PHR – Need to Know

I-9 Retention



Core values


Value statement

Matrix structure

H1-B Visa

Assessment center

In basket activities

Closed shop/open shop/agency shop/union shop

Behavioral/situational. directive/non-directive/stress interview questionnaires



Ways to measure reliability

Different types of validity

Who established that all assessment/methods need to be reliable and valid?

Reasonable accommodations

Essential functions

Specialization/Division of Labor/Simplification

Departmentalization: Functional/Divisional/Matrix


Span of control

Regression Analysis

Porter 3 Grand Strategies (generic strategies): Cost leadership, differentiation, focus strategy

Difference between mergers and acquisitions

Organizations’ objectives of mergers and acquistions

HR’s role with merger and acquisitions: Due diligence and plan integration – Explain the difference

Job Analysis/how are they performed/objectives of job analysys

Job Evaluation/methods of job evaluations

Ranking job evaluation, advantages and disadvantages


Affirmative action plans

Goals versus Quotas

Reverse Discrimination

EAP and confidentiality

ROI – formula

OSHA General Duty Clause

Liability without fault

OSHA 300 Log



OSHA’s concern with recognition and incentives programs

GANTT Charts versus PERT Chart


3 Influential contributors to the TQM methodology


Progressive Discipline

Aptitude tests versus cognitive tests

Participative Performance evaluation:__________


Kirkpatrick’s 4 levels of evaluation and methods used to gather data for each level

Most learning occurs on the job or off the job

360-degree feedback

The most widely used method of performance evaluation is ____________



RJP – Realistic Job Preview

Insider Trading

Who are “Whistleblowers” – what is HR’s role with whistleblowers

Lilly Ledbetter Fair Pay Act – what does it do?

5 protected categories under Title VII of the Civil Rights Act of 1964

Difference between Title VII of the Civil Rights Act of 1964 and Civil Rights Act of 1991

OWBPA – Older Workers Benefit Protection Act

COBRA – Qualifying events – maximum pay is _______%, when the employee can keep COBRA up to 18 months, up to 24 months, up to 29 months and up to 36 months – when COBRA can be terminated

FMLA – employee’s eligibility requirements & who is a “covered employer”?

FMLA timing requirements: How many days to provide the forms to employees, which forms, how many days to have the certification returned to the employer, how many days to have employee/MD “cure deficiencies”, how many days to provide “designation form”.

Compa Ratio and how to calculate it

ADR – Alternative Dispute Resolutions

Difference between Mediation and Arbitration

Why are non-compete agreements used? are they indefinitely?

Difference between job posting and job bidding

Difference between job enlargement and job enrichment

Difference between the ZBB – Zero Based Budget and the Incremental Budget

What does “SMART” objectives stand for?

Difference between Balance sheet and Income statement


Blended Training

Vestibule Training

Succession Planning

Dual Career Ladders

Maslow’s Hierarchy of Needs – what are the levels

Options to handle Forms I-9 during a merger or acquisition


When do we conduct a credit history check? a motor vehicle check?

Cafeteria Plans

Are telecommuters covered by OSHA?

Executive Order 11246


Green Circle Rate versus Red Circle Rate

Employment Branding – why is important

Employee Engagement – why is important

Employee Involvement – why is important

Intrinsic versus extrinsic motivation

Internal equity versus external equity

Outsourcing – what is it? Why is used? Advantages and disadvantages? Which HR functions can be outsourced and which should not? Steps in the Outsourcing process?


Right to work states versus At-will employment

The most common exceptions to the at-will employment

Roth IRA – before taxes or after taxes


Qualified versus Non-Qualified plans

Difference between Defined benefit versus Defined contribution

Difference between Cliff vesting and graded vesting

When is am employee’s contribution 100% vested?

Blackout periods

Stop-Loss Coverage

Fiduciary Responsibility

Business Continuity and Emergency Preparedness Plan

Disparate/Adverse Impact versus Disparate/Adverse Treatment

Constructive Discharge

Retaliatory Discharge


Negligent hiring – best way to avoid a negligent hiring claim

Vicarious liability


Yellow Dog contracts

Weingarten rights

Employer ULP’s (unfair labor practices)

Union ULP’s

Excelsior list





Percentage to win a union election

Percentage for the union to petition an election to the NLRB

Difference between Certification versus Decertification

Management Prerogatives

Related Articles

COVID-19 and High Unemployment in 2020

In April 2020, 23 million workers lost their jobs in response to the COVID-19 pandemic. During April, the unemployment rate peaked at an unprecedented level of 14.7% (in the last 80 years) before declining to a still-elevated level of 6.9% in October. Due to the large amount of uncertainty in the economy, it is estimated that high unemployment will persist in the next few years, despite the significant gains seen in employment since April.

Human Resources professionals can help laid off workers by providing a prepared list of resources such as unemployment compensation, eviction protection, credit card debt and loans. Compassion and empathy can also go a long way to ease the difficult transition for employees. Employers may face rising tax rates for unemployment compensation during this period as their rates are determined partially by how many employees are claiming unemployment benefits.

In this blog we posed the following question, do you know what the answer is? Read on to test your knowledge and see if you know the correct answer:

Which of the following is not true about unemployment compensation?

a) It was established as part of the Social Security Act of 1935.

b) Employees are eligible for unemployment compensation from their first day of hire.
c) Employees terminated for misconduct are not eligible for unemployment.

d) Fraud is a serious problem for unemployment insurance programs.

ADA and the Interactive Process

The “Interactive Process” can be a scary term for many Human Resources Professionals. My goal today is to show you that it does not have to be a scary term. There is nothing complicated with this process, it is indeed a very simple legal compliance. However, if it is not handled correctly, it could have serious implications for a company’s bottom line.