HRCI PHR Dumps Questions Answers

An organization has 39 full-time employees (FTE) and 25 part-time employees all working at the same location. The spouse of an employee in a lawfully recognized common-law marriage was diagnosed with an illness that requires extensive care. The employee requests Family and Medical Leave Act (FMLA) leave to begin immediately. The employee has been working full time for 10 months and worked 1,300 hours during that period. Six years ago, the employee worked for this employer for 3 months. The employer requires employees to substitute accrued paid leave for unpaid FMLA leave, and also has a policy that permits the use of sick days for an employee’s personal illness only. The employee has 12 days of accrued vacation time and has accrued 3 sick days and 3 personal days.

Taking organizational policy into account, how many accrued paid days will the organization require the employee to use concurrently with the Family and Medical Leave Act (FMLA) leave?

A supervisor wants to terminate an employee with 10 years of service due to excessive absences. The employee has certification for intermittent leave under the Family and Medical Leave Act (FMLA) for a chronic condition. The certification specifies an anticipated need for leave 1–3 days per month. The employee averages 6 days off per month and is close to exhausting the protected leave bank. A coworker provided to HR printouts of the employee’s social media page with photos of the employee on vacation while reporting time as protected leave.

Based on the difference between the anticipated need and actual leave taken, the employer should:

(Enter the answer as a numeric value.)

An employee’s base pay is $20 per hour. They worked 48 hours in one week and received a spot bonus of $200. Their gross pay for the week is ____________.