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HRCI Associate Professional in Human Resources Sample Questions:

1. Sandy is 15 years old and a sophomore at Central High School. She gets a job at the local hamburger drive-in. Her boss says he needs her to work the following schedule during the Spring Break week: 4 hours at lunch time every day, 9 hours on Saturday, and 6 hours on Sunday.
Is that schedule acceptable for Sandy given that she has a work permit from the school?
Response:

A) Only state laws impact what hours Sandy can work because it happens during a vacation week.
B) Because Sandy won't be working more than 40 hours for the week, there is no problem.
C) Federal law says Sandy cannot work more than 8 hours a day when it is a vacation week.
D) Because it is a school vacation week, there are no restrictions on the hours that Sandy can work.

2. When someone is stuck by a syringe needle accidentally, OSHA says you should Response:

A) Save the reporting until the end of the calendar year for the summary report.
B) Report the case as a minor incident that didn't require medical treatment.
C) Report the case under special OSHA rules.
D) Ignore the needle stick. It isn't covered.

3. An employee in Cortez's organization came to him and suggested that she and her co-worker could consolidate their duties into one job and each work part-time. What is this arrangement known as?
Response:

A) Job sharing
B) Double duty
C) Part-time jobbers
D) Impossible

4. For the past 6 years, Sam's company has been a federal contractor working on equipment for the Department of Defense. The company has additional contract opportunities coming up, and Sam isn't sure if there will be an extra burden related to disabled workers because they are subject to both the Americans with Disabilities Act and the Rehabilitation Act.
Response:

A) Sam's company has already met its recruiting obligations and now only has to worry about meeting ADA requirements.
B) Sam should rest easy. The ADA and the Rehabilitation Act are identical in their content and requirements.
C) Whatever Sam thinks, the ADA and Rehabilitation Act requirements have applied to his company for 6 years already. Adding more contracts won't change his current obligations.
D) Handling job accommodation requests is a requirement of the ADA but not the Rehabilitation Act. Things should be easier.

5. Naji is wondering how he is going to describe the difference between his organization's employee grievance resolution process and the discrimination complaint-handling process. What would you suggest?
Response:

A) Grievances happen only in union-represented organizations, so Naji doesn't have to worry about that. He still has to explain how discrimination complaints can be handled in his organization.
B) Employee grievances are often regarding workplace rules and work assignment processes. Discrimination complaints have more to do with equal employment opportunity issues.
C) There isn't any difference between them. The processes for handling them are the same.
D) Handling grievances is not required by law, but handling discrimination complaints is a legal requirement under federal law.

Solutions: