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HRCI Professional in Human Resources Sample Questions (Q90-Q95):

NEW QUESTION # 90
Your organization is aiming to reduce costs by stopping wastes in the production cycle. The company has created a plan that will reward employees 50 percent of the savings from the waste stoppage. What type of compensation plan is your organization offering to employees in this instance?

A. This is an example of a short-term incentive
B. This is an example of profit sharing
C. This is an example of a team incentive
D. This is an example of gainsharing

Answer: D

Explanation:
Explanation

NEW QUESTION # 91
When an organization engages in reckless discrimination and fails to act in good faith, a court will typically order:

A. Equitable relief.
B. Compensatory fees.
C. Punitive damages.

Answer: C

Explanation:
Courts may award punitive damages when an employer's discriminatory behavior is found to be intentional, malicious, or recklessly indifferent to federally protected rights. Punitive damages are meant to punish and deter similar misconduct.
Official Extract:
"Punitive damages may be awarded in cases of intentional discrimination where the employer acted with malice or reckless indifference to the employee's rights." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Remedies and Penalties for Discrimination)

NEW QUESTION # 92
(Enter the answer as a numeric value.)
For plant closings or layoffs, the Worker Adjustment and Retraining Notification (WARN) Act requires organizations with at least ___________ employees to provide a __________ day notice.

Answer:

Explanation:
60
Explanation:
Under the WARN Act, covered employers (those with 100 or more full-time employees) must provide 60 days' advance notice of plant closings and mass layoffs. Official Extract:"The WARN Act requires employers with 100 or more employees to provide 60 calendar days' notice of plant closings or mass layoffs."(Source:
HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, WARN Act Compliance)

NEW QUESTION # 93
Amy is a sales person for your company and she earns her pay based on commission. Amy's pay is known as variable pay or what other term?

A. At risk pay
B. Fixed pay
C. Commission only
D. Base pay

Answer: A

NEW QUESTION # 94
A manager overhears two employees discussing the possibility that one of them has a genetic disease. The manager:

A. Did not violate any laws since the conversation was overheard unintentionally.
B. Violated the Genetic Information Nondiscrimination Act (GINA) by listening to the conversation.
C. Should report the conversation as a violation of GINA.
D. Should document discovery of the information for the employee's medical file.

Answer: A

Explanation:
Unintentional overhearing of genetic information is not a violation of GINA if the manager did not actively solicit the information. However, employers must avoid further use or recording of the overheard data.
Official Extract:
"The inadvertent acquisition of genetic information, such as overhearing a conversation, does not violate GINA. However, the information must not be used or recorded." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Genetic Information Compliance)

NEW QUESTION # 95
......

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