PHR Exam Dumps - HRCI certification Questions and Answers

The first proactive step in reducing cyber liability is to develop an acceptable use policy. This policy clearly outlines what constitutes acceptable and prohibited behavior regarding company networks, systems, and data, helping to prevent security breaches before they happen.

Official Extract:

"Implementing an acceptable use policy is essential to mitigate cyber risks by informing employees about appropriate use of company systems and safeguarding sensitive information."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Cybersecurity Risk Management)

Here’s how to calculate:First 40 hours = 40 × $20 = $800Overtime (8 hours at 1.5×) = 8 × $30 = $240Bonus = $200Total Gross Pay = $800 + $240 + $200 = $1,240Official Extract:"Overtime pay must be calculated at one and one-half times the regular rate for hours worked over 40 in a workweek, plus any bonuses, to determine total gross pay."(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, Wage and Hour Compliance)

Top management support is critical because leadership must champion DEI initiatives. Additionally, aligning DEI efforts with overall business objectives ensures sustainability and strategic relevance.

Official Extract:

"Successful DEI initiatives require visible leadership support and integration with organizational strategies and business objectives."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Diversity and Inclusion Strategies)

If an HR audit reveals noncompliance or gaps but management fails to act, it increases liability because it demonstrates knowledge of the issue without corrective action — a legal risk under employment laws like Title VII, FLSA, etc.

Official Extract:

"An HR audit identifies risks. Failure to remedy findings may lead to claims of negligent employment practices, compounding liability."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Risk and Compliance Management)

Official Extract:

"Self-service platforms reduce HR’s administrative workload by empowering employees to manage their own personal and employment data."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, HR Technology and Efficiency)

The encryption of sensitive information on mobile devices is a key method of minimizing data breach risks in case devices are lost or stolen. Encryption ensures that unauthorized users cannot access the data even if they have the device.

Official Extract:

"Encrypting sensitive data protects organizational information from unauthorized access if mobile devices are lost, stolen, or compromised."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Data Security and Confidentiality)

When an employee shows emotional distress or personal issues affecting work, referring them to an Employee Assistance Program (EAP) offers confidential support and resources to address personal challenges, benefiting both the employee and the organization.

Official Extract:

"HR should encourage EAP referrals when employees exhibit signs of emotional distress to provide professional support without escalating disciplinary actions unnecessarily."

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

Courts may award punitive damages when an employer’s discriminatory behavior is found to be intentional, malicious, or recklessly indifferent to federally protected rights. Punitive damages are meant to punish and deter similar misconduct.

Official Extract:

"Punitive damages may be awarded in cases of intentional discrimination where the employer acted with malice or reckless indifference to the employee’s rights."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Remedies and Penalties for Discrimination)

The EEOC limits compensatory and punitive damages under Title VII, ADA, and GINA based on the size of the employer — the larger the employer, the higher the maximum allowed damages.

Official Extract:

"Compensatory and punitive damage caps under federal anti-discrimination laws are scaled based on the employer’s number of employees."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Remedies and Penalties for Discrimination)

This question refers to the 4/5ths Rule (or 80% Rule) from the Uniform Guidelines on Employee Selection Procedures (UGESP).

It states that a selection rate for any protected group should be at least 80% (or 4/5) of the rate for the group with the highest selection rate.

Official Extract:

"The 4/5ths Rule (80% Rule) indicates adverse impact if the selection rate for a protected group is less than 80% of the rate for the most selected group."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Adverse Impact Analysis)