o Break-even analysis-pg. 111
SHRM has established its own code of ethics specifically for HR professionals. This is a likely
topic for inclusion on the PHR exam, so be sure to review it beforehand. Pg. 114
Familiarize yourself with the definitions of these four types of legislation and the similarities and
differences between them.- pg. 116
o Bills
o Joint resolutions
o Concurrent resolutions
o Simple resolutions
Know what options and choices existin the event that adverse impact is found to exist. –pg. 131
Don’t limit your knowledge of EEO compliance to requirements that apply to your current
organization. Familiarize yourself with all EEO reporting requirements. Specifically, be sure to
familiarize yourself with the nine job categories listed in the EEO reporting forms and with the
different EEO reporting requirements for different industries. –pg. 133
In addition to these definitions, be certain to review and familiarize yourself with record
retention requirements for applicants- internet and otherwise- as stipulated by the EEOC,
OFCCP, and other federal or state agencies.- pg. 136
On a somewhat related note, because EEO-related matters are often of a private or personal
nature, be familiar with laws designed to protect employee privacy, including the Privacy Act of
1974.- pg. 137
When responding to questions on the PHR exam, be certain to answer on the basis of federal
laws, not state or local laws that might govern your particular state or region (and with which
you might be more familiar).- pg. 137
Be familiar with the different AAP requirements for construction and nonconstruction
employers. Pg. 142
It’s important to familiarize yourself with all of the elements of an AAP and with how to prepare
each of them. –pg. 144
It’s also important to become familiar with compliance reviews: who is most likely to be audited
and what happens before, during, and after audits. Be particularly cognizant that audits can –
and do- vary significantly depending on a variety of factors, so it’s important not to draw
conclusions based only on your personal experience with the OFCCP- pg. 146
Be familiar with the exceptions and requirements under ADEA, particularly as they apply to
benefits such as early retirement incentives. In addition, be familiar with waivers of ADEA rights
and ADEA rights as they pertain to employee benefits (see http://www.eeoc.gov/ for info on
both of these topics.)- pg. 146
The ADA is a multifaceted, multilayered law. In addition to those items discussed here, ensure
that you understand related concepts including direct threat, current and past drug and alcohol
use, and so on.- pg. 161
Be familiar with how to conduct early retirements in a lawful manner that is consistent with the
provisions outlined in the Age Discrimination in Employment Act.- pg. 206