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NEW QUESTION: 1
A Dell EMC NetWorker backup administrator is configuring backups for a Microsoft Windows client with several large save sets. The administrator is considering using the parallel save streams feature.
What is a characteristic of the parallel save streams feature?
A. Synthetic full backups are supported for only Linux
B. Parallel save streams can be enabled on the backup action
C. Save set entry on the client is specified at the file system level.
D. "Target sessions" on the client controls the number of save streams
Answer: C
Explanation:
Explanation/Reference:
Reference: https://www.emc.com/collateral/TechnicalDocument/docu81535.pdf

NEW QUESTION: 2
Before implementing Fusion Financials, your customer used to manually reconcile their intercompany payables and receivables accounts.
What is a more automated approach to do this?
A. Run the BI Publisher reports called Intercompany Transaction Summary and Account Details to automatically reconcile intercompany balances.
B. In Fusion Financials, you must manually reconcile your intercompany account balances.
C. Run the Intercompany Reconciliation report, which shows pairs of intercompany receivables and payables accounts that are out of balance.
D. Use Oracle Hyperion Close Manager to automatically reconcile intercompany account balances.
E. Create a query using Oracle Transactional Business Intelligence (OTBI) that will match the intercompany payables and receivables balances.
Answer: C

NEW QUESTION: 3
Your customer wants to provide candidates access to their Career sections by using mobile technology.
Which two steps must you perform to enable this? (Choose two.)
A. Change the URL parameters in the main Career section.
B. Update the Theme options in the main Career section(s).
C. Create a new Career section and indicate that it is for mobile purposes.
D. Link the Mobile Career section to the main Career section(s).
E. Change the Security Settings.
Answer: A,D

NEW QUESTION: 4
Jan is the HR Professional for your organization. An employee within the organization has filed a charge with the EEOC that discrimination has been done by your organization against her. The EEOC has investigated the case and has found that there is no reasonable cause against your company. The person filing the charge, however, still believes that discrimination has occurred. How long does this person have, to file a lawsuit against your company?
Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
A. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 180 days of the EEOC's findings.
B. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 90 days of the EEOC's findings.
C. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 30 days of the EEOC's findings.within 30 days of the EEOC's findings.
D. Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
Answer: B
Explanation:
Explanation/Reference:
Answer option C is correct.
Once the EEOC has found that there is no reasonable cause, the complainant still has the right to file a private lawsuit against your company. The person is to file the lawsuit, however, within 90 days. The EEOC will send their findings to the employer and the complainant along with a right to sue letter -explaining the individual's rights to sue.
Answer option A is incorrect. The complainant can still seek to sue within 90 days.
Answer option D is incorrect. The complainant can still seek to sue within 90 days, not 30 days.
Answer option B is incorrect. The complainant can still seek to sue within 90 days, not 180 days.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation