PASS GUARANTEED HRCI - HIGH PASS-RATE PHRCA RELIABLE TEST PDF

Pass Guaranteed HRCI - High Pass-Rate PHRca Reliable Test Pdf

Pass Guaranteed HRCI - High Pass-Rate PHRca Reliable Test Pdf

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Tags: PHRca Reliable Test Pdf, Test PHRca Question, Reliable PHRca Exam Registration, Exam PHRca Outline, Online PHRca Lab Simulation

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HRCI PHRca Certification Exam is a valuable credential for human resources professionals in California. It demonstrates a mastery of the knowledge and skills necessary to succeed in this field and can lead to increased job opportunities and higher salaries. To prepare for the exam, HRCI offers a variety of study materials and resources, and many HR professionals choose to attend in-person training sessions or participate in study groups. If you are a human resources professional in California, consider earning this valuable certification to take your career to the next level.

Preparing for the PHRca Exam requires a rigorous study regimen and a deep understanding of the exam's content and format. Online study materials are available, as well as courses and study groups geared towards helping candidates prepare for the exam. Those who pass the PHRca exam and earn their certification will have gained a valuable credential that can help them take their careers in human resources to the next level.

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Free PDF 2025 HRCI PHRca: Pass-Sure Professional in Human Resources - California Reliable Test Pdf

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HRCI Professional in Human Resources - California Sample Questions (Q40-Q45):

NEW QUESTION # 40
The Taft-Hartley Act, also known as the Labor Management Relations Act, addressed unions and engaged in certain types of secondary boycotts. What is a secondary boycott?

  • A. It is an effort to create more than one boycott on an organization, on two or more revenue streams.
  • B. It is additional boycotts against companies that do business with a company which the union is boycotting.
  • C. It is an effort to convince others to stopdoing business with a particular organization that is the subject of a primary boycott.
  • D. It is two or more boycotts by two or more union-backed organizations against one company.

Answer: C


NEW QUESTION # 41
Asan HR Professional you should be familiar with the terminology, practices, and rules governing union- based strikes. What term is assigned to a group of employees who are not directly affected by a group of striking employees, but they choose not to crossa picket line of strike?

  • A. Scabs
  • B. Sympathy strike
  • C. Wildcat strikes
  • D. Common situs picketing

Answer: B


NEW QUESTION # 42
As an HR Professional you need to be familiar with the Age Discrimination in Employment Act 1967. What is the maximum age this act applies to people?

  • A. 0
  • B. There is no age limit in the act
  • C. 1
  • D. 2

Answer: B


NEW QUESTION # 43
Your organization is using the whole job ranking technique as part of its non-quantitative job evaluation.
Which one of the following best describes the whole job ranking technique?

  • A. Jobs are categorized into broad categories or levels.
  • B. Jobs are ranked from lowest to highest according to the importance that each job holds.
  • C. Jobs are reviewed based on the entire performance of the organization in each category.
  • D. New jobs are categorized into an existing hierarchy of jobs within the organization.

Answer: B


NEW QUESTION # 44
Employee Weingarten rights established which of the following?

  • A. Employees have the right to consult with an attorney post-discipline.
  • B. Employers have the right to deny the presence of a co-worker in an investigatory interview.
  • C. Union employees have the right to have a union representative present at an investigatory interview.
  • D. Employers may not deny a nonunion worker's request for representation during an investigatory hearing.

Answer: C

Explanation:
Answer option B is correct.Weingarten rights were upheld by the NLRB, establishing that union workers have the right to representation in any meeting that may amount to an investigatory interview that could lead to disciplinary action. These rights do not currently apply to nonunion workers (A). Any employee has the right to consult with an attorney post-discipline, and employers do not have the right to deny representation to union workers (D, A) in a meeting that may result in discipline.
Chapter:Employee and Labor Relations
Objective:Review Questions


NEW QUESTION # 45
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