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[General] 100% Pass HRCI - Latest PHR - Formal Professional in Human Resources Test

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【General】 100% Pass HRCI - Latest PHR - Formal Professional in Human Resources Test

Posted at 2/22/2026 14:00:55      View：45 | Replies：0        Print      Only Author   [Copy Link] 1#
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HRCI PHR certification is a valuable credential for HR professionals seeking to validate their knowledge and skills. PHR exam covers a wide range of HR topics and requires a minimum of two years of professional experience. Earning a PHR Certification can lead to increased job opportunities, higher salaries and enhanced credibility in the HR profession.
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HRCI Professional in Human Resources Sample Questions (Q50-Q55):NEW QUESTION # 50
The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects organizations having what minimum number of employees?
  • A. Organizations with 100 or more employees
  • B. Organizations with 15 or more employees
  • C. This law only addresses federal government employees
  • D. All organizations with employees must abide by this law
Answer: B

NEW QUESTION # 51
The best reason for a company to establish social media policies is to:
  • A. Limit liability.
  • B. Monitor web surfing.
  • C. Promote compliance.
  • D. Advance new technologies.
Answer: A
Explanation:
Organizations implement social media policies primarily to limit legal liability by clarifying acceptable online behavior, protecting confidential information, and preventing harassment, defamation, or regulatory violations.
Official Extract:
"Establishing employee policies regarding communication technologies, including social media, protects the organization against liabilities related to defamation, discrimination, data breaches, and intellectual property theft." (Source: HRCI PHR Content Outline 2024-2025, Business Management Section, Risk Mitigation and Compliance)

NEW QUESTION # 52
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?
  • A. The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.
  • B. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.
  • C. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.
  • D. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.
Answer: A

NEW QUESTION # 53
In an employer emergency action plan, required items include procedures:
  • A. To dispose of used Personal Protective Equipment (PPE).
  • B. To account for all employees after evacuation.
  • C. For compensating nonexempt workers during emergencies.
  • D. For installing and maintaining safety equipment.
Answer: B
Explanation:
According to OSHA standards and emergency preparedness guidelines, organizations must have clear procedures to account for all employees after evacuation during emergencies to ensure everyone's safety.
Official Extract:
"Emergency action plans must include procedures for accounting for all employees after evacuation to ensure no one is left behind or unaccounted for." (Source: HRCI PHR Content Outline 2024-2025, Business Management Section, Risk Management and Emergency Preparedness)

NEW QUESTION # 54
When terminating an employee, how can an employer discourage a wrongful discharge lawsuit?
  • A. Offer to provide a positive reference.
  • B. Review information on the Consolidated Omnibus Budget Reconciliation Act (COBRA).
  • C. Engage in respectful and honest conversation.
  • D. Disclose merit and compensation increases.
Answer: C
Explanation:
Engaging respectfully and honestly during termination helps minimize misunderstandings, shows good faith, and reduces the risk of litigation. Respectful treatment also preserves the employer's reputation and reduces the emotional impact on the employee.
Official Extract:
"Respectful, honest communication during termination discussions can reduce employee anger, demonstrate fairness, and lower the risk of wrongful discharge claims." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Termination Procedures)

NEW QUESTION # 55
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