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Guide for PHRca: HRCI Professional in Human Resources - California

Quiz PHRca: HRCI Professional in Human Resources - California

Updated on 2026/10/06

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Guide for PHRca: HRCI Professional in Human Resources - California

Updated on 2026/10/06

Randomized | 10 Questions per Test | 20 Minutes | 70% to pass

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Quiz

Question 1/101/10

During the organization of a union, it's possible that the union will gain recognition from the
management. The management is then obliged to give the NLRB a list of employees who are eligible
to vote in the unionization election. What is the name of the list of such employees called?

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1 correct answer

Constituent List

Union prospectus List

Excelsior List

Candidate List

Quiz

Question 2/102/10

There are four components of the HR Impact Model, which affect how a HR Professional may operate
within a given environment. Which one of the following is NOT a component of the HR Impact
Model?

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1 correct answer

Consultation

Client

Catalyst

Programs and processes

Quiz

Question 3/103/10

Holly is a senior worker in her organization and she is a member of the union. Her position will be
eliminated in sixty days and she will be released from the company. Rather than being unemployed,
Holly asks the union to move her to a less senior position and release a junior employee. If the union
agrees to this, what will this term be known as?

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1 correct answer

Bumping

Displacement

Releasing

Re-organization

Quiz

Question 4/104/10

As an HR Professional, you must be familiar with the collective bargaining agreements and the
process that rights are given, contracts, and union and management cooperation. Consider an
arbitration process between the management and the union. What term is assigned to the
resolution of the disagreement, by an arbitrator's interpretation of the language of the contract?

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1 correct answer

Resolution

Interpretation

Decision

Outcome

Quiz

Question 5/105/10

As an HR Professional you must be familiar with several different lawsuits and their affect on human
resource practices today. What legal case found that a test that has an adverse impact on a protected
class is still lawful as long as the test can be shown to be valid and job related?

Select the answer:Select the answer

1 correct answer

Washington versus Davis, 1976

Griggs versus Duke Power, 1971

McDonnell Douglas Corp. versus Green, 1973

Albemarle Paper versus Moody, 1975

The correct answer is A. Washington versus Davis, 1976.
This case is important because the U.S. Supreme Court ruled that a hiring test or employment practice is not automatically illegal just because it has a different impact on a protected class. In other words, if a test disproportionately affects one group, it can still be lawful if the employer can prove that the test is valid and related to the job.
Why A is correct:
- Washington v. Davis involved a police department test that had a disproportionately negative effect on Black applicants.
- The Court held that disparate impact alone does not prove discrimination under the Constitution.
- If a test is shown to be job-related and valid, it may be used legally even if it affects protected groups differently.
Why the other choices are incorrect:
B. Griggs v. Duke Power, 1971
- This is actually the landmark case for disparate impact under Title VII.
- The Court held that employment practices that are neutral on the surface but discriminatory in effect must be related to job performance.
- This case is often associated with the rule that tests must be valid and job related if they create adverse impact.
- However, because your question asks which case found that a test with adverse impact is still lawful if valid and job related, many courses or test banks may point to Washington v. Davis depending on how they frame the issue.
C. McDonnell Douglas Corp. v. Green, 1973
- This case established the burden-shifting framework for proving discrimination, not the rule about adverse impact tests being lawful if valid.
D. Albemarle Paper v. Moody, 1975
- This case reinforced the importance of validating employment tests and using proper standards, but it is not the primary case that established the principle in the question.
Important note:
There is some overlap in how this topic is taught. In most HR and employment law contexts, Griggs v. Duke Power is the key case associated with the rule that tests with adverse impact must be valid and job related. But since your source gives A as the correct answer, the expected response is Washington v. Davis.
If you want, I can also give you a short memory trick to distinguish these four cases.

Right Answer: A

Quiz

Question 6/106/10

Your organization has a retirement benefits plan that is covered by ERISA . Under ERISA, which of the
following is your organization required to do for the plan participants?

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1 correct answer

Provide each participant with plan information, specifically about the features and funding of the plan through a summary plan description at a cost of no more than $7 per participant, per year.

Provide each participant with plan information, specifically about the features and funding of the plan through a summary plan description at no cost.

Provide each participant with monthly plan information, specifically about the features and funding of the plan through a summary plan description at no more than $7 per participant, per month.

Provide each participant with monthly plan information, specifically about the features and funding of the plan through a summary plan description at no cost.

Quiz

Question 7/107/10

Fran is a HR Professional for her organization and she is interviewing applicants for a warehouse
position. One of the candidates has written on his application that he speaks Spanish. Fran
interviews this candidate in Spanish and interviews all other candidates in English. This is an example
of what?

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1 correct answer

Disparate treatment

Disparate impact

Accommodation

Perpetuating past discrimination

Quiz

Question 8/108/10

As a Senior HR Professional, you should be familiar with non-monetary rewards that your company
provides for its employees. Which of the following is an example of non-monetary reward?

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1 correct answer

Satisfaction from challenging and exciting assignments

Esteem from working with other talented people

Cash compensation

On-site cafeteria

Quiz

Question 9/109/10

Your organization will be using the point factor technique in their evaluations of job performance.
You need to communicate what the point factor technique accomplishes as you're the HR
Professional for your organization. Which one of the following best describes the point factor
technique?

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1 correct answer

Specific compensable factors are identified and then performance levels within the factors are documented.

Specific compensable factors are identified and then performance levels within the factors are weighted on importance to the employee.

Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.

Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.

Quiz

Question 10/1010/10

What is the FairPay amount that defines, what a person makes, to be considered highly
compensated?

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1 correct answer

$110,000 or more

$150,000 or more

$100,000 or more

$125,000 or more

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Quiz name:PHRca: HRCI Professional in Human Resources - California
Total number of questions:252
Number of questions for the test:50
Pass score:80%

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