PHR Professional in Human Resources Questions and Answers

Pay inversion happens when a new employee is hired at a higher salary than a current employee performing the same or similar work with equal or greater experience — often due to rising market rates.

Official Extract:

"Pay inversion occurs when newly hired employees are paid more than existing employees in comparable roles, creating internal pay inequities."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, Pay Structures and Market Competitiveness)

Organizations implement social media policies primarily to limit legal liability by clarifying acceptable online behavior, protecting confidential information, and preventing harassment, defamation, or regulatory violations.

Official Extract:

"Establishing employee policies regarding communication technologies, including social media, protects the organization against liabilities related to defamation, discrimination, data breaches, and intellectual property theft."

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

Succession planning prepares employees for future leadership roles, improving employee engagement and retention by showing a clear pathway for advancement and growth.

Official Extract:

"Succession planning supports employee retention by demonstrating organizational commitment to career development and leadership opportunities."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Succession Planning Strategies)

Offering different severance benefits based on protected categories (like gender) could create a disparate impact claim. The organization should analyze and compare the severance offerings to ensure they do not unintentionally discriminate.

Official Extract:

"Employers must evaluate severance programs for potential disparate impact on protected groups and correct inequities to avoid discrimination claims."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Compliance and Fair Employment Practices)

Employee Resource Groups (ERGs) are voluntary, employee-led groups that foster diversity and inclusion within an organization. They help support DEI strategies by building internal communities, offering peer support, hosting cultural events, and influencing inclusive business practices. HRCI’s guidelines on Business Management state the importance of cultivating diverse workplaces through internal engagement initiatives.

Official Extract:

"Promoting internal diversity efforts through voluntary groups, mentoring programs, and resource networks supports the organization's DEI strategy and enhances employee engagement."

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

From your table:

Group

Passed

Total Applicants

Selection Rate

African Americans

30

80

30 ÷ 80 = 37.5%

Whites

15

30

15 ÷ 30 = 50%

Hispanics

5

25

5 ÷ 25 = 20%

Total

50

135

Highest selection rate: 50% (Whites)

Now apply the 4/5ths Rule:

80% × 50% = 40%

Minimum acceptable selection rate = 40%.

Now compare:

African Americans: 37.5% (below 40%) → Possible adverse impact

Hispanics: 20% ❌ (way below 40%) → Definite adverse impact

Whites: 50% → No issue.

Adverse impact is against Hispanics (not African Americans, not Whites, not Females).

The most critical factor for successful employee engagement surveys is to take visible action based on the results. If employees see no follow-up after providing feedback, trust and participation decline sharply in future surveys.

Official Extract:

"Actioning survey results is critical to maintaining credibility, demonstrating responsiveness, and driving continuous improvement based on employee feedback."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Survey Feedback and Action Planning)

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)

Under FMLA guidelines, if an employee's absences differ substantially from the medical certification, the employer has the right to request an updated certification to confirm the need for continued leave.

Official Extract:

"An employer may request recertification if the frequency or duration of absences significantly differs from the original certification. Employers must follow FMLA procedures carefully to avoid claims of interference or retaliation."

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

Since the policy allows substitution of vacation days but restricts sick days to personal illness, only the 12 vacation days must be used concurrently with FMLA leave.

Official Extract:

"Employers may require the substitution of accrued paid leave (such as vacation days) for unpaid FMLA leave, provided it aligns with their leave policies."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, FMLA Leave Substitution Policies)

Under USERRA, employees' vesting in pension plans, including 401(k), must continue during military service as if they had remained continuously employed. No break in service occurs for vesting purposes.

Official Extract:

"An employee’s military leave must not result in a loss of pension or retirement plan benefits, including vesting, as if continuously employed."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Pension and Retirement Protections under USERRA)

Under the WARN Act, covered employers (those with 100 or more full-time employees) must provide 60 days’ advance notice of plant closings and mass layoffs. Official Extract:"The WARN Act requires employers with 100 or more employees to provide 60 calendar days’ notice of plant closings or mass layoffs."(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, WARN Act Compliance)

The appropriate first step is to engage in an interactive process to evaluate the request under ADA standards, which includes investigating the necessity of the emotional support animal and reviewing documentation. Employers must balance accommodation requests with business needs.

Official Extract:

"Requests for accommodations, such as emotional support animals, require an individualized assessment and an interactive process to evaluate the need and reasonableness."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Disability Accommodation Procedures)

The primary goal of assigning mentors during onboarding is to help new employees adjust to the organizational culture, including unwritten rules, social norms, and expectations that formal training might not cover.

Official Extract:

"Mentoring during onboarding enhances cultural assimilation by providing new employees with guidance, support, and insider knowledge about organizational norms and values."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Mentoring and Cultural Assimilation)

The success of an outplacement program is best measured by the number of displaced employees successfully re-employed. This demonstrates the program’s effectiveness in helping employees transition to new opportunities.

Official Extract:

"The effectiveness of outplacement programs is assessed by measuring the reemployment rates of separated employees."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Separation and Transition Programs)

Unintentional overhearing of genetic information is not a violation of GINA if the manager did not actively solicit the information. However, employers must avoid further use or recording of the overheard data.

Official Extract:

"The inadvertent acquisition of genetic information, such as overhearing a conversation, does not violate GINA. However, the information must not be used or recorded."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Genetic Information Compliance)

Staffing agencies typically charge high fees (20–30% of an employee’s annual salary) for placements. Eliminating agency use can save significant recruiting costs, making it a major cost-saving measure if feasible.

Official Extract:

"Reducing reliance on external agencies helps lower recruitment costs significantly, especially when internal sourcing strategies can fill roles effectively."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Recruitment Cost Management)

The "lead the market" compensation strategy involves offering higher-than-average wages to attract top talent and hard-to-fill roles. This approach positions the organization as highly competitive for skilled candidates.

Official Extract:

"Leading the market on pay enables organizations to attract and retain highly qualified candidates, particularly for critical or hard-to-fill positions."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, Compensation Strategy Models)

Employers who participate in the E-Verify program under specific DHS guidelines are permitted to remotely examine documents for Form I-9 verification purposes in certain cases, such as for remote hires, but only with strict adherence to program rules.

Official Extract:

"Employers enrolled in E-Verify may remotely inspect I-9 documentation under authorized guidelines to accommodate remote hires while maintaining compliance."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Employment Eligibility Verification)

A strong performance management policy emphasizes continuous feedback, both formal and informal, throughout the year — not just during annual reviews. This strengthens communication and helps with employee development.

Official Extract:

"Effective performance management practices include continuous feedback loops between employees and supervisors, supporting real-time coaching and growth."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Performance Management Systems)

A product-based structure organizes employees by products, brands, or services they work with, rather than by function or geography. This structure allows focus on specific brand success.

Official Extract:

"Product-based organizational structures group employees based on the products or brands they support, enabling specialization and brand focus."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Organizational Design and Structures)

The best defense against an EEOC claim is to prove that the employer had a legitimate, non-discriminatory business reason for its action. Showing this shifts the burden of proof back to the complainant.

Official Extract:

"In responding to discrimination charges, employers should demonstrate legitimate, non-discriminatory reasons for employment decisions supported by consistent documentation."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Discrimination Laws Compliance)

Formula: (Number of terminated employees ÷ Number of hires) × 100= (30 ÷ 150) × 100= 0.2 × 100= 20%Official Extract:"Turnover rates are calculated as the number of separations during a period divided by the total number of employees, multiplied by 100 to yield a percentage."(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, HR Metrics and Analysis)

Cross-functional training and job rotation expose employees to different departments, enhancing collaboration. Additionally, encouraging innovation fosters problem-solving across teams. These two strategies drive a more collaborative, agile work culture.

Official Extract:

"Facilitating cross-functional exposure and encouraging innovation are key strategies to promote collaboration, creativity, and teamwork within organizations."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Building Collaborative Workplaces)

Supervisors may lawfully state the organization's position on unionization, but they cannot threaten, interrogate, promise, or spy (T-I-P-S) on employees during union organizing efforts.

Official Extract:

"Supervisors may communicate factual information and express opinions about unionization without violating employees' rights under the NLRA, provided they avoid coercion, threats, or interrogation."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Union Activity Compliance)

Succession planning identifies potential future leaders and highlights training and development needs to prepare employees for advancement opportunities, ensuring leadership continuity.

Official Extract:

"Succession plans inform training and development initiatives by identifying gaps in skills and competencies needed for future leadership roles."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Succession Planning and Development)

Courts generally find non-compete agreements unreasonable if they are overly broad in duration (five years) or geography. Courts favor reasonable, narrowly tailored agreements protecting legitimate business interests.

Official Extract:

"Non-compete agreements must be reasonable in scope, duration, and geography; overly restrictive agreements are often deemed unenforceable."

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

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)

Effective coaching relationships are built on being prepared, ensuring a distraction-free environment, and listening actively to the employee’s concerns. These build trust and openness.

Official Extract:

"Successful coaching involves active listening, preparation, minimizing interruptions, and creating a supportive environment to facilitate honest discussion."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Coaching and Mentoring Skills)

A Total Rewards Statement provides a full summary of an organization’s financial and non-financial investments in employees, including salary, bonuses, benefits, retirement contributions, and more — not just base pay.

Official Extract:

"Total rewards statements consolidate compensation, benefits, and other forms of value to communicate the complete employment value proposition to employees."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, Compensation Communication Strategies)

Under the Fair Labor Standards Act (FLSA), travel time that occurs during an employee’s normal working hours, including weekends, must be counted as compensable work time. Travel as part of an employee’s principal activity (like to a job site) is considered working time.

Official Extract:

"Time spent traveling during normal work hours is considered compensable work time under the Fair Labor Standards Act, even if it falls on a non-regular workday such as Saturday or Sunday."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, FLSA Compliance)