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HRCI Professional in Human Resources - California Sample Questions (Q246-Q251):

NEW QUESTION # 246
Yolanda is an HR Professional for her organizationthat has 250 employees. Yolanda is working with Thomas, a manager in the company. Thomas reports that Carrie, one of his staff members, will be leaving the organization for a leave absence due to a pregnancy issue. Thomas wants to know if he can terminateCarrie's employment because she won't be able to complete her work due to the pregnancy issue. What's the best answer for this scenario?

A. Yolanda should tell Thomas that Carrie must return to work within 28 days or the organization can assume that Carrie has resigned.
B. Yolanda should tell Thomas that Carrie's employment can be terminated as pregnancy issues are not allowable time away from the organization.
C. Yolanda should tell Thomas that Carrie's employment can be terminated as the organizationdoes not meet the Pregnancy Discrimination Act with 500 minimum employees.
D. Yolanda should tell Thomas that Carrie must be treated the same way as any other temporarily disabled employee.

Answer: D

NEW QUESTION # 247
__________ occurs when the employer forces an employee to resign by creating a work environment that is so unpleasant.

A. Public policy exception
B. Salting
C. Constructive discharge
D. Reengineering

Answer: C

Explanation:
Answer option D is correct.
Chapter:Employee and Labor Relations
Objective:Federal Employment Legislation

NEW QUESTION # 248
As an HR Professional you should be familiar with the terminology, practices, and rules governing unions andmanagement in the bargaining process. What is the zipper clause in regard to negotiations?

A. Items in a management-union contract are "zipped" closed, once the agreement is signed by both parties.
B. Items in a management-union contract can be "zipped" open and closed as often as necessary.
C. Management is locked out of union meetings.
D. Management and union representations are locked out of union employee meetings.

Answer: A

NEW QUESTION # 249
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?

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

Answer: B

NEW QUESTION # 250
Which of the following addresses the way a physical environment is designed and how efficient and safe that design is for the people in that environment?

A. Drug-Free Workplace Act
B. Mine Safety and Health Act (MSHA)
C. Fair Labor Standards Act (FLSA)
D. Ergonomics

Answer: D

Explanation:
Answer option A is correct.
Chapter:Risk Management
Objective:Risk Assessment

NEW QUESTION # 251
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