Reliable SHRM-CP Latest Test Labs bring you Verified Latest SHRM-CP Cram Materials for SHRM Society for Human Resource Management Certified Professional

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SHRM Society for Human Resource Management Certified Professional Sample Questions (Q378-Q383):

NEW QUESTION # 378
The socalled Glass Ceiling Act, which was an amendment to Title II of the Civil Rights Act of 1991, identified which three barriers to women advancing in the workplace?

A. Internal, societal, governmental
B. Societal, personal, economic
C. Personal, federal, internal
D. Economic, governmental, societal
E. Federal, internal, societal

Answer: A

Explanation:
Explanation: The Glass Ceiling Act noted that the three barriers to women advancing in the workplace are internal, societal, and governmental. Answer choices B and D are incorrect because the term "federal" encompasses government at the federal level but does not include any local or state governmental barriers that might exist for women in the workplace. Answer choices C and E are incorrect because an economic barrier would be a result of other barriers or would fall under "societal" barriers.

NEW QUESTION # 379
Eric is in charge of interviewing candidates for an open position in a hotel chain. As he considers each candidate, he finds himself quick to write off one young man in particular. This candidate has a strong resume and excellent credentials, but Eric decides that he just does not like this person and is disinclined to consider him a contender for the position. In doing so, Eric is demonstrating which of the following interview biases?

A. Leniency
B. Cultural noise
C. First impression
D. Nonverbal bias
E. Gut feeling

Answer: E

Explanation:
Explanation: By allowing his intuition to guide his preference, Eric is relying on the bias of his gut feeling. Answer choice A is incorrect because a first impression bias means the interviewer allows an immediate impression of a candidate to determine a decision. Answer choice B is incorrect because a cultural noise bias means the candidate responds with pointed answers that are aimed at making the interviewer happy rather than responding in a more natural or general way. Answer choice D is incorrect because a leniency bias is occurs when the interviewer is lenient in regard to a candidate and fails to take potential weaknesses into account. Answer choice E is incorrect because a nonverbal bias occurs when the interviewer is overinfluenced by body language instead of by the candidate's responses.

NEW QUESTION # 380
How much COBRA coverage is allowed after an employee is terminated due to being disabled?

A. 0 months
B. 29 months
C. 18 months
D. 36 months

Answer: B

Explanation:
Explanation: COBRA coverage is provided for 29 months after an employee termination due to being disabled. The options for 0 months and 18 months are too brief; the option for 36 months goes beyond the COBRA provision.

NEW QUESTION # 381
In which case did the Supreme Court rule that contagious diseases should be treated as handicaps under Section 504 of the Rehabilitation Act?

A. School Board of Nassau v. Arline (1987)
B. St. Mary's Honor Center v. Hicks (1993)
C. Martin v. Wilks (1989)
D. Johnson v. Santa Clara County Transportation Agency (1987)

Answer: A

Explanation:
Explanation: In School Board of Nassau v. Arline, the Supreme Court ruled that contagious diseases should be treated as handicaps under Section 504 of the Rehabilitation Act. This case was based on a schoolteacher who had tuberculosis and was unable to work for a long while, during which time she was fired. The Supreme Court ruled that employers are responsible for making reasonable accommodations for employees with contagious diseases.

NEW QUESTION # 382
Which of the following is defined as pay legally required whether or not an employer has immediate work available for an employee?

A. Reporting pay
B. Oncall pay
C. Callback pay
D. Geographic pay

Answer: A

Explanation:
Explanation: Reporting pay is defined as pay legally required whether or not an employer has immediate work available for an employee. Geographic pay is simply the pay scale that applies to employees in different geographic locations (ensuring that they receive a similar ratio of compensation, regardless of location). Oncall pay is defined as pay provided for employees who respond to a work situation at short notice. Callback pay is defined as pay provided for employees who must come into work beyond the scheduled work hours.

NEW QUESTION # 383
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Reliable SHRM-CP Latest Test Labs bring you Verified Latest SHRM-CP Cram Materials for SHRM Society for Human Resource Management Certified Professional

Latest SHRM-CP Cram Materials - Reliable SHRM-CP Exam Tutorial

SHRM Society for Human Resource Management Certified Professional Sample Questions (Q378-Q383):

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