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The PHRca is known for its rigorous testing, and successful candidates must have knowledge of California employment laws and regulations. This test confirms that the HR professional has a thorough knowledge and understanding of California-specific HR practices and standards. It tests their knowledge and practical application of HR-related challenges and issues within the state.

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HRCI PHRca (Professional in Human Resources - California) Certification Exam is a professional certification exam designed for HR professionals who work in California. It is offered by the Human Resource Certification Institute (HRCI), a leading credentialing organization for HR professionals.

HRCI Professional in Human Resources - California Sample Questions (Q219-Q224):

NEW QUESTION # 219
Which of the following provides an anonymous means by which employees can provide ideas for improvements to management?

A. Task force
B. Committees
C. Suggestion box
D. Work team

Answer: C

Explanation:
nswer option A is correct.
Chapter:Employee and Labor Relations
Objective:Employee Relations

NEW QUESTION # 220
When anindividual files a charge of discrimination with the EEOC against an employer, what will the EEOC do?

A. The EEOC will send the employer a letter informing them of the charge.
B. The EEOC will investigate the claim by inspecting the employer's place of business.
C. The EEOC will visit the employer to inform them of the charge.
D. The EEOC will create a hearing with the complainant and the employer to investigate the charge.

Answer: A

NEW QUESTION # 221
You are a HR Professional for yourorganization and you're preparing your team for a series of interviews.
You want the team to be familiar with the validity types you'll use and encourage in the series of interviews.
One of the requirements in the interview process for a graphic designer is, for the graphic designer to use a software program and to create a simple brochure. This is an example of what type of validity?

A. Predictive validity
B. Content validity
C. Criterion-related validity
D. Construct-related validity

Answer: B

NEW QUESTION # 222
A supervisor has called an employee in for an interview about an inventory shortage. When the supervisor begins asking questions, the employee invokes his Weingarten rights. The supervisor has the option to do which of the following?

A. Stop the discussion while the employee calls an attorney.
B. Discontinue the interview, and make the determination based on other evidence and documentation.
C. Stop the discussion until the shop steward is available upon return from vacation in 4 days.
D. Continue the interview while waiting for a co-worker to return from lunch.

Answer: B

Explanation:
Answer option A is correct.Weingarten rights give all union members the right to request that a co-worker or shop steward be present during an interview if the employee believes the interview could lead to disciplinary action. The employer may decide to use other facts available without interviewing the employee. The Weingarten ruling does not entitle employees to have an attorney present (C). Employers are not required to wait for a lengthy period of time until the co-worker returns (D). The interview must be discontinued while waiting for the co-worker (B). As of 2004, employers are required to honor Weingarten requests only for union members.
Chapter:Employee and Labor Relations
Objective:Review Questions

NEW QUESTION # 223
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?

A. Washington versus Davis, 1976
B. Griggs versus Duke Power, 1971
C. McDonnell Douglas Corp. versus Green, 1973
D. Albemarle Paper versus Moody, 1975

Answer: B

NEW QUESTION # 224
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