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HRCI Associate Professional in Human Resources Sample Questions:

1. It is not true that illegal harassment can be based on:
Response:

A) Persistent jokes about an employee's home country
B) Sexual advances
C) Persistent requests for a loan
D) Racial slurs

2. Pat is talking with her colleagues about illegal discrimination at work. Someone mentions that the company is going to be sending out a request for updated race and sex information. Pat says that isn't legal.
The company isn't supposed to track any of that information.
Response:

A) Pat has not understood the FLSA requirements that employers keep race and sex data on employees.
B) Only federal contractors are required to maintain the race and sex identification for employees.
C) It is only the public-sector employees who are exempt from providing their race and sex identification to employers.
D) The EEOC has issued guidelines that agree with Pat's belief that it is illegal to maintain that information in company records.

3. Mary has had a bad encounter with her supervisor, Henry. That evening after getting home from work, she pulls out her computer and sends a blistering blog post to her Facebook page. She names her company and her supervisor. She calls him unfair, pigheaded, and without principles.
What can the company do about her posting?
Response:

A) The company can demand that Facebook remove the offensive post. If it doesn't, the company can file legal action against Facebook.
B) The company is protected against such employee comments by the Fair and Decent Treatment Act and can take disciplinary action against Mary.
C) The company is prohibited from any action against Mary because she is engaging in a protected concerted activity.
D) The company can demand that she remove the offensive post. If she doesn't, the company can file legal action against her.

4. Today, HR staff exists in not just large and mega organizations but also in smaller organizations such as an engineering or law firm. In smaller organizations, it is not uncommon to:
Response:

A) Have a one-person HR department handling all HR functions
B) Give each line manager authority to modify HR policies
C) Take delivery of all inventory materials
D) Pay someone in operations to be sure posters are current

5. When can the Trustworthy Bookkeeping and Tax Preparation organization require a polygraph test of a new employee?
Response:

A) When a candidate is applying for an HR recruiting position
B) When an accountant candidate is applying for a job in a function that has embezzlement potential
C) When a candidate is a recovering substance abuse user
D) When a candidate is applying for a clerical position

Solutions: