SHRM Exam Prep - The Common Trap Candidates Fall Into
Sun, 09 Aug 2026
Inspirational journeys
Follow the stories of academics and their research expeditions
SHRM-CP WORKPLACE Questions - Part 29
1. How does the Patient Protection and Affordable Care Act (PPACA) amend the Consolidated Omnibus Budget Reconciliation Act (COBRA)?
A) PPACA tightens up the list of who is considered a qualified beneficiary.
B) PPACA extends the eligibility time period for the COBRA premium reduction.
C) PPACA modifies qualifying events that may permit the maximum 36 months of coverage.
D) PPACA requires coverage of an employee's adult children up to age 26.
2. Which is a provision of the Family and Medical Leave Act (FMLA)?
A) Employees are entitled to 12 weeks of paid leave for the birth of a child.
B) Employees are required to give 45 days' notice before taking leave.
C) Employees can be denied a leave of absence if it would impose an undue hardship on the employer.
D) Employees are entitled to return to a similar job with the same pay and status.
3. Which act requires an organization with more than 50 full-time employees to provide health coverage that meets minimum benefit specifications or pay a $2,000-per-employee penalty?
A) Family and Medical Leave Act
B) Age Discrimination in Employment Act
C) Employee Retirement Income Security Act
D) Patient Protection and Affordable Care Act
4. How does the Veterans Opportunity to Work (VOW) to Hire Heroes Act amend the Uniformed Services Employment and Reemployment Rights Act (USERRA)?
A) VOW defines employers' reemployment obligations, including timing of reemployment and discharge restrictions.
B) VOW gives employees on military leave the same seniority-based benefits they would have received had they not taken leave.
C) VOW requires that military leave doesn't create a break in service for retirement plan purposes.
D) VOW recognizes claims of a hostile work environment on account of an individual's military status generally.
5. U.S. Employee Safety and Health Laws An organization is opening a new factory in the United States. Due to availability issues, the factory will be temporarily unable to comply with an OSHA standard Β regarding required Β safety equipment. What should the organization do?
A) Apply to OSHA for a permanent variance from the standard due to the unavailability of required equipment.
B) Postpone opening the factory until the required safety equipment can be purchased from another source.
C) Open the factory Β without notifying Β OSHA and Β do not report any incidents associated with the standard.
D) Apply to OSHA for a temporary variance from the Β standard due to the unavailability of required equipment.
A) PPACA tightens up the list of who is considered a qualified beneficiary.
B) PPACA extends the eligibility time period for the COBRA premium reduction.
C) PPACA modifies qualifying events that may permit the maximum 36 months of coverage.
D) PPACA requires coverage of an employee's adult children up to age 26.
2. Which is a provision of the Family and Medical Leave Act (FMLA)?
A) Employees are entitled to 12 weeks of paid leave for the birth of a child.
B) Employees are required to give 45 days' notice before taking leave.
C) Employees can be denied a leave of absence if it would impose an undue hardship on the employer.
D) Employees are entitled to return to a similar job with the same pay and status.
3. Which act requires an organization with more than 50 full-time employees to provide health coverage that meets minimum benefit specifications or pay a $2,000-per-employee penalty?
A) Family and Medical Leave Act
B) Age Discrimination in Employment Act
C) Employee Retirement Income Security Act
D) Patient Protection and Affordable Care Act
4. How does the Veterans Opportunity to Work (VOW) to Hire Heroes Act amend the Uniformed Services Employment and Reemployment Rights Act (USERRA)?
A) VOW defines employers' reemployment obligations, including timing of reemployment and discharge restrictions.
B) VOW gives employees on military leave the same seniority-based benefits they would have received had they not taken leave.
C) VOW requires that military leave doesn't create a break in service for retirement plan purposes.
D) VOW recognizes claims of a hostile work environment on account of an individual's military status generally.
5. U.S. Employee Safety and Health Laws An organization is opening a new factory in the United States. Due to availability issues, the factory will be temporarily unable to comply with an OSHA standard Β regarding required Β safety equipment. What should the organization do?
A) Apply to OSHA for a permanent variance from the standard due to the unavailability of required equipment.
B) Postpone opening the factory until the required safety equipment can be purchased from another source.
C) Open the factory Β without notifying Β OSHA and Β do not report any incidents associated with the standard.
D) Apply to OSHA for a temporary variance from the Β standard due to the unavailability of required equipment.
1. Right Answer: D
Explanation: Under PPACA, employers are required to notify COBRA participants, in addition to their general employee populations, that adult children may be eligible for health plan coverage up to age 26.
2. Right Answer: D
Explanation: The FMLA entitles a covered employee to take up to 12 weeks of unpaid leave in a 12-month period for the birth or adoption of a child or the serious health condition of the employee or the employee's child, spouse, or parent. In most cases, employees must be returned to the same job or one with equivalent status, pay, and benefits.
3. Right Answer: D
Explanation: This is one of the key provisions of the Patient Protection and Affordable Care Act.
4. Right Answer: D
Explanation: VOW amends USERRA to recognize Β claims of a hostile work environment on account of an individual's military status generally. All other options are part of the initial USERRA regulatory provisions
5. Right Answer: D
Explanation: Employers may apply for a temporary variance from a standard due to the unavailability of materials, equipment, or personnel needed to make necessary changes. This would potentially allow the organization to avoid postponing the opening of the new factory, and it does not carry the risk of penalties due to noncompliance with OSHA standards. Permanent variances are allowable where an employer can furnish proof that the facilities or the method of operation provides employee protection at least as effective as that required by the standard.
Explanation: Under PPACA, employers are required to notify COBRA participants, in addition to their general employee populations, that adult children may be eligible for health plan coverage up to age 26.
2. Right Answer: D
Explanation: The FMLA entitles a covered employee to take up to 12 weeks of unpaid leave in a 12-month period for the birth or adoption of a child or the serious health condition of the employee or the employee's child, spouse, or parent. In most cases, employees must be returned to the same job or one with equivalent status, pay, and benefits.
3. Right Answer: D
Explanation: This is one of the key provisions of the Patient Protection and Affordable Care Act.
4. Right Answer: D
Explanation: VOW amends USERRA to recognize Β claims of a hostile work environment on account of an individual's military status generally. All other options are part of the initial USERRA regulatory provisions
5. Right Answer: D
Explanation: Employers may apply for a temporary variance from a standard due to the unavailability of materials, equipment, or personnel needed to make necessary changes. This would potentially allow the organization to avoid postponing the opening of the new factory, and it does not carry the risk of penalties due to noncompliance with OSHA standards. Permanent variances are allowable where an employer can furnish proof that the facilities or the method of operation provides employee protection at least as effective as that required by the standard.
80% DISCOUNT: SPHR PRACTICE EXAMS
Tags:
shrm shrmcp shrm-scp shrmscp shrm-cp Human resource management Organizational behavior Talent acquisition Performance management Compensation and benefits Employee relations Training and development Diversity and inclusion Legal and ethical considerations HR metrics and analytics Strategic planning Change management HR technology Workforce planning Labor relations Employment law Recruitment and selection Career development0 Comments
Categories
Recent posts
The SHRM Exam Is Not a Memorization Test
Sat, 04 Jul 2026
SHRM-CP Exam β Last-Minute Tips & Encouragement
Tue, 05 May 2026
Leave a comment