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Braindump SPHR Pdf, SPHR Testdump

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The SPHR certification is highly valued by employers and is often required for senior HR positions. It demonstrates that the holder has a deep understanding of HR best practices and is committed to ongoing professional development. In addition, the SPHR Certification can lead to increased job opportunities and higher salaries. According to the HRCI, SPHR-certified professionals earn an average of 26% more than their non-certified counterparts.

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Our website has different kind of certification dumps for different companies; you can find a wide range of HRCI test questions and high-quality of dumps torrent. What's more, you just need to spend one or two days to practice the SPHR Certification Dumps if you decide to choose us as your partner. It will be very simple for you to pass the SPHR real exam.

How to book HRCI SPHR Certification Exams

Plan your exam within 120 days of the approval date with our exam partner, Pearson VUE and plan your preparation.
Choose the exam that suits you best in the “My application” section and provide the eligibility information.
Decide if you want to buy preparation material through the Create your package option.
Send the request with payment.
Affirm that all the information presented in the application is complete and truthful, having read the HRCI certification manual and agree with all the policies and procedures described therein.
Receive the results in the test center and an official report of results within 24-48 hours after the test.
Bring a valid government-issued ID to take the exam with you. Check these tips for exam day to make sure you are ready for exam day.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q78-Q83):

NEW QUESTION # 78
Which of the following standards establishes permissible noise levels for the workplace?

A. Medical Services and First Aid
B. Occupational Noise Exposure
C. Personal Protective Equipment
D. Hazard Communication Standard

Answer: B

Explanation:
Explanation/Reference:
Answer option D is correct.
Chapter: Risk Management
Objective: Risk Assessment

NEW QUESTION # 79
What two elements does the formula in a defined benefit plan examine to determine the pension an employer may provide the employee?

A. Salary and income contribution
B. Hourly rate and length of service
C. Salary and length of service
D. Salary and overall performance

Answer: C

Explanation:
Explanation/Reference:
Answer option B is correct.
Only the salary and the length of service are considered when it comes to completing the formula in a defined benefit plan for a pension.
Answer option D is incorrect. This isn't a valid answer, as overall performance isn't a consideration.
Answer option A is incorrect. The hourly rate isn't a factor - it's the salary.
Answer option C is incorrect. Income contribution isn't a factor. The two factors are salary and the length of service.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined

NEW QUESTION # 80
An employee can be terminated for declining to join a union if:

A. The union dues are reasonable
B. Section 8(a) of the NLRB has been violated
C. The organization is a union shop
D. The employee's probationary period has been extended

Answer: C

Explanation:
In aunion shop(a type of union security agreement), employees may be required tojoin the union within a certain periodafter being hired. Refusal may lead to termination, provided it aligns with the collective bargaining agreement (CBA) andstate labor laws.
Extract from HRCI-aligned HR knowledge (EmployeeandLabor Relations domain):
SPHR coverage of labor law and union practices includes union security clauses likeunion shop, agency shop, and closed shop. In a legal union shop, termination is permitted if an employee refuses union membership, assuming the terms are consistent with theNLRA and applicable CBAs.

NEW QUESTION # 81
As a Senior HR Professional, you should be familiar with copyright laws when it comes to organizational development and the usage of materials. There are six categories of protected rights for creators protected by the copyright law. Which of the following is not one of the six categories?

A. Right to duplicate the work
B. Right to sell copies of the work
C. Right to renew the copyright of the work
D. Right to create derivative works

Answer: C

Explanation:
Section: Volume B
Explanation/Reference:
Answer option B is correct.
The six categories of protection of the work do not include the right to renew the copyright of the work.
Copyrights last for the lifetime of the author plus 70 years.
The six areas protected by copyright law are as follows:
* Right to duplicate the work
* Right to create derivative works
* Right to sell copies of the work
* Right to perform the work publicly
* Right to display the work publicly
* Right to digital performance in sound recordings
Answer option A is incorrect. This is one of the six categories protected by the law.
Answer option D is incorrect. This is one of the six categories protected by the law.
Answer option C is incorrect. This is one of the six categories protected by the law.
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: Federal Employment Legislation

NEW QUESTION # 82
Your company is a government contractor with a current project of $250,000. As the Senior HR Professional you've been asked how the Walsh Healy Public Contracts Act will affect your organization. What is the Walsh Healy Public Contracts Act?

A. This act requires government contractors in states that have minimum wages set higher than federal minimum wage act to abide by the state minimum wage requirements unless the workers do not live in the state where the contracted work is being performed.
B. This act requires government contractors with contracts over $100,000 to pay their employees the prevailing wage for their local areas as established by the Secretary of Labor.
C. This act requires government contractors in states that have minimum wages set higher than federal minimum wage act to abide by the state minimum wage requirements.
D. This act requires government contractors with contracts over $10,000 to pay their employees the prevailing wage for their local areas as established by the Secretary of Labor.

Answer: D

Explanation:
Section: Volume A
Explanation/Reference:
Answer option D is correct.
The Walsh Healy Public Contracts Act requires government contractors with contracts of more than $10,000 to pay their employees the wage of the local areas as established by the Secretary of Labor.
Answer option A is incorrect. This statement is close to accurate, but the contract amount isn't $100,000, it is only $10,000.
Answer option B is incorrect. This statement is totally false and incorrect. The Walsh Healy Public Contracts Act does not address the Fair Labor Standards Act for minimum payment.
Answer option C is incorrect. This statement is totally false and incorrect. The Walsh Healy Public Contracts Act does not address the Fair Labor Standards Act for minimum payment.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-
1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined

NEW QUESTION # 83
......

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