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HRCI SPHR Exam With Confidence Using Practice Dumps

Exam Code:
SPHR
Exam Name:
Senior Professional in Human Resources
Certification:
HRCI certification
Vendor:
HRCI
Questions:
671
Last Updated:
Jan 24, 2025
Exam Status:
Stable
HRCI SPHR

SPHR: HRCI certification Exam 2024 Study Guide Pdf and Test Engine

Are you worried about passing the HRCI SPHR (Senior Professional in Human Resources) exam? Download the most recent HRCI SPHR braindumps with answers that are 100% real. After downloading the HRCI SPHR exam dumps training , you can receive 99 days of free updates, making this website one of the best options to save additional money. In order to help you prepare for the HRCI SPHR exam questions and verified answers by IT certified experts, CertsTopics has put together a complete collection of dumps questions and answers. To help you prepare and pass the HRCI SPHR exam on your first attempt, we have compiled actual exam questions and their answers. 

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Senior Professional in Human Resources Questions and Answers

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Question 1

Which of the following Acts establishes mandatory safety and health standards for mine operators and monitors operations throughout the United States?

Options:

A.

OSH act

B.

MSH act

C.

FLS act

D.

SBREF act

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Question 2

The Omnibus Budget Reconciliation Act of 1993 does not require which of the following?

Options:

A.

Group health plans honor qualified medical child-support orders

B.

Tax deductions for executive pay be capped at $1,000,000 per year

C.

Income tax be withheld from some distributions to rollover accounts

D.

Group health coverage be offered for children placed for adoption before the adoption is final

Question 3

One of your employees has requested a leave from employment because of a call to military service. You are obligated to allow the leave, but it turns out that the military service was cancelled. Are you obligated to reemploy the individual under the Uniformed Services Employment and Reemployment Rights Act of 1994?

Options:

A.

Yes, if the company has a policy of re-hiring military personnel post-duty even if it is for less than one year.

B.

No, as this is one caveat to the law that allows employers to hire replacement employments for military personnel for up to one year when they are called away for military duty. Even if the duty is cancelled the employer must be able to retain business.

C.

No, because the individual requested leave, you do not have to accept the individual back for up to one year.

D.

Yes, the Uniformed Services Employment and Reemployment Rights Act of 1994 requires it.

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