File Info
| Exam | Senior Professional in Human Resources |
| Number | SPHR |
| File Name | HRCI.SPHR.PrepAway.2018-12-09.400q.tqb |
| Size | 2 MB |
| Posted | Dec 09, 2018 |
| Download | HRCI.SPHR.PrepAway.2018-12-09.400q.tqb |
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Demo Questions
Question 1
As a Senior HR Professional, you should be familiar with intrinsic rewards and extrinsic rewards that your company provides for its employees. Which of the following is an example of an extrinsic reward?
- Satisfaction from challenging and exciting assignments
- Cash compensation
- Esteem from working with other talented people
- On-site cafeteria
Correct answer: C
Explanation:
Answer option C is correct. Esteem from working with other talented people is an extrinsic reward. Answer option A is incorrect. Satisfaction from challenging and exciting assignments is an example of an intrinsic reward. Answer option B is incorrect. Cash compensation is a monetary reward for employment. Answer option D is incorrect. An on-site cafeteria is an example of a non-monetary reward. Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Six: Total Rewards. Official PHR and SPHRCertification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Compensation and BenefitsObjective: Total Rewards Defined Answer option C is correct.
Esteem from working with other talented people is an extrinsic reward.
Answer option A is incorrect. Satisfaction from challenging and exciting assignments is an example of an intrinsic reward.
Answer option B is incorrect. Cash compensation is a monetary reward for employment.
Answer option D is incorrect. An on-site cafeteria is an example of a non-monetary reward.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Six: Total Rewards. Official PHR and SPHR
Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
Question 2
Your company is a government contractor with a current project of $250,000. As the Senior HR Professional you've been asked how the Walsh Healy Public Contracts Act will affect your organization. What is the Walsh Healy Public Contracts Act?
- This act requires government contractors with contracts over $100,000 to pay their employees the prevailing wage for their local areas as established by the Secretary of Labor.
- This act requires government contractors in states that have minimum wages set higher than federal minimum wage act to abide by the state minimum wage requirements.
- This act requires government contractors in states that have minimum wages set higher than federal minimum wage act to abide by the state minimum wage requirements unless the workers do not live in the state where the contracted work is being performed.
- This act requires government contractors with contracts over $10,000 to pay their employees the prevailing wage for their local areas as established by the Secretary of Labor.
Correct answer: D
Explanation:
Answer option D is correct. The Walsh Healy Public Contracts Act requires government contractors with contracts of more than $10,000 to pay their employees the wage of the local areas as established by the Secretary of Labor. Answer option A is incorrect. This statement is close to accurate, but the contract amount isn't $100,000, it is only $10,000. Answer option B is incorrect. This statement is totally false and incorrect. The Walsh Healy Public Contracts Act does not address the Fair Labor Standards Act for minimum payment. Answer option C is incorrect. This statement is totally false and incorrect. The Walsh Healy Public Contracts Act does not address the Fair Labor Standards Act for minimum payment. Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Compensation and BenefitsObjective: Total Rewards Defined Answer option D is correct.
The Walsh Healy Public Contracts Act requires government contractors with contracts of more than $10,000 to pay their employees the wage of the local areas as established by the Secretary of Labor.
Answer option A is incorrect. This statement is close to accurate, but the contract amount isn't $100,000, it is only $10,000.
Answer option B is incorrect. This statement is totally false and incorrect. The Walsh Healy Public Contracts Act does not address the Fair Labor Standards Act for minimum payment.
Answer option C is incorrect. This statement is totally false and incorrect. The Walsh Healy Public Contracts Act does not address the Fair Labor Standards Act for minimum payment.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
Question 3
Gina is a receptionist for her company and she is a non-exempt employee. She works between the hours of 8AM and 5PM. During the day she is required to be at the front desk at all times, except for small breaks to use the restroom. Gina is often required by her company to remain at the desk for her lunch. When Gina has to eat her lunch at the front desk is she to be compensated for this time or not?
- No, because she is non-exempt
- No, because she is eating lunch
- Yes, because she is non-exempt
- Yes, because she is required to be at the desk
Correct answer: D
Explanation:
Answer option D is correct. Under the Fair Labor Standards Act, rest periods and meal periods are not required but when they are provided, the time periods are subject to its requirements. Meal periods of 30 minutes or longer are not compensable unless the employee is required to work during the meal. Answer option A is incorrect. The non-exempt status does not affect the payment of the requirements to work through lunch. Answer option B is incorrect. Gina may be eating lunch, but she is required to stay at the front desk during her meal. Answer option C is incorrect. The non-exempt status does not affect the payment of the requirements to work through lunch. Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Compensation and BenefitsObjective: Total Rewards Defined Answer option D is correct.
Under the Fair Labor Standards Act, rest periods and meal periods are not required but when they are provided, the time periods are subject to its requirements.
Meal periods of 30 minutes or longer are not compensable unless the employee is required to work during the meal.
Answer option A is incorrect. The non-exempt status does not affect the payment of the requirements to work through lunch.
Answer option B is incorrect. Gina may be eating lunch, but she is required to stay at the front desk during her meal.
Answer option C is incorrect. The non-exempt status does not affect the payment of the requirements to work through lunch.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
