PHR Certification Exam Practice Test
1. A manufacturing company is restructuring its operations and
plans to lay off 75 employees at a single facility. The company
has 180 employees. Under the WARN Act, what is the minimum
advance notice required?
A) 30 days
B) 45 days
C) 60 days
D) 90 days
Correct Answer: C
Rationale: The WARN Act requires employers with 100 or more
employees to provide 60 calendar days' advance notice of plant
closings and mass layoffs. A mass layoff occurs when at least 50
employees at a single site experience an employment loss
during a 30-day period .
2. Which law requires employers to verify the identity and
employment eligibility of all new hires?
,A) Title VII of the Civil Rights Act
B) Immigration Reform and Control Act (IRCA)
C) Fair Labor Standards Act (FLSA)
D) Family and Medical Leave Act (FMLA)
Correct Answer: B
Rationale: IRCA requires employers to verify the identity and
employment authorization of all new hires using Form I-9.
Employers cannot knowingly hire or continue to employ
unauthorized workers .
3. An employee consistently arrives late and has been verbally
warned twice. What documentation should HR ensure exists
before terminating employment?
A) Only the termination letter
B) A progressive discipline record showing warnings and
opportunities to improve
C) The employee's original application
D) A signed non-compete agreement
,Correct Answer: B
Rationale: Documentation of progressive discipline, including
warnings and opportunities to improve, helps establish
legitimate, nondiscriminatory reasons for termination and
reduces legal risk.
4. What is the primary purpose of a job analysis in HR?
A) To determine employee salaries
B) To systematically gather information about job duties,
responsibilities, and required qualifications
C) To evaluate employee performance
D) To create training programs
Correct Answer: B
Rationale: Job analysis is the foundational process of collecting
detailed information about job tasks, duties, responsibilities,
and the knowledge, skills, and abilities required to perform the
job. It supports recruitment, selection, compensation, and
training .
, 5. Under the Fair Labor Standards Act (FLSA), which employees
are eligible for overtime pay?
A) Exempt employees only
B) Non-exempt employees
C) All employees regardless of classification
D) Only salaried employees
Correct Answer: B
Rationale: Under the FLSA, non-exempt employees must
receive overtime pay at a rate of at least one and one-half times
their regular rate for hours worked beyond 40 in a workweek.
Exempt employees are not eligible for overtime .
6. What is the purpose of the Equal Employment Opportunity
Commission (EEOC)?
A) To enforce federal laws prohibiting employment
discrimination
B) To set minimum wage rates
1. A manufacturing company is restructuring its operations and
plans to lay off 75 employees at a single facility. The company
has 180 employees. Under the WARN Act, what is the minimum
advance notice required?
A) 30 days
B) 45 days
C) 60 days
D) 90 days
Correct Answer: C
Rationale: The WARN Act requires employers with 100 or more
employees to provide 60 calendar days' advance notice of plant
closings and mass layoffs. A mass layoff occurs when at least 50
employees at a single site experience an employment loss
during a 30-day period .
2. Which law requires employers to verify the identity and
employment eligibility of all new hires?
,A) Title VII of the Civil Rights Act
B) Immigration Reform and Control Act (IRCA)
C) Fair Labor Standards Act (FLSA)
D) Family and Medical Leave Act (FMLA)
Correct Answer: B
Rationale: IRCA requires employers to verify the identity and
employment authorization of all new hires using Form I-9.
Employers cannot knowingly hire or continue to employ
unauthorized workers .
3. An employee consistently arrives late and has been verbally
warned twice. What documentation should HR ensure exists
before terminating employment?
A) Only the termination letter
B) A progressive discipline record showing warnings and
opportunities to improve
C) The employee's original application
D) A signed non-compete agreement
,Correct Answer: B
Rationale: Documentation of progressive discipline, including
warnings and opportunities to improve, helps establish
legitimate, nondiscriminatory reasons for termination and
reduces legal risk.
4. What is the primary purpose of a job analysis in HR?
A) To determine employee salaries
B) To systematically gather information about job duties,
responsibilities, and required qualifications
C) To evaluate employee performance
D) To create training programs
Correct Answer: B
Rationale: Job analysis is the foundational process of collecting
detailed information about job tasks, duties, responsibilities,
and the knowledge, skills, and abilities required to perform the
job. It supports recruitment, selection, compensation, and
training .
, 5. Under the Fair Labor Standards Act (FLSA), which employees
are eligible for overtime pay?
A) Exempt employees only
B) Non-exempt employees
C) All employees regardless of classification
D) Only salaried employees
Correct Answer: B
Rationale: Under the FLSA, non-exempt employees must
receive overtime pay at a rate of at least one and one-half times
their regular rate for hours worked beyond 40 in a workweek.
Exempt employees are not eligible for overtime .
6. What is the purpose of the Equal Employment Opportunity
Commission (EEOC)?
A) To enforce federal laws prohibiting employment
discrimination
B) To set minimum wage rates
