aPHR Readiness Test

10 questions, balanced across the exam's topics. Answer each one, then submit for your practice readiness estimate and per-topic breakdown. This is a practice estimate — not a prediction or guarantee of your official exam result.

Question 1

What does a union's duty of fair representation generally require?

Represent bargaining-unit employees without arbitrary, discriminatory, or bad-faith conduct Guarantee victory in every grievance Ignore nonmembers in the represented unit Represent only members who agree with union leaders

Question 2

A manager offers new benefits specifically if employees reject a union. What should HR recognize?

A valid replacement for an election A potential unlawful promise of benefits An automatic exception for good intentions A mandatory bargaining concession

Question 3

A manager asks all employees to email full medical records to a shared team mailbox. What should HR review?

Whether the records can be posted afterward Only the speed of the employees' replies Only whether the mailbox has enough storage Necessity, legal authority, and confidential collection methods

Question 4

An ADA accommodation would change how an essential task is performed while preserving the required outcome. What should HR assess?

Whether the change is effective and reasonable Whether a different method is automatically prohibited Whether all accommodations must eliminate the task Whether the employee must first resign

Question 5

Must a workplace wait until conduct meets the legal threshold for unlawful harassment before enforcing a respectful-workplace policy?

Yes, if the person involved is a high performer Yes, policy standards cannot be broader No Yes, unless every employee signs a waiver

Question 6

Which federal law provides eligible employees job-protected leave for qualifying family and medical reasons?

Fair Credit Reporting Act Employee Polygraph Protection Act Family and Medical Leave Act National Labor Relations Act

Question 7

Two risks have equal likelihood, but one could cause much more severe harm. Which should generally receive higher priority, other factors equal?

The risk assigned to the smaller department The risk reported most recently regardless of impact The risk with greater potential impact The risk with the shorter description

Question 8

Under the Supreme Court's Groff standard, what is insufficient by itself to establish Title VII religious-accommodation undue hardship?

Substantial increased costs in the overall business context A merely more-than-minimal cost Consideration of the employer's size and operations Relevant evidence of the accommodation's practical impact

Question 9

Under the Equal Pay Act, which comparison is central to an ordinary claim?

Substantially equal work by men and women in the same establishment Only employees who started on the same date Only employees with identical personal expenses Any two job titles anywhere in the country

Question 10

A worker reports an unguarded machine. What should HR coordinate promptly?

A change to the worker's job title only A delay until someone is injured Assessment and control of the hazard A warning against reporting concerns

Unanswered questions count as incorrect. Your answers are graded on the server; no answer key is sent to your browser.

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