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HRCI PHRca (Professional in Human Resources - California) Certification Exam is a highly respected certification offered by the Human Resource Certification Institute (HRCI) designed specifically for HR professionals who work in California. It is a specialized certification that focuses on the unique employment laws and regulations of California, which are often different from federal laws. The PHRca certification is tailored to equip HR professionals with the knowledge and skills necessary to navigate the complex and ever-changing landscape of California employment law.

HRCI PHRca Certification Exam is widely recognized as a valuable credential for human resources professionals in California. It demonstrates a mastery of the knowledge and skills necessary to succeed in this field and can lead to increased job opportunities and higher salaries. Professional in Human Resources - California certification is also a requirement for some human resources positions in the state.

The PHRca Certification is highly valued by employers in California, as it demonstrates a candidate's commitment to ongoing professional development and their ability to stay current with the latest trends and best practices in human resources management. Additionally, many employers require or prefer PHRca certification for certain human resources positions, making it a valuable credential for those looking to advance their careers in this field.

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HRCI Professional in Human Resources - California Sample Questions (Q189-Q194):

NEW QUESTION # 189
You are a HR Professional for your organization and your supervisor is asking you about the details of the Civil Rights Act of 1991, and what it means to your company. He wants to know what the total damages could be if an organization is foundliable by a jury trial. What is the maximum amount that could be awarded to a victim of discrimination if the organization is found liable?

A. $500,000
B. There is no limited amount as the jury can determine damages
C. $300,000
D. $50,000

Answer: C

NEW QUESTION # 190
There are seven stages of internal consulting that an HR Professional must be familiar with.Consider this scenario: Frances has developed an HR training plan for her organization. The plan is comprehensive, aggressive, and will provide organizational development for all levels of employees in the company. Frances is presenting her plan to her organization's management. What level of internal consulting is Fran participating in?

A. Presenting the findings and recommendations
B. Exploring the situation
C. Gaining agreement to the project plan
D. Reviewing, transitioning, and evaluating the project

Answer: C

NEW QUESTION # 191
The JHG Company has used discriminatory hiring practices in the past but they adjusted theirpractices and are following federal laws now to ensure that fair hiring practices are met. However, the JHG Company has an employee referral program as a primary source to recruit new employees. What danger may the JHG Company be exposed to in this scenario?

A. Not finding qualified racially diverse candidates
B. Succumbing to an adverse impact
C. Perpetuating past unintentional practices
D. Perpetuating past discrimination practices

Answer: D

NEW QUESTION # 192
Gary is an HR Professional for his organization that has several federal contracts of $100,000 or more. His organization, as required by VEVRAA, files what form by September 30 each year, which provides the details of the veterans employed by the federal contractor?

A. Gary must file the EEO-1 report
B. Gary must file the VEVRAA ACT-1 report
C. Gary must file the EEO-VETS form
D. Gary must file the VETS-100 form

Answer: D

NEW QUESTION # 193
Which of the following is illegal except in the construction industry?

A. Common shop clause
B. Closed shop clause
C. Union shop clause
D. Agency shop clause

Answer: B

Explanation:
Answer option B is correct.The closed shop clause is illegal except in the construction industry. The closed shop clause requires that all new hires be members of the union before they are hired.Answer option C is incorrect. The agency shop clause specifies that all employees must either join the union or pay union dues if they choose not to join the union.Answer option A is incorrect. The union shop clause requires that all employees join the union within a grace period specified by the contract.Answer option D is incorrect. There is no such term as common shop clause.
Chapter:Employee and Labor Relations
Objective:Union Organization

NEW QUESTION # 194
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