceiling Act of 1991.
Recruitment and corporate barriers fall under the category of internal structural barriers; educational barriers fall under the category of societal barriers.


NEW QUESTION # 82
Which piece of legislation made it illegal to discriminate on the basis of health?

  • A. Retirement Equity Act of 1984
  • B. Health Insurance Portability and Accountability Act of 1996
  • C. Pregnancy Discrimination Act of 1978
  • D. Civil Rights Act of 1991

Answer: B

Explanation:
The Health Insurance Portability and Accountability Act of 1996 made it illegal to discriminate on the basis of health. This act is an amendment to the Employee Retirement Income Security Act of 1972. It also made it harder for insurers to deny coverage based on pre-existing conditions.


NEW QUESTION # 83
A company was recently certif ied as a B Corp. What stage of the corporate social responsibility (CSR) maturity curve is the firm in?

  • A. Adaptation
  • B. Transformation
  • C. Assimilation
  • D. Integration

Answer: B

Explanation:
There are three stages on the corporate social responsibility (CSR) curve: compliance, integration, and transformation. The company is at the transformation stage. They have successfully integrated sustainability into their core strategy by receiving the B Corp certif ication. A company can obtain this certif ication if they meet a number of environmental and social performance standards.


NEW QUESTION # 84
Abbey, the head of the human resources department for a book distribution service, accidentally discovers that an employee has a genetic disease that could potentially affect the employee's ability to continue in the job. According to the Genetic Information Nondiscrimination Act of 2008, all employee genetic information is private, and companies are not allowed to make decisions based on employee conditions. Now that Abbey has discovered this information, what is her responsibility?

  • A. Abbey is required to report the information to her superiors, buttheywill not be allowed to
  • B. Abbey must inform the Department of Labor about her inadvertent acquisition of the
  • C. Abbey must not divulge any of the information or change the employee's working situation,
  • D. Abbey must let the employee know what she has discovered and counsel the employee to

Answer: C

Explanation:
The Genetic Information Nondiscrimination Act of 2008 does not make employers responsible for information acquired by accident However, employers have no legal right to make decisions or change an employee's work situation based on that information, so Abbeys only option is to keep the information to herself and take no action. Answer choice A is incorrect because the law does not require Abbey to report the employee's personal information to her superiors, nor should she take such a step. Answer choice B is incorrect because the Department of Labor does not need to be updated on this type of individual employee information (and reporting it could make Abbey legally responsible for divulging an employee's personal details). Answer choice C is incorrect because Abbey has no legal responsibility to discuss the situation with the employee, nor should she counsel the employee about changing the work situation.


NEW QUESTION # 85
For human resources departments, what is the first step in enterprise risk management?

  • A. Forecasting
  • B. Employee interviews
  • C. Insurance
  • D. Audit

Answer: D

Explanation:
For human resources departments, the first step in enterprise risk management is an audit.
Enterprise risk management is a systematic assessment of the potential dangers to an organization, as well as the creation of a strategi to mitigate these dangers. A human resources audit looks for areas in which the business is at risk, whether because of suboptimal working conditions or noncompliance with regulations. Employee interviews may be a part of the audit. The purchase of insurance may be one consequence of an audit. Forecasting may only occur after the completion of an audit.


NEW QUESTION # 86
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