PHR Professional in Human Resources Questions and Answers

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)

The ADA allows drug testing during the pre-employment process, as long as it is conducted consistently for all candidates. Testing for illegal drug use is not considered a medical examination under ADA.

Official Extract:

"Under the ADA, employers may conduct drug testing of applicants or employees, provided that tests are administered fairly and consistently and do not target individuals based on protected characteristics."

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

When managers hire based on cultural fit, they often form qualified teams that not only meet skill requirements but also align with company values and dynamics. However, it is critical to balance cultural fit with diversity to avoid groupthink.

Official Extract:

"Hiring for cultural fit supports the development of cohesive, high-performing teams that align with organizational values while ensuring skill qualifications are met."

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

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)

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)

Under the WARN Act, employees who work fewer than 20 hours per week are considered part-time and are excluded from the 50-employee threshold required to trigger WARN Act notices. Official Extract:"Part-time employees (those who work fewer than 20 hours per week) are excluded when determining whether an employer meets the 100-employee threshold under the WARN Act."(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, WARN Act Compliance)

In mediation, the mediator acts as a neutral facilitator who helps the parties communicate and reach a voluntary, mutually agreeable solution. The mediator does not impose a decision but encourages open dialogue.

Official Extract:

"Mediation involves a neutral third party facilitating discussions between disputing parties to help them reach a mutually acceptable resolution without imposing a decision."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Alternative Dispute Resolution)

Due process refers to the right of employees to fair procedures before being disciplined or terminated. When terminated employees successfully sue for wrongful discharge, they often prove that the employer failed to provide fair procedures (e.g., opportunity to respond to allegations, consistent application of policies). Denying due process can violate implied contracts or public policy protections even under employment-at-will doctrines.

Official Extract:

"Employees may claim wrongful termination when they can show that employers violated due process rights by failing to follow fair and consistent disciplinary procedures, or breached implied promises of fair treatment."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Wrongful Discharge and Due Process)

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)

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)

An HRIS consolidates HR data and reporting functions, providing managers with accurate, timely information to support better decision-making about talent, performance, compensation, and more.

Official Extract:

"HRIS systems enhance decision-making by providing real-time access to accurate employee data, enabling strategic HR management."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, HR Technology Benefits)

The first step under the ADA is to engage in the interactive process with the employee. This helps determine whether the accommodation is reasonable and what documentation may be needed.

Official Extract:

"Upon receiving an accommodation request, employers must engage in an interactive process to determine reasonable accommodations without requiring unnecessary medical disclosure."

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

Under the National Labor Relations Act (NLRA), unionized employees have the right to request union representation (Weingarten Rights) during investigatory interviews that could lead to discipline.

Official Extract:

"Employees represented by a union have the right to request union representation during interviews that may result in disciplinary action (Weingarten Rights)."

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

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)

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)

Manager involvement is critical for total rewards success because they communicate program details, ensure proper application, and support employee engagement through rewards recognition.

Official Extract:

"Management plays a critical role in the success of total rewards strategies through ongoing communication, implementation support, and employee recognition efforts."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, Manager Engagement in Rewards Programs)

If an HR audit reveals noncompliance or gaps but management fails to act, it increases liability because it demonstrates knowledge of the issue without corrective action — a legal risk under employment laws like Title VII, FLSA, etc.

Official Extract:

"An HR audit identifies risks. Failure to remedy findings may lead to claims of negligent employment practices, compounding liability."

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

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 key concern when collecting demographic data is maintaining employee anonymity. Avoiding questions that make employees feel identifiable increases participation rates and ensures honest feedback.

Official Extract:

"Surveys must protect respondent confidentiality to ensure authentic responses and avoid perceived or actual risk of identification."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Employee Surveys and Data Collection)

According to OSHA standards and emergency preparedness guidelines, organizations must have clear procedures to account for all employees after evacuation during emergencies to ensure everyone’s safety.

Official Extract:

"Emergency action plans must include procedures for accounting for all employees after evacuation to ensure no one is left behind or unaccounted for."

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

FMLA applies only to employers with 50 or more employees (full-time or part-time) within a 75-mile radius. Here, the organization has fewer than 50 total employees, so it is not covered by FMLA.

Official Extract:

"FMLA eligibility requires that the employer has 50 or more employees within a 75-mile radius."

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

This question refers to the 4/5ths Rule (or 80% Rule) from the Uniform Guidelines on Employee Selection Procedures (UGESP).

It states that a selection rate for any protected group should be at least 80% (or 4/5) of the rate for the group with the highest selection rate.

Official Extract:

"The 4/5ths Rule (80% Rule) indicates adverse impact if the selection rate for a protected group is less than 80% of the rate for the most selected group."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Adverse Impact Analysis)

Employee feedback provides the most direct insight into how the workforce perceives organizational culture, engagement, satisfaction, and areas needing improvement — making it essential for culture change initiatives.

Official Extract:

"Collecting and analyzing employee feedback is critical to accurately assess organizational culture and identify necessary improvements."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Organizational Culture Assessment)

An HRIS system stores and analyzes HR data. One critical use is analyzing labor turnover — discovering patterns, root causes, and developing retention strategies.

Official Extract:

"HRIS tools enable organizations to identify turnover trends, predict future separations, and link turnover to strategic workforce planning."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, HR Metrics and Analytics)

The encryption of sensitive information on mobile devices is a key method of minimizing data breach risks in case devices are lost or stolen. Encryption ensures that unauthorized users cannot access the data even if they have the device.

Official Extract:

"Encrypting sensitive data protects organizational information from unauthorized access if mobile devices are lost, stolen, or compromised."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Data Security and Confidentiality)

Vesting means that an employee has earned the non-forfeitable right to employer-provided benefits (such as retirement contributions) after fulfilling certain conditions like years of service.

Official Extract:

"Vesting is the process by which employees earn rights to employer-contributed benefits over time, according to a defined schedule, as governed by ERISA requirements."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, Retirement Plan Fundamentals)

The first and most critical step in offboarding to protect data is to disable the departing employee's access to all systems immediately, ensuring they cannot access confidential information after separation.

Official Extract:

"Disabling system access immediately upon termination is a crucial data security measure to prevent unauthorized access to company information."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Offboarding and Data Security)

For HR initiatives to succeed, they must be aligned with the organization’s broader strategic goals to ensure relevance, gain executive support, and secure resources.

Official Extract:

"Successful HR initiatives are those that directly support the organization’s strategic objectives, ensuring that human capital strategies drive business outcomes."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Strategic Alignment)

Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), an employee must request reemployment within 14 days after release from active duty if the service was for more than 30 days but less than 181 days.

Official Extract:

"Employees returning from military leave must submit a timely application for reemployment, generally within 14 days if service lasted between 31 and 180 days."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Military Leave and Reemployment Rights)

Employers must allow, but cannot require, the employee to use available paid leave (like sick time) during military leave. It must be voluntary on the part of the employee.

Official Extract:

"Employees on military leave may elect, but cannot be required, to use accrued vacation, annual, or similar paid leave during their service."

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

An internal scan evaluates the organization's current resources — such as financial, human, and operational assets — to assess strengths and weaknesses as part of strategic planning.

Official Extract:

"An internal scan assesses existing organizational resources, workforce competencies, and operational capabilities to inform strategic goal setting."

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