PASS4SURE PHRCA STUDY MATERIALS | VALID EXAM PHRCA REGISTRATION

Pass4sure PHRca Study Materials | Valid Exam PHRca Registration

Pass4sure PHRca Study Materials | Valid Exam PHRca Registration

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Tags: Pass4sure PHRca Study Materials, Valid Exam PHRca Registration, PHRca Valid Exam Questions, Latest PHRca Mock Test, Certificate PHRca Exam

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The PHRca exam covers a wide range of topics related to human resources, including employment law, labor relations, compensation and benefits, organizational development, and more. PHRca exam is designed to be challenging and comprehensive, and it is intended to test the knowledge and skills of individuals who have a deep understanding of these topics.

HRCI PHRca (Professional in Human Resources - California) Certification Exam is a widely recognized certification program designed for human resource professionals who are based in California. Professional in Human Resources - California certification program is administered by the Human Resource Certification Institute (HRCI), which is a globally recognized organization that provides various certifications in the field of human resources.

The PHRca Exam is divided into six functional areas of HR management: business management, talent planning and acquisition, learning and development, total rewards, employee and labor relations, and risk management. PHRca exam consists of 110 multiple-choice questions that must be completed within a time frame of two hours and 15 minutes. PHRca exam is computer-based and is offered at various testing centers throughout California. To be eligible for the PHRca exam, candidates must have at least one year of professional HR experience and a high school diploma or equivalent. Obtaining the PHRca certification can lead to career advancement opportunities and may also increase an individual's earning potential.

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Valid Exam PHRca Registration | PHRca Valid Exam Questions

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HRCI Professional in Human Resources - California Sample Questions (Q99-Q104):

NEW QUESTION # 99
The Americans withDisabilities Act of 1990 identifies an individual with a disability, as a person who has one or more of the following characteristics except for which one?

  • A. Is regarded as having such impairment that substantially limits one or more major life activities
  • B. Has a record of such impairment that substantially limits one or more major life activities
  • C. Has aphysical or mental impairment that substantially limits one or more major life activities
  • D. Is believed by employers that an individual having a physical or mental impairment substantially limits one or more major employment activities

Answer: D


NEW QUESTION # 100
Which of the following assets consist of buildings, manufacturing machines and equipment, vehicles, furniture, and office equipment?

  • A. Human assets
  • B. Information assets
  • C. Financial assets
  • D. Physical assets

Answer: D

Explanation:
Answer option C is correct.
Chapter:Risk Management
Objective:Risk Management


NEW QUESTION # 101
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the Regents of the University of California versus Bakke lawsuit primarily accomplish?

  • A. Universities could not hire a person based solely on their race.
  • B. Universities could not use race as the reason to exclude an applicant to a college admissions program, but the university could use race as one of the reasons to include a person as an applicant to a college admissions program.
  • C. Universities could not use race as a reason tonot hire a person, but could use race as a reason to hire a person.
  • D. Universities could not use race as a reason to include or to exclude a person from a college admissions program.

Answer: B


NEW QUESTION # 102
Which of the following requires employers to pay social security tax for employees and to withhold the tax amount from employee paychecks?

  • A. Federal Insurance Contributions Act (FICA)
  • B. Occupational Safety and Health Administration (OSHA)
  • C. Fair Labor Standards Act(FLSA)
  • D. Employee Retirement Income Security Act (ERISA)

Answer: A


NEW QUESTION # 103
Millie is an injured worker who has been back to work on modified duty for approximately 13 months. Which of the following return-to-work strategies would best help Millie get back to full duty?

  • A. Paying to have her evaluated by an independent medical examiner
  • B. Continuing the modified duty assignment until she is released to full duty
  • C. Reasonably accommodating her into a more permanent position
  • D. Terminating her employment as she is no longer qualified to do the work for which she was hired

Answer: A

Explanation:
Answer option A is correct.An IME will allow Millie to be evaluated by an impartial third party. Modified duty is a short-term solution to be used when an injured worker is able to return to work but not to full duty (D). A reasonable accommodation strategy (B) may become necessary, but only after Millie's diagnosis and treatment plan is clearly understood. Terminating her employment (C) prior to identifying the extent of her qualifications and limitations is not advisable.
Chapter:Risk Management
Objective:Review Questions


NEW QUESTION # 104
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