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PHR/SPHR: Professional in Human Resources Certification®Study Guide

PHR/SPHR: Professional in Human Resources Certification®Study Guide

Anne M. Bogardus

ISBN: 978-0-782-14252-5

Jan 2004

512 pages

Select type: Paperback

Product not available for purchase

Description

Whether you're a HR professional seeking to validate the skills and knowledge acquired through years of practical experience or a relative newcomer to the HR field looking to strengthen your resume, the PHR and SPHR certifications from the Human Resource Certification Institute (HRCI) provide you with the means to do so. The PHR/SPHR: Professional in Human Resources Certification Study Guide was developed to help you prepare for these challenging exams, and includes additional study tools designed to reinforce understanding of key functional areas. Key topics include:
  • Strategic Management. Formulating HR objectives, practices, and policies to meet organizational needs and opportunities.
  • Workforce Planning and Employment. Planning, developing, implementing, administering, and performing ongoing evaluation of recruiting, hiring, orientation, and exit.
  • Human Resource Development. Ensuring that skills, knowledge, abilities, and performance of the workforce meet organizational and individual needs.
  • Compensation and Benefits. Analyzing, developing, implementing, administering, and performing ongoing evaluation of total compensation and benefits.

NOTE: This study guide and/or materials are not sponsored by, endorsed by or affiliated in any way with the Human Resource Certification Institute (HRCI), an affiliate of the Society for Human Resource Management (SHRM). PHR, SPHR, GPHR and HRCI are trademarks or registered marks of HRCI. SHRM is a registered mark of the Society for Human Resource Management.

Note: CD-ROM/DVD and other supplementary materials are not included as part of eBook file.

Introduction.

Assessment Test.

Chapter 1: Certifying Human Resource Professionals.

Chapter 2: Core Knowledge Requirements for HR Professionals.

Chapter 3: Strategic Management.

Chapter 4: Workforce Planning and Employment.

Chapter 5: Human Resource Development.

Chapter 6: Compensation and Benefits.

Chapter 7: Employee and Labor Relations.

Chapter 8: Occupational Health, Safety, and Security.

Appendix A: Federal Employment Legislation and Case Law.

Appendix B: Resources.

Appendix C: Employment Documents and Retention.

Glossary.

Index.

ChapterPageDetailsDatePrint Run
Combined Errata

Page 0CD

Question 4. The correct answer is B

Page 60

Question 1 - Change D to "Select a training method."

Page 104-105

- Errata EEOA CRA
Equal Employment Opportunity Act of 1972
Created in 1972, the Equal Employment Opportunity Act (EEOA)provides litigation authority to the EEOC in the event that an acceptable conciliation agreement cannot be reached. In those cases, the EEOC is empowered to sue nongovernment entities, including employers, unions, and employment agencies.
The EEOA extended coverage of Title VII to entities that had been excluded in 1968, including:
 Educational institutions
 State and local governments
 The federal government
In addition, the EEOA reduced the number of employees needed to subject an employer to coverage by Title VII from 25 to 15 and required employers to keep records of the discovery of any unlawful employment practices and provide those records to the EEOC upon request.
The EEOA also provided administrative guidance for the processing of complaints by providing that employers be notified within 10 days of receipt of a charge by the EEOC and that findings be issued within 120 days of the charge being filed. The EEOC was empowered to sue employers, unions, and employment agencies in the event that an acceptable conciliation agreement could not be reached within 30 days of notice to the employer. Finally, the EEOA protected whistleblowers from retaliatory employment actions.
The EEOA also increased the period of time an individual has to file discrimination complaints. The following list details the time frames for filing:
 In states without EEO enforcement agencies, an individual must file a charge with the EEOC within 180 days of the incident
 In states with EEO enforcement agencies, a charge must be filed within 300 days of the incident or, if the charge was initially filed with the state enforcement agency, within 30 days after receiving written notice from the state that the investigation was terminated.
 If the EEOC does not file a civil suit or enter into a conciliation agreement within 108 days of the initial charge, the complaining individual is notified and may file a civil suit within 90 days of receiving that notification.
 Once an individual has filed a charge with the EEOC, there is a 60-day waiting period before a civil action may be filed by the individual.
Visitwww.eeoc.gov/35th/thelaw/eeo_1972.html to view the full text of the EEOA of 1972.
Pregnancy Discrimination Act of 1978
Congress amended Title VII in 1978 to clarify that discrimination against women who are pregnant is an unlawful employment practice. The Act specified that pregnancy be treated the same way as any other short-term disability, with the same benefits as for other short-term disabilities.
Civil Rights Act of 1991

In 1991, the CRA amended Title VII, the Age Discrimination in Employment Act (ADEA) and the Americans with Disabilities Act (ADA). to address the issue of disparate impact, first introduced by the Griggs v Duke Power case in 1971. Disparate impact occurs when an employment practice, which appears to be fair, unintentionally discriminates against members of a protected class. The CRA places the burden of proof for discrimination complaints on the complainant when there is a job-related business necessity for employment actions. When an individual alleges multiple discriminatory acts, each practice in itself must be discriminatory unless the employer’s decision-making process cannot be separated, in which case the individual may challenge the decision-making process itself. The CRA also provides additional relief for victims of intentional discrimination and harassment, codifies the concept of disparate impact, and addresses Supreme Court rulings over the previous few years that had weakened equal employment opportunity laws.

Page 108

Age Discrimination in Employment Act (ADEA) of 1972 should read 1967

Page 114

Graphic in the middle of the page, second equation numerator should read "Total # of Employees During the Period".

Page 116

see detailed description
IDENTIFY THE GAP
ends with the sentence "Before I discuss filling the gap...,let's review the relevant employment legislation,regulation, and court cases that impact how candidates are selected."

author's response
That section was originally placed before the extensive discussion of the laws that appears on pages 104-110. The court cases are now discussed on page 125. So let's delete the sentence she references and replace it with:

As you study for the exams, keep in mind that the federal EEO legislation discussed on pages 104-110 has a direct impact on the staffing activities that are conducted to fill the gap.
03/26/04 mbm

Page 155

Question 10 A. Should read "A. That an I-9 form be completed for all new hires within 5 days for hire" not "A. That an I-9 form be completed for all new hires within 3 days for hire"

Page 203

Sentence at end of fifth para: A complete list of current FLSA exemptions can be viewed at... should be replaced with this sentence: Revised changes to FLSA exemption requirements can be viewed at www.dol.gov/esa/regs/compliance/whd/fairpay.

Page 262

6. A company that wants to reduce the cost of it's unemployment insurance
should

A. Aggressively fight unjustified claims for unemployment

B. Establish an effective performance management program

C. Terminate employees who violate company policy

D. All of the above

Changing "c" makes both the answer and the explanation correct.

Page 264

Answer to Question 6 should read D. A and B are both obviously correct. While C may seem counter-intuitive to some because many employers are hesitant to terminate employees for policy violations, those terminated for cause are generally not eligible for unemployment insurance. Since retaining an employee who is not contributing to the organization is a poor business decision, maintaining adequate records to demonstrate the lawful reasons for a termination provides the tools to fight claims that are unjustified.

Page 270

Para beginning "Harris v Forklift Systems (1983)" should read "Harris v Forklift Systems (1993)"

Page 380

- graph

Page 429

ADEA
Of 1967, 108-109, 356