HRCI PHR — Professional in Human Resources Exam
Employee & Labor Relations Practice Questions
200 practice questions with detailed explanations — aligned to the HRCI PHR — Professional in Human Resources Exam.
Master Employee & Labor Relations to boost your score on the HRCI PHR — Professional in Human Resources Exam. Each question below mirrors the style and difficulty of real exam questions, complete with detailed explanations so you understand the why behind every answer. Work through all 200 questions, review any that trip you up, and use the related topics below to round out your preparation.
Q1.A supervisor receives a complaint from Employee A that Employee B made unwanted sexual comments. The FIRST step should be:
A.Terminate Employee B immediatelyB.Advise Employee A that the behavior will stop and dismiss the complaintC.Conduct a prompt, thorough, and impartial investigationD.Transfer Employee A to another departmentC. Conduct a prompt, thorough, and impartial investigationExplanation: Employers have a legal obligation to promptly and thoroughly investigate sexual harassment complaints. Failure to investigate can create or expand liability. The investigation should be impartial, documented, and confidential to the extent possible. Remedial action should follow if the complaint is substantiated.
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Q2.Which of the following describes 'progressive discipline'?
A.Immediate termination for any policy violationB.A graduated series of corrective actions — from verbal warning to termination — proportional to the offenseC.Discipline that increases employee productivityD.Giving employees raises as incentives to follow policyB. A graduated series of corrective actions — from verbal warning to termination — proportional to the offenseExplanation: Progressive discipline (also called corrective discipline) uses a step-by-step approach: verbal warning → written warning → final warning/suspension → termination. It provides employees notice and an opportunity to improve before termination. Some offenses (theft, violence, gross misconduct) may bypass early steps. Documentation is critical at every stage.
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Q3.Under the NLRA, what is an unfair labor practice (ULP) by an employer?
A.Requiring employees to participate in annual performance reviewsB.Interfering with employees' rights to form, join, or assist a unionC.Setting job requirements that employees must meet for promotionD.Implementing a new attendance policy after consulting employeesB. Interfering with employees' rights to form, join, or assist a unionExplanation: NLRA Section 8(a) prohibits employer unfair labor practices including: interfering with Section 7 rights (concerted activity/union activity), dominating or assisting a labor organization, discriminating against employees for union activity, and refusing to bargain in good faith with a certified union. ULPs are charged with the NLRB.
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