Answer option B is correct.

The ADEA applies to all people of age 40 and above. There is no cap on the age limit of the ADEA.

Answer options D, C, and A are incorrect. The ADEA applies only to people of age 40 and above.

Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce

Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute,

ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.

Chapter: Workforce Planning and Employment

Objective: Federal Employment Legislation

Answer option D is correct.

Chapter: Risk Management

Objective: Risk Assessment

Answer option A is correct.

Workforce Planning and Employment covers activities related to planning for and managing entry

into and exit from the organization to meet changing business needs. This includes practices for

evaluating workforce requirements, recruitment and selection, developing an employer brand,

managing records, establishing a succession plan, and exiting employees from the organization.

Answer option B is incorrect. Business Management and Strategy looks at the "big picture" of the

organization and requires an understanding of overall business operations, basic knowledge of other

functional areas in the organization, and the ability to interact and work effectively with those

functions.

Answer option C is incorrect. Human Resource Development utilizes training, development, change,

and performance management programs to ensure that individuals with the required knowledge,

skills, and abilities are available when needed to accomplish organization goals.

Answer option D is incorrect. Employee and Labor Relations address the practices for building

positive employment relationships in both union and nonunion environments. This includes

employee relations programs, workplace policies and procedures, dispute resolution programs, and

collective bargaining activities.

Chapter: Certifying Human Resource Professionals

Objective: Development of the Human Resource Body of Knowledge

Answer option C is correct.

The only absolute of quality management displayed is that quality is achieved by prevention, not

appraisal. The other comments may stem from Crosby followers, but this is the only absolute

mentioned.

Answer option A is incorrect. This is a general quality philosophy, not one of Crosby's absolutes.

Answer option B is incorrect. This is a true statement, but it is not one of Crosby's absolutes.

Answer option D is incorrect. This is a general quality philosophy, not one of Crosby's absolutes.

Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.

Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR

Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.

Chapter: Human Resource Development

Objective: Organization Development

Answer option C is correct.

The customer perspective of the Balanced Score does focus on the criticality of customer satisfaction.

Answer option A is incorrect. Learning and growth focus on employee training and attitudes towards

the individual and corporate growth.

Answer option B is incorrect. Business process scrutinizes internal key business activities.

Answer option D is incorrect. Financial perspectives focus on the financial performance of the

organization.

Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-

43096-5. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification

Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.

Chapter: Business Management and Strategy

Objective: HR Metrics: Measuring Results

Answer option D is correct.

Washington versus Davis is correct. Two African Americans were denied positions at the Washington

DC police department because of their performance on a job-related test. The US Supreme Court

ruled against the plaintiffs and deemed that the test did not violate the due process clause.

Answer option A is incorrect. The Griggs versus Duke Power lawsuit was heard in the US Supreme

Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power

Company had of segregating employees by race.

Answer option B is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race

discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights

Act of 1964.

Answer option C is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination

and the responsibilities of organizations to offer back pay to individuals that were racially

discriminated. The racial discrimination may have prevented certain employees from advancing in

the organization.

Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce

Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute,

ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.

Chapter: Workforce Planning and Employment

Objective: Staffing Programs

Answer option C is correct.

Commissions provide incentives to sales employees by paying them a percentage of the sale price for

products and services sold to a customer.

Commission is a type of incentive to sales employees. The company pays them a percentage of the

sale price for products and services sold to a customer. Commission may serve as the entire cash

compensation package, or it may be provided in combination with a base salary.

Answer option B is incorrect. Base pay is the amount of compensation that the employer and the

employee agree will be paid for the performance of particular duties.

Answer option D is incorrect. Hazard pay is additional pay for dangerous or risky working conditions.

Answer option A is incorrect. Geographic pay ensures that employees working in different locations

are paid at rates competitive in the labor market for specific jobs and locations.

Chapter: Compensation and Benefits

Objective: Total Rewards Defined

Answer option B is correct.

A directive interview follows a predefined set of questions. Nancy will maintain the interview

process.

Answer option A is incorrect. A directive interview uses a predefined structured approach for all

candidates.

Answer option D is incorrect. This is an example of a nondirective interview, where the candidate

guides the interview process.

Answer option C is incorrect. This isn't a valid description of the directive interview process.

Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce

Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute,

ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.

Chapter: Workforce Planning and Employment

Objective: Staffing Programs

Answer option C is correct.

The significance of various security issues depends partly on the size of the organization. However,

regardless of size, the same considerations go into assessing vulnerabilities and the method for

estimating the cost of potential losses. The justification of such a program requires that the potential

losses will exceed the cost of the program. See Chapter 8 for more information.

Chapter: Risk Management

Objective: Risk Management

Answer option B is correct.

When Mark influences the home owner's decision to benefit himself he's breaching the common law

of duty of loyalty.

Answer option A is incorrect. Bait and switch is sales ploy that offers a price on one product, but then

the salesperson offers a higher price on the similar item. For example, an advertisement offers a

television for $500, but when you visit the store they're out of that model. The salesperson shows

you a similar model that sells for $599.

Answer option C is incorrect. The common law term duty of diligence describes an employee's

responsibility to act with reasonable care and skill for the employer. This is part of the employee-

employer payment contract.

Answer option D is incorrect. Duty of obedience describes an employee's obligation to follow the

employer's authority and reasonable and legal policies, procedures, and rules.

Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.

Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification

Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.

Chapter: Employee and Labor Relations

Objective: Federal Employment Legislation