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HRCI PHR (PHR ) Practice Tests & Test Prep by Exam Edge - Exam Info



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HRCI Professional in Human Resources - Additional Information

At ExamEdge.com, we focus on making our clients' career dreams come true by offering world-class practice tests designed to cover the same topics and content areas tested on the actual HR Certification Institute HRCI Professional in Human Resources (PHR ) Certification Exam. Our comprehensive HRCI Professional in Human Resources practice tests are designed to mimic the actual exam. You will gain an understanding of the types of questions and information you will encounter when you take your HR Certification Institute HRCI Professional in Human Resources Certification Exam. Our HRCI Professional in Human Resources Practice Tests allow you to review your answers and identify areas of improvement so you will be fully prepared for the upcoming exam and walk out of the test feeling confident in your results.

Because our practice tests are web-based, there is no software to install and no need to wait for a shipment to arrive to start studying. Your HRCI Professional in Human Resources practice tests are available to you anytime from anywhere on any device, allowing you to study when it works best for you. There are 10 practice tests available, each with 100 questions and detailed explanations to help you study. Every exam is designed to cover all of the aspects of the HRCI PHR exam, ensuring you have the knowledge you need to be successful!

HRCI Professional in Human Resources - Additional Info Sample Questions

The Age Discrimination in Employment Act of 1967 (ADEA) prohibits discrimination against persons over 40 years of age or older. There are exceptions, however. Which of the following is NOT an exception?

Correct Answer:
retirement of tenured employees of institutions of higher education at age 65
the age discrimination in employment act of 1967 (adea) is a significant federal law designed to protect workers and job applicants who are 40 years of age or older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions, or privileges of employment. the primary intent of adea is to allow older workers to be judged on their skills and qualifications, not their age.

however, the adea does specify certain situations where age can legally be a factor for employment decisions, known as exceptions. these exceptions include: 1. **bona fide occupational qualifications (bfoq) reasonably necessary to the normal operation of the business**: this allows employers to set age limits in circumstances where age is deemed to genuinely affect one’s ability to perform the duties of a job. for example, this can apply to hiring younger pilots or police officers for reasons related to safety and effectiveness that are directly linked to age. 2. **hiring of firefighters or police officers by state or local governments**: age limitations in such roles are often justified under the bfoq exception. certain physically demanding and high-stress roles like these often have age limits to ensure operational safety and effectiveness. 3. **discharge or discipline for just cause**: this exception means that an employer can dismiss or discipline an employee of any age if there is a legitimate, non-age-related reason for doing so, such as poor job performance or misconduct.

the question addresses the retirement of tenured employees of institutions of higher education. the specific age mentioned in the options provided, 65, is incorrect as per the adea. the adea does permit the compulsory retirement of tenured faculty at age 70, not age 65. this is an important distinction because it aligns with the law’s provisions that generally aim to extend opportunities for older individuals rather than curtailing them prematurely.

another specified exception under the adea, though not mentioned directly in the question, involves high-ranking executives over age 65 who have held their position for a minimum of two years and are entitled to an immediate non-forfeitable annual retirement benefit of at least $44,000. this exception allows for the planned and nondiscriminatory retirement of senior employees, which can assist in organizational planning and renewal processes.

thus, the option "retirement of tenured employees of institutions of higher education at age 65" is not a valid exception under the adea, as the correct age for such an exception is 70. this question highlights the importance of understanding the specific provisions and exceptions of employment laws like the adea to ensure compliance and fair treatment in the workplace.