SPHR Exam Dumps : Senior Professional in Human Resources

This scenario falls squarely undergenetic discrimination, which is prohibited byGINA (Genetic Information Nondiscrimination Act). GINA forbids employers from using genetic information, includingfamily medical history, in hiring, firing, or promotion decisions.

Extract from HRCI-aligned HR knowledge: TheEmployee Relations and Engagementdomain includes “ensuring compliance with employment law including GINA, ADA, and FMLA.” HR must never use genetic data (including family health history) in employment decisions, as this poses afederal liability risk.

A Business Impact Analysis (BIA) identifies how a disruption (e.g., cyberattack, disaster) would impact the organization’s operations, revenue, and compliance, allowing for prioritization and recovery planning.

Extract from HRCI-aligned HR knowledge (Risk Management):

SPHR-level risk strategies include “conducting a BIA to understand the potential consequences of interruptions to business-critical functions.” It’s a foundational step in developing disaster recovery and continuity planning.

Comprehensive and Detailed Explanation:

Employees have a legal right to engage in concerted activity, including union organizing, under Section 7 of the NLRA. Disciplining or terminating them for such action is illegal.

SPHR candidates must understand protected concerted activity rights. Violating these can lead to unfair labor practice charges.