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PHR
Professional in Human Resources Questions and Answers

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Questions # 31:

A nonexempt employee, who is a reservist in the US Army, is called to active duty with an assignment for six months of service. When the assignment ends early, the employee asks to return to work after five months of leave. What are the requirements for reemployment?

Options:

The employer has no obligation to reemploy the service member

The employer may decline reemployment if no positions are available

The employee must request reemployment within 14 days of release

The employee must start work at the beginning of the first week after release

Answer

Explanation

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)

Questions # 32:

When developing an employee opinion survey, it is important to include a neutral rating for survey items in order to:

Options:

Isolate polarized results when developing follow-up actions

Make favorable and unfavorable ratings more attractive

Accommodate an employee’s lack of exposure with the item

Reduce indecisiveness on behalf of the workforce respondents

Answer

Explanation

Including a neutral option allows respondents to honestly indicate when they have no experience or opinion about a survey item, improving the accuracy of survey data.

Official Extract:

"Effective survey design includes neutral or ‘no opinion’ options to allow respondents without direct experience to avoid skewing results."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Survey Development and Feedback Mechanisms)

Questions # 33:

A supervisor wants to terminate an employee with 10 years of service due to excessive absences. The employee has certification for intermittent leave under the Family and Medical Leave Act (FMLA) for a chronic condition. The certification specifies an anticipated need for leave 1–3 days per month. The employee averages 6 days off per month and is close to exhausting the protected leave bank. A coworker provided to HR printouts of the employee’s social media page with photos of the employee on vacation while reporting time as protected leave.

This employee has a documented serious health condition. The employer should first:

Options:

Review remote work options.

Engage in the interactive process.

Inform the employee’s supervisor.

Approve the reasonable accommodation.

Answer

Explanation

When an employee with a documented serious health condition is struggling with work attendance, the employer must engage in the interactive process under the Americans with Disabilities Act (ADA) to explore reasonable accommodations before taking adverse action.

Official Extract:

"Employers are required to engage in a timely, good-faith interactive process when an employee’s medical condition impacts work performance. This process identifies possible accommodations under the ADA."

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

Questions # 34:

Which of the following constitutes a hostile work environment?

Options:

An attendance management policy is not consistently administered

An employee considers a transfer after hearing several sexually explicit conversations

A manager favors attractive female employees

A manager takes disciplinary action against an employee for whistleblowing

Answer

Explanation

A hostile work environment exists when employees are subjected to unwelcome conduct based on a protected characteristic (like gender or sex) that is severe or pervasive enough to create an abusive workplace. Hearing sexually explicit conversations qualifies.

Official Extract:

"A hostile work environment arises when inappropriate behavior based on protected characteristics interferes with an employee’s ability to perform work duties and creates an intimidating or offensive environment."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Harassment and Workplace Conduct)

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