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Eliminates confusion while taking the HRCI PHRca certification exam. Prepares you for the format of your PHRca exam dumps, including multiple-choice questions and fill-in-the-blank answers. Comprehensive, up-to-date coverage of the entire Professional in Human Resources - California (PHRca) certification curriculum. HRCI PHRca practice questions are based on recently released PHRca exam objectives.

The PHRca certification is highly valued by employers in California as it demonstrates a high level of knowledge and expertise in California-specific HR practices and laws. It is also recognized as a prestigious certification in the HR industry and can lead to career advancement opportunities. Professional in Human Resources - California certification is valid for three years and requires ongoing professional development to maintain. Overall, the PHRca Certification is an excellent investment for HR professionals looking to advance their careers in California.

The Human Resources Certification Institute (HRCI) is one of the world's most reputable HR certification bodies. It offers various credentials such as the Professional in Human Resources - California (PHRca) examination. This particular exam is suitable for those who work or aspire to work in HR roles in California.

HRCI Professional in Human Resources - California Sample Questions (Q190-Q195):

NEW QUESTION # 190
The Occupational Safety and Health Administration is to the Occupational Safety and Health Act as the National Labor Relations Board is to which of the following?

A. The Labor-Management Relations Act
B. The Labor-Management Reporting and Disclosure Act
C. The National Labor Relations Act
D. The Norris-La Guardia Act

Answer: C

Explanation:
Answer option B is correct.The NLRB was established by the NLRA to enforce provisions of the act related to conducting elections and preventing unfair labor practices. The LMRA, LMRDA and the Norris-La Guardia Act (D, C, A) are all examples of legislation influencing the application of unions in the workplace.
Chapter:Employee and Labor Relations
Objective:Review Questions

NEW QUESTION # 191
Which of the following requires employees to act within the authority granted by the employer?

A. Duty of obedience
B. Duty of loyalty
C. Duty of diligence
D. Due process

Answer: A

Explanation:
Answer option D is correct.
Chapter:Employee and Labor Relations
Objective:Federal Employment Legislation

NEW QUESTION # 192
Whichof the following is the process of systematically determining a relative internal value of a job in an organization?

A. Broadbanding
B. SWOT Analysis
C. Gainsharing
D. Job evaluation

Answer: D

NEW QUESTION # 193
Your organization has created an affirmative action plan which includes an internal audit and reporting system. According to the Department of Labor there are four actions which should be included in the internal audit and reporting system to be effective. Which of the following is not one of the Department of Labor recommended actions for the internal audit and reporting system?

A. Review report resources with all levels of management.
B. Require internal reporting on a schedule basis as to the degree to which equal employment opportunity and organizational objectives are attained.
C. Monitor records of all personnel activity at all levels to ensure that nondiscriminatory policy is enforced.
D. Post the findings of the internal audit and reporting system for all employees to review.

Answer: D

NEW QUESTION # 194
During a unionizing campaign, management may do which of the following in response to union allegations?

A. Ask employees what the union is saying about the company.
B. Tell employees that the company will have to move the jobs to another country if the union is elected.
C. Point out the consequences of unionization based on past facts.
D. Encourage nonunion employees to talk about the reasons they don't want the union.

Answer: C

Explanation:
Answer option B is correct.The company may make truthful statements about a unionized environment during an organizing campaign, such as pointing out that employees will have to pay dues to the union. Although nonunion employees are free to talk about their reasons for not wanting a union (C), it is an unfair labor practice for the employer to encourage them to do so. Telling employees that the company will have to move the jobs to another country if the union is elected (D) is also a ULP, because it constitutes a threat. Employers may not threaten, interrogate, promise, or spy on (TIPS) employees during an organizing campaign (A).
Chapter:Employee and Labor Relations
Objective:Review Questions

NEW QUESTION # 195
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HRCI Professional in Human Resources - California Sample Questions (Q190-Q195):

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