PHR Exam Dumps - HRCI certification Questions and Answers

Formula: (Number of terminated employees ÷ Number of hires) × 100= (30 ÷ 150) × 100= 0.2 × 100= 20%Official Extract:"Turnover rates are calculated as the number of separations during a period divided by the total number of employees, multiplied by 100 to yield a percentage."(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, HR Metrics and Analysis)

Employers may regulate off-duty conduct when it directly impacts business interests, such as protecting the organization’s reputation, security, or client relationships — but must comply with applicable state off-duty conduct protections.

Official Extract:

"Employers may restrict off-duty conduct if it negatively affects the organization’s legitimate business interests, such as safety, reputation, or operational integrity."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Employee Rights and Restrictions)

A strong performance management policy emphasizes continuous feedback, both formal and informal, throughout the year — not just during annual reviews. This strengthens communication and helps with employee development.

Official Extract:

"Effective performance management practices include continuous feedback loops between employees and supervisors, supporting real-time coaching and growth."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Performance Management Systems)

The best defense against an EEOC claim is to prove that the employer had a legitimate, non-discriminatory business reason for its action. Showing this shifts the burden of proof back to the complainant.

Official Extract:

"In responding to discrimination charges, employers should demonstrate legitimate, non-discriminatory reasons for employment decisions supported by consistent documentation."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Discrimination Laws Compliance)

Employers must allow, but cannot require, the employee to use available paid leave (like sick time) during military leave. It must be voluntary on the part of the employee.

Official Extract:

"Employees on military leave may elect, but cannot be required, to use accrued vacation, annual, or similar paid leave during their service."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, USERRA Benefits)

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)

Pay inversion happens when a new employee is hired at a higher salary than a current employee performing the same or similar work with equal or greater experience — often due to rising market rates.

Official Extract:

"Pay inversion occurs when newly hired employees are paid more than existing employees in comparable roles, creating internal pay inequities."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, Pay Structures and Market Competitiveness)

Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), an employee must request reemployment within 14 days after release from active duty if the service was for more than 30 days but less than 181 days.

Official Extract:

"Employees returning from military leave must submit a timely application for reemployment, generally within 14 days if service lasted between 31 and 180 days."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Military Leave and Reemployment Rights)

New employees' early exposure to and understanding of organizational culture — the values, norms, and working environment — has a strong influence on their decision to stay or leave.

Official Extract:

"Introducing employees to the organizational culture during onboarding enhances early engagement, promotes retention, and fosters a sense of belonging."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Onboarding Best Practices)

FMLA applies only to employers with 50 or more employees (full-time or part-time) within a 75-mile radius. Here, the organization has fewer than 50 total employees, so it is not covered by FMLA.

Official Extract:

"FMLA eligibility requires that the employer has 50 or more employees within a 75-mile radius."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, FMLA Employer Coverage)