Online Access Free PHRca Exam Questions

Employee Weingarten rights established which of the following?

• A.Employees have the right to consult with an attorney post-discipline.
• B.Employers may not deny a nonunion worker's request for representation during an investigatory hearing.
• C.Union employees have the right to have a union representative present at an investigatory interview.
• D.Employers have the right to deny the presence of a co-worker in an investigatory interview.

The management and union are proceeding to an arbitration hearing that will be conducted by an arbitration panel. Which one of the following best describes the makeup of the arbitration panel?

• A.There are three arbitrators, all of whom are selected by the party not bringing the grievance.
• B.There are three arbitrators all of whom are randomly selected to serve from a pool of pre-approved management andunion arbitrators.
• C.There are three arbitrators all of whom must be approved to participate by the management and the union.
• D.There are three arbitrators, one selected by the management, one selected by the union, and a neutral arbitrator whom bothmanagement and union approve of.

Which of the following is provided by the companies to their employees who are called to work before or after their scheduled work hours?

• A.Reporting pay
• B.Shift premium
• C.Base pay
• D.Call-back pay

Your organization will be using the factor comparison technique in their evaluations of job performance. You need to communicate what the factor comparison technique accomplishes as you're the HR Professional for your organization. Which of the following best describes the factor comparison technique?

• A.Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a bonus structure for each job.
• B.Factor comparison is an evaluation technique that involves theranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines the importance and value of each job.
• C.Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job.
• D.Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, andvalue this approach determines a pay rate for each job.

There are four components of the HR Impact Model, which affect how a HR Professional may operate within a given environment. Which one of the following is NOT a component of the HR Impact Model?

• A.Catalyst
• B.Client
• C.Programs and processes
• D.Consultation