Senior Professional in Human Resources Flashcards
7 cards from real SPHR practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Senior Professional in Human Resources flashcards as text
Under the NLRA, which of the following employer actions during a union organizing campaign is MOST likely to constitute an unfair labor practice?
Answer: Promising employees a wage increase if they vote against the union
Promising benefits contingent on a union election outcome is an unlawful 'promise of benefit' under NLRA Section 8(a)(1).
A company is implementing a reduction in force and must comply with the WARN Act. Which scenario triggers the 60-day advance notice requirement?
Answer: Terminating 50 employees at a 400-person site within 30 days
WARN applies when 50+ employees (≥33% of the workforce) are laid off at a single site within 30 days, as in a 400-person plant.
Which expatriate compensation approach pays employees according to home-country salary scales adjusted for cost-of-living, housing, and tax differentials?
Answer: Balance-sheet approach
The balance-sheet approach maintains home-country purchasing power by adding allowances for cost-of-living, housing, and taxes.
An SPHR is designing succession planning for critical roles. Which metric BEST measures the effectiveness of the program over time?
Answer: Percentage of open leadership positions filled internally
The percentage of critical roles filled internally directly measures whether the succession pipeline is producing ready successors.
Under the ADA, an employer is required to provide a reasonable accommodation UNLESS it causes undue hardship. Which factor is NOT considered in the undue hardship analysis?
Answer: The employee's length of service with the company
Undue hardship factors under the ADA include cost, employer resources, nature of the operation, and facility impact—not the employee's tenure.
A company's total rewards strategy should PRIMARILY be aligned with which organizational element?
Answer: The organization's business strategy and culture
Total rewards must support and reinforce the organization's strategic direction and cultural values to attract and retain the right talent.
Which of the following correctly describes the difference between disparate treatment and disparate impact in employment discrimination?
Answer: Disparate treatment is intentional discrimination; disparate impact is a neutral policy with discriminatory effect
Disparate treatment involves intentional discrimination based on a protected characteristic, while disparate impact occurs when a neutral policy disproportionately harms a protected group.