HRCI PHR - Professional in Human Resources

The best defense against an EEOC claim is to prove that the employer had a legitimate, non-discriminatory business reason for its action. Showing this shifts the burden of proof back to the complainant.

Official Extract:

"In responding to discrimination charges, employers should demonstrate legitimate, non-discriminatory reasons for employment decisions supported by consistent documentation."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Discrimination Laws Compliance)

An internal scan evaluates the organization's current resources — such as financial, human, and operational assets — to assess strengths and weaknesses as part of strategic planning.

Official Extract:

"An internal scan assesses existing organizational resources, workforce competencies, and operational capabilities to inform strategic goal setting."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Organizational Assessment)

The ADA allows drug testing during the pre-employment process, as long as it is conducted consistently for all candidates. Testing for illegal drug use is not considered a medical examination under ADA.

Official Extract:

"Under the ADA, employers may conduct drug testing of applicants or employees, provided that tests are administered fairly and consistently and do not target individuals based on protected characteristics."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, ADA Compliance and Drug Testing)

Under FMLA, eligible employees are entitled to take leave for bonding with a newly born, adopted, or foster child within one year of birth or placement. Care for a mother-in-law is typically not covered unless the individual qualifies as a parent under FMLA definitions.

Official Extract:

"Eligible employees may take FMLA leave for the birth of a child, adoption, foster care placement, or to care for a spouse, child, or parent with a serious health condition."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, FMLA Requirements)

To comply with privacy laws like HIPAA and ADA, organizations often use a third-party administrator to manage medical information confidentially and legally when offering wellness programs.

Official Extract:

"Using third-party administrators for wellness program data protects employee confidentiality and ensures compliance with applicable health information privacy laws."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Workplace Health and Wellness Programs)

Lack of sustainability and scalability is often the biggest reason mentorship programs fail. Without clear processes for growth and long-term maintenance, even good programs lose momentum and impact.

Official Extract:

"Sustainability and scalability are key to long-term success of mentoring programs, ensuring they evolve with organizational needs and maintain effectiveness."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Mentorship Programs Best Practices)

Succession planning identifies potential future leaders and highlights training and development needs to prepare employees for advancement opportunities, ensuring leadership continuity.

Official Extract:

"Succession plans inform training and development initiatives by identifying gaps in skills and competencies needed for future leadership roles."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Succession Planning and Development)

The "lead the market" compensation strategy involves offering higher-than-average wages to attract top talent and hard-to-fill roles. This approach positions the organization as highly competitive for skilled candidates.

Official Extract:

"Leading the market on pay enables organizations to attract and retain highly qualified candidates, particularly for critical or hard-to-fill positions."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, Compensation Strategy Models)

A realistic job preview (RJP) must present both the positive and the negative aspects of the job honestly. This helps set realistic expectations, reduces future dissatisfaction, and leads to better job fit and retention.

Official Extract:

"Realistic job previews reduce early turnover by presenting candidates with an honest and balanced view of job duties, including both attractive and challenging aspects."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Recruiting and Realistic Job Previews)