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HRCI PHRca Exam Questions
- Topic 1: Compensation/Wage and Hour: This section of the exam measures the skills of Compensation Analysts and covers key concepts related to employee compensation structures and wage regulations. Candidates will explore various compensation strategies, including salary structures, incentive programs, and compliance with wage and hour laws. A critical focus is placed on understanding the Fair Labor Standards Act (FLSA) and its implications for employee classification and overtime pay.
- Topic 2: Employment Lifecycle and Employee Relations: This domain assesses the competencies of Human Resources Managers in managing the employment lifecycle and fostering positive employee relations. Candidates will examine processes from recruitment to onboarding, performance management, and termination. The section also emphasizes effective communication strategies, conflict resolution, and maintaining a positive workplace culture, highlighting the importance of employee engagement and retention.
- Topic 3: Leaves of Absence and Benefits: This area measures the skills of HR Managers in administering employee leaves of absence and benefits programs. Candidates will learn about various types of leave, including Family and Medical Leave Act (FMLA) provisions, short-term disability, and other benefit offerings. The focus is on ensuring compliance with relevant laws while effectively communicating benefits options to employees.
- Topic 4: Health, Safety, and Workers’ Compensation: This section evaluates the knowledge of the target professionals regarding workplace health and safety regulations. Candidates will explore Occupational Safety and Health Administration (OSHA) guidelines, risk assessment practices, and workers' compensation processes.
- Topic 5: Compliance and Risk Management: This domain targets HR Managers and focuses on ensuring organizational adherence to laws and regulations while managing risks. Candidates will study compliance frameworks, internal controls, and risk assessment methodologies.
Free HRCI PHRca Exam Actual Questions
Note: Premium Questions for PHRca were last updated On Jan. 15, 2025 (see below)
Which of the following is illegal except in the construction industry?
Answer option B is correct. The closed shop clause is illegal except in the construction industry. The closed shop clause requires that all new hires be members of the union before they are hired. Answer option C is incorrect. The agency shop clause specifies that all employees must either join the union or pay union dues if they choose not to join the union. Answer option A is incorrect. The union shop clause requires that all employees join the union within a grace period specified by the contract. Answer option D is incorrect. There is no such term as common shop clause.
Chapter: Employee and Labor Relations
Objective: Union Organization
Which of the following standards requires employers to provide employees with information about physical and health hazards related to the use of chemicals in the workplace?
Answer option B is correct.
Chapter: Risk Management
Objective: Risk Assessment
Which of the following groups have not been identified for protection under the Americans with Disabilities Act as it relates to substance abuse?
Answer option C is correct. Current users of illegal drugs are specifically excluded from protection under the ADA. The ADA, however, does not require that an employer retain any employee whose substance abuse---regardless of the status or type of substance---represents a serious safety risk to themselves or others. Recovering addicts are protected by the ADA. And, depending on certain conditions, users of legal substances such as alcohol or prescription drugs may be protected by the ADA.
Chapter: Risk Management
Objective: Review Questions
Which of the following Acts requires employers to record health and safety incidents that occur each year and to document steps they take to comply with regulations?
Answer option A is correct.
Chapter: Risk Management
Objective: Risk Assessment
Millie is an injured worker who has been back to work on modified duty for approximately 13 months. Which of the following return-to-work strategies would best help Millie get back to full duty?
Answer option A is correct. An IME will allow Millie to be evaluated by an impartial third party. Modified duty is a short-term solution to be used when an injured worker is able to return to work but not to full duty (D). A reasonable accommodation strategy (B) may become necessary, but only after Millie's diagnosis and treatment plan is clearly understood. Terminating her employment (C) prior to identifying the extent of her qualifications and limitations is not advisable.
Chapter: Risk Management
Objective: Review Questions
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Andra
8 hours agoBobbie
2 days ago