Free PHRca Practice Test Questions and Answers (2026)

Answer option D is correct.

A company cannot threaten employees or make promises to them contingent on the workforce

remaining union free. A philosophy statement should be geared toward communicating the

company's desire to work directly with the employees in discussions about working conditions or

benefits. If a union does attempt to organize, it is important for the employer to work directly with

outside council to determine the strategic benefits of discussing the desire to remain union free and

the disadvantages/limitations of unions as employee representatives.

Chapter: Employee and Labor Relations

Objective: Review Questions

Answer option B is correct.

The company may make truthful statements about a unionized environment during an organizing

campaign, such as pointing out that employees will have to pay dues to the union. Although

nonunion employees are free to talk about their reasons for not wanting a union (C), it is an unfair

labor practice for the employer to encourage them to do so. Telling employees that the company will

have to move the jobs to another country if the union is elected (D) is also a ULP, because it

constitutes a threat. Employers may not threaten, interrogate, promise, or spy on (TIPS) employees

during an organizing campaign (A).

Chapter: Employee and Labor Relations

Objective: Review Questions

Answer option C is correct.

A Notice of Contest must be filed within 15 days of the citation. The OSH Act requires employers to

allow the CSHO to inspect the workplace (D). Employers may request variances until repairs are

made (A) or for processes that provide equal or greater safety for workers. Employers may consult

with OSHA to identify possible hazards without fear of a citation or penalty (B); but once a consultant

becomes involved, the employer must abate any violations, or the consultant will refer the violation

to an OSHA inspector.

Chapter: Risk Management

Objective: Review Questions

Answer option B is correct.

The NLRB will conduct a decertification election if the employees present a petition signed by 30

percent of the employees in the bargaining unit. Management may not participate in or encourage

employees to circulate the petition or provide any support in the process. Doing so is considered an

unfair labor practice. A union can be deauthorized (C) if employees want to remove a union security

clause, such as dues check-off. If there is a valid CBA in place (D), the NLRB will not direct an election.

The NLRA prohibits an election if one took place during the preceding 12 months (A).

Chapter: Employee and Labor Relations

Objective: Review Questions

Answer option C is correct.

Chapter: Risk Management

Objective: Risk Management

The following are the types of Qualified Deferred Compensation Plans: Defined Benefit Plan: A defined benefit plan is one in which the employer provides a pension for employees based on a formula. Defined Contribution Plan: A defined contribution plan relies on contributions from employees and employers to fund IRAs. Profit Sharing Plan: A profit sharing plan allows employers to contribute deferred compensation based on a percentage of company earnings each year. Money Purchase Plan: A money purchase plan uses a fixed percentage of employee earnings to defer compensation. Chapter: Compensation and Benefits Objective: Benefits

Employee involvement can be very simple, such as a suggestion box, or more complex, such as a self- directed work team. The next section discusses a number of communication strategies that are a key aspect of effective employee-involvement programs. Other strategies for involving employees include the following: Suggestion Boxes: A suggestion box provides an anonymous means by which employees can provide management with ideas for improvements. As with any method of soliciting information from employees, it's important that suggestions be acted on in a timely manner, or the concept of the suggestion system loses its credibility. Delegating Authority: Management demonstrates respect for its employees by trusting them to make the decisions necessary to do their jobs. To do this effectively, management needs to delegate a sufficient level of authority to employees for making decisions or incurring expenses so they're free to act without waiting for approval to take necessary action. Task Force: A task force is brought together to research and recommend solutions for a significant undertaking or problem; once the solution has been determined, the task force disbands. A task force might be created to analyze technological improvements in a manufacturing plant and recommend improvements that will meet the long-term strategic objectives of the organization. Committees: Committees are often formed to address ongoing issues in the organization and may be permanent, such as a safety committee, or ad hoc, such as a group appointed to plan a company function. Work Team: A work team consists of employees who work together each day to accomplish their assignments. The team can be composed of members in a single functional area, or it can have members from several functions that are needed to accomplish the goal. A functional work team might consist of employees in the marketing department who develop collateral pieces for company products. A cross-functional work team might consist of employees from the research and development, manufacturing, marketing, operations, and accounting departments who are responsible for developing, launching, and marketing a specific product. Virtual Work Team: A virtual work team operates in much the same way as a work team, with one major exception: team members aren't located in the same building but may work anywhere in the world and connect through the Internet to accomplish team assignments. Employee-Management Committees: Employee-management committees are used to solve problems in a variety of areas, such as production schedules, safety, and employee social events. The inclusion of employees on these committees helps to bring all the information to the table for making decisions and provides employees with input into how they do their jobs. From this point of view, they make positive contributions to operations. Chapter: Employee and Labor Relations Objective: Employee Relations

The common law doctrine of employment at will provides employees with the right to leave a job at any time, with or without notice. Other common law doctrines place responsibilities on employees in the employment relationship as well: The duty of diligence requires an employee to act "with reasonable care and skill" in the course of performing work for the employer. The duty of obedience requires employees to act within the authority granted by the employer and to follow the employer's reasonable and legal policies, procedures, and rules. The duty of loyalty requires that employees act in the best interest of the employer and not solicit work away from the employer to benefit themselves. Chapter: Employee and Labor Relations Objective: Federal Employment Legislation

The doctrine of contributory negligence was used to mitigate the employer's responsibility if the worker's actions contributed in any way to the injury. Chapter: Risk Management Objective: Risk Management

Gainsharing programs involve employees and managers in improving the organization's productivity and sharing the benefits of success. Chapter: Compensation and Benefits Objective: Compensation

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The steps of risk management are as follows:

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Chapter: Risk Management