Excellent SHRM-CP Updated 2021 Dumps With 100% Exam Passing Guarantee
Best way to practice test for SHRM SHRM-CP
NEW QUESTION 112
A business with a minimum of how many employees is required by OSHA to provide an Injury and Illness Prevention Plan?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: C
Explanation:
Explanation: OSHA's requirements apply almost universally to businesses with at least 11 employees. (A business with 10 or fewer employees is not expected to complete OSHA forms or even assemble an Injury and Illness Prevention Plan.) Businesses with 15 or 17 employees certainly fall within OSHA's regulations.
NEW QUESTION 113
What is the purpose of a total rewards strategy?
- A. To assist in creating teamwork among employees
- B. To recognize organizational changes as they occur
- C. To use budget for rewards in order to retain employees
- D. To plan for establishing salaries among employees
- E. To represent the employee brand as effectively as possible
Answer: C
Explanation:
Explanation: The purpose of a total rewards strategy is one of reviewing the budget and finding out how much of the budget is available for establishing rewards that will retain employees. (Additionally, the total rewards strategy contributes to drawing potential employees and motivating them in their employment activities.) Answer choice A is incorrect. While a total rewards program might cover salaries, the total rewards strategy is larger than basic salary. Answer choice B is incorrect because the total rewards strategy is unrelated to employer brand. Answer choice C is incorrect because the total rewards strategy is unconnected to creating teamwork among employees. And answer choice E is incorrect because the total rewards strategy is unrelated to the recognition of organizational changes.
NEW QUESTION 114
Pattern bargaining, whipsawing, and leapfrogging are all alternate names for which of the following collective bargaining strategies?
- A. Parallel bargaining
- B. Multiunit bargaining
- C. Singleunion bargaining
- D. Multiemployer bargaining
Answer: A
Explanation:
Explanation: Pattern bargaining, whipsawing, and leapfrogging are all alternate names for parallel bargaining. Singleunit bargaining has no alternate names. Multiemployer bargaining also has no recognized alternate names. Multiunit bargaining is also known as coordinated bargaining.
NEW QUESTION 115
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 116
Which type of testing is not part of the medical examination conditions of ADA and may be required of any candidate?
- A. Polygraph test
- B. Driving test
- C. Drug screening test
- D. Aptitude test
Answer: C
Explanation:
Explanation: A drug screening test can be required of any candidate for a job, and the medical examination conditions of ADA do not prevent a candidate from being tested for drug use, regardless of disability. Polygraph tests, driving tests, and aptitude tests are not part of potential medical examinations, and all of these tests must be administered with certain stipulations from ADA.
NEW QUESTION 117
The National Labor Relations Act (NLRA) does not apply to which types of workers?
- A. Administrative
- B. Financial
- C. Agricultural
- D. Corporate
Answer: C
Explanation:
Explanation: The NLRA specifically does not apply to agricultural workers (among other types of workers - domestic workers, contract employees, federal and state workers, etc.). There is nothing within the NLRA to prevent it from applying to administrative, corporate, or financial employees. Within each of these categories, it might be possible to find a type of worker that fits the NLRA caveat, such as a contract employee or a federal worker, but there is nothing about these other four categories that fails to fall under NLRA.
NEW QUESTION 118
The National Labor Relations Act (NLRA) provides the right for employees to engage in "concerted activities for the purpose of collective bargaining or other mutual aid or protection" to which types of employees?
- A. Union employees only
- B. Fulltime employees only
- C. Nonunion employees only
- D. Parttime employees only
- E. All employees
Answer: E
Explanation:
Explanation: The rights that are provided by the NLRA apply to all employees of an organization and are not limited to specific employees within that organization. As a result, the other answer choices that limit the employee coverage to fulltime employees only (answer choice A), parttime employees only (answer choice B), union employees only (answer choice C), and nonunion employees only (answer choice D) are all incorrect.
NEW QUESTION 119
Which of the following best represents what an employer can do when employees begin to unionize?
- A. Employers may block employees who begin the process of unionization
- B. Employers are not allowed to discuss unionization with employees
- C. Employers may explain problems with unionization to employees
- D. Employers may contact union leaders and forbid unionization.
- E. Employers may threaten to replace workers who choose to unionize
Answer: C
Explanation:
Explanation: When an employer discovers that employees are beginning to unionize, the employer is not allowed to prevent unionization. The employer can, however, provide information to employees about the problems involved with unionization. Answer choice A is incorrect because the employer may not contact union leaders and forbid unionization. Answer choice B is incorrect because employers are not allowed to block employees who begin to unionize. Answer choice C is incorrect because employers may not threaten to replace workers who choose to unionize (although employers may replace workers during a lawful economic strike). Answer choice E is incorrect because employers are allowed to discuss unionization with employees; however, the substance of that discussion can be restricted by law.
NEW QUESTION 120
Any penalties for failing to comply with the DrugFree Workplace Act must fall in line with standards that were laid out in which piece of legislation?
- A. Fair Labor Standards Act
- B. Service Contract Act
- C. Davis Beacon Act
- D. Rehabilitation Act
Answer: D
Explanation:
Explanation: Any penalties for failing to comply with the DrugFree Workplace Act (1988) must fall in line with standards that were laid out in the Rehabilitation Act, which was passed in 1973. The Davis Beacon Act of 1931 placed federal regulations on minimum wage. The Fair Labor Standards Act of 1938 also focused on compensation rights for workers. Similarly, the Service Contract Act of 1965 focused on compensation for federal contract workers.
NEW QUESTION 121
Sandra is the head of a small human resources department. She wants to implement a human resource information system, so she begins by commissioning a needs analysis. What is her next step?
- A. Creating a timeline for implementation
- B. Identifying possible conflicts with other organizational systems
- C. Asking for permission to implement the system
- D. Researching possible systems
Answer: D
Explanation:
Explanation: Sandra's next step is to research possible systems. Since she has obtained a needs analysis, she should have a good idea of the appropriate system for her business. However, her business may not be able to afford the best possible human resources information system. Sandra's next step will be to shop around for the best value. Answer choices B, C, and D represent steps that she will need to take later in the process.
NEW QUESTION 122
Which of the following is not included as a job category under the EEO1 report?
- A. Service workers
- B. Craft workers
- C. Medical workers
- D. Sales workers
Answer: C
Explanation:
Explanation: Medical workers are not identified as a separate category under the EEO1 report. Sales workers, service workers, and craft workers, however, all represent separate EEO1 categories.
NEW QUESTION 123
OSHA operates under three primary expectations for employers. Which of the following is not one of these expectations?
- A. Ensure that occupational safety standards are met
- B. Provide employees a safe place to work
- C. Ensure that federal safety standards are met
- D. Educate employees about safety in the workplace
Answer: D
Explanation:
Explanation: While education about workplace safety is implied, it is not one of the three primary expectations of OSHA. These expectations are as follows: provide employees a safe place to work; ensure that federal safety standards are met; ensure that occupational safety standards are met.
NEW QUESTION 124
Which of the following represents an important change that occurred with the 2006 passing of the Pension Protection Act (PPA)?
- A. The age limit for vesting in the pension plan was lowered
- B. Employees must now choose to opt out of the program
- C. Part of the pension plan is now subject to higher income tax
- D. Employees over the age of 50 may increase their catchup contributions
Answer: B
Explanation:
Explanation: One of the primary changes that occurred in the 2006 Pension Protection Act (PPA) is that employers may automatically enroll employees in a 401(k) plan and employees have to choose to opt out. The lowered age limit for vesting was reflected in the Retirement Equity Act (REA) of 1984. The higher income tax applied to part of the pension plan was reflected in the Unemployment Compensation Amendments of 1992. The Economic Growth and Tax Relief Reconciliation Act (EGTERRA) of 2001 enabled employees over the age of 50 to increase their catchup contributions.
NEW QUESTION 125
The Motivation/Hygiene Theory (1959) is attributed to which of the following researchers?
- A. Fredrick Herzberg
- B. Victor Vroom
- C. Clayton Alderfer
- D. Abraham Maslow
Answer: A
Explanation:
Explanation: The Motivation/Hygiene Theory of 1959, which focuses on raising the value of a job in the eyes of the employee, is attributed to Fredrick Herzberg. Clayton Alderfer is responsible for the ERG Theory of 1969; Victor Vroom is credited with the Expectancy Theory of 1964; Abraham Maslow is credited with the Hierarchy of Needs Theory of 1954.
NEW QUESTION 126
Which of the following scenarios represents a legitimate exemption status for an employer?
- A. The police officers in the fourperson police department of a small town is exempt from overtime requirements
- B. The high school football coach of a large high school is exempt from overtime requirements due to taking students to outoftown games
- C. A large farm that employs teenagers during the summer months is exempt from child labor requirements
- D. The firefighters in a twelveperson department of a mediumsized town are exempt from minimum wage requirements
Answer: A
Explanation:
Explanation: Exemptions are specific, and in this case only answer choice D reflects a legitimate exemption status: due to the nature of the job, and the fact that the police department only has four members, these officers would be exempt from overtime requirements. The high school coach would not necessarily be exempt from overtime requirements, just because he has to take students to games. The large farm that employs teenagers during the summer would definitely not be exempt from child labor requirements. And the firefighters might be exempt from overtime requirements - under certain circumstances (which do not appear to be present in this situation) - but they are certainly not exempt from minimum wage requirements.
NEW QUESTION 127
Which compensation system is typical of unionized workplaces?
- A. membershipbased
- B. senioritybased
- C. incentivebased
- D. performancebased
Answer: B
Explanation:
Explanation: A senioritybased compensation system is typical of unionized workplaces. One reason for this is that the compensation system of a unionized business is based on negotiation between the employer and the union, rather than on internal measures of performance. One complaint about unions is that by encouraging a seniority system of compensation, they encourage complacency.
NEW QUESTION 128
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 129
Arthur is an employee of a distribution company and is looking to request FMLAapproved leave for personal reasons. Arthur contacts Brad, a human resources professional at the company, to find out if he is eligible for this type of leave. Arthur has worked for the company for 9 months. What is the minimum period of time that an employee needs to work for an employer to request leave according to FMLA guidelines?
- A. 8 months
- B. 18 months
- C. 12 months
- D. 15 months
- E. 10 months
Answer: C
Explanation:
Explanation: According to FMLA guidelines, an employee must work for an employer for a minimum of 12 months (not necessarily consecutively) in order to apply for FMLAapproved leave. Because Arthur has only worked for the company for 9 months, he will not be eligible to apply for type of leave, which is what Brad - as the human resources professional - will be required to explain to Arthur. Answer choices A, B, D, and E are incorrect because each represents the wrong period of time for FMLA leave.
NEW QUESTION 130
Which of the following is identified as a "designation notice" to inform employees about FMLA requirements for factors such as a required medical certification or a required fitnessforduty certification?
- A. WH381
- B. WH382
- C. WH380
- D. WH383
Answer: B
Explanation:
Explanation: Form WH382 is identified as a "designation notice" to inform employees about FMLA requirements for factors such as a required medical certification or a required fitnessforduty certification. Form WH381 is identified as the "eligibility, rights, and responsibilities notice" for employees regarding FMLA. The other answer choices do not reflect significant FMLA forms.
NEW QUESTION 131
During succession planning, a human resources professional may categorize employees as all of the following except:
- A. Employees who fulfill all of the requirements of the position
- B. Employees who are ready for a new position on the company
- C. Employees who are expected to or will be required to leave the position soon
- D. Employees who show indications that he or she is ready for a promotion
- E. No employee is necessary because the position is now obsolete
Answer: E
Explanation:
Explanation: The process of succession planning requires that a human resources professional consider employees within their current positions. As a result, answer choice B falls outside the focus on employees within the positions and instead focuses on the position itself. This is not a part of succession planning. Answer choices A, C, D, and E all belong to the process of categorizing employees who are currently in positions within an organization.
NEW QUESTION 132
......
Society for Human Resource Management Certified Professional Certification Sample Questions and Practice Exam: https://www.real4prep.com/SHRM-CP-exam.html
Real Exam Questions & Answers - SHRM SHRM-CP Dump is Ready: https://drive.google.com/open?id=1i1q9E-RrbTshS01w3lkSplJWSMGTiU9E