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HRCI Associate Professional in Human Resources Sample Questions:

1. Emma has never had to manage a union contract before. As the HR manager, she is involved with the grievance-handling process as the third step in the process. At her first meeting with the union steward, the steward began yelling at Emma and telling her what she had to do to satisfy the union in this situation. Emma was stunned.
What should she do?
Response:

A) She has little choice but to sit there and take it. She is the employer's representative, and if she gets upset, it will only make matters worse.
B) Emma should recess the meeting and tell the steward that she will not continue their conversation until the steward can conduct herself in a civil manner.
C) Emma should call a recess and ask for a management representative to join the meeting with her so she can have some backup in an unpleasant situation.
D) Once the steward has blown off all her steam, Emma should continue the discussion by explaining the employer's position.

2. Social Security, COBRA, and Medicare are examples of
Response:

A) Medical benefits
B) Social benefits
C) Employer-sponsored benefits
D) Government-regulated benefits

3. Which of the following is not regulated by the FLSA?
Response:

A) Minimum wage
B) Exempt status
C) Employee benefits
D) Overtime pay

4. Sophia makes it a practice to call each applicant's former employers to verify employment claims and determine whether there were any behavioral problems in prior jobs. Her company is now being sued because a new hire had an automobile accident while on a delivery run.
It turned out he had a history of reckless driving charges in his past two jobs. But she wasn't told about those when she talked with the former employers. Should Sophia be worried?
Response:

A) No. She tried to get information from the previous employers and they wouldn't talk to her. She made a good faith effort. She is off the hook.
B) Yes. Sophia is going to have to explain to her attorney why she hired this person when there was such a bad history of workplace behavior.
C) Yes. Almost certainly, Sophia will be blamed for negligent hiring. She has little defense. She should have found out about the new employee's previous employment issues.
D) Yes. In this instance, she should also have conducted a search of his driving record before hiring him into a job that required driving for deliveries. She shouldn't have relied on only former employer input.

5. Arthur has applied for a job with the AB Trucking Company. He is told he must take and pass a urine drug test. If he fails the test and any subsequent random drug test after he is hired, he will be dismissed from the company. Arthur reacts loudly and says, "That's an invasion of my privacy! I won't do it." What happens now?
Response:

A) Arthur can discontinue his participation in the AB Transit Company's employment process.
B) Arthur can take the test now and still refuse to participate in random tests later.
C) Arthur can have his friend take the test for him.
D) Arthur can call his lawyer and have the drug test waived since he doesn't want to take it.

Solutions: