1. How is a written code of conduct used in today's work environment?

A) As a decision-making tool to guide employees and their actions
B) To highlight cultural differences that need to be addressed
C) To eliminate the need for performance standards
D) To protect an organization against lawsuits from shareholders



2. An organization is sending salespeople into a new territory where bribery is common. How can HR support the code of ethics in this environment?

A) By requiring salespeople to report bribery income and factor it into compensation
B) By suspending the code of ethics, because bribery is part of the culture
C) By instructing salespeople to refuse service and leave when bribery is attempted
D) By reviewing current ethical guidelines and creating specific guidelines on bribery if necessary



3. Refer to the following scenario for the next 4 questions. A mid-sized company has a strict attendance policy stating that any absence of three days or more without contact from the employee is considered job abandonment and the employee is subject to termination. The organization has experienced significant growth over the years, and the increase in the employee population has prompted stricter policies, which some staff view as unnecessarily controlling. One manager's best employee has been absent without contact for four days and calls in. The employee indicates he had some unexpected personal problems involving his teenage child. The employee did not call earlier due to being distraught, occupied with the situation, and also a bit embarrassed. According to the policy, the employee must be terminated, but the manager is reluctant to do so because this is the department's best employee. This is the first violation, and the serious family issues could escalate if the employee is terminated. Senior leadership has recently taken a tough stance on consistently adhering to company policies and practices due to complaints of favoritism. The manager is hesitant to go to HR for fear they will recommend termination. Instead the manager seeks counsel from a member of the senior leadership team who is a relative and who supports the decision to not terminate the employee. When the employee is not terminated, an anonymous complaint is filed via the employee hotline system. It alleges discrimination and favoritism; there is also a comment about too many new policies. The employee is named, and the complainant demands that other employees terminated under the no-call, no-show policy be reinstated. The protocol requires that HR review all discrimination complaints. Which is the first course of action HR should take?

A) A. HR should inform the president of the issue and partner with her on the next steps for corrective action.
B) B. HR should immediately suspend the employee without pay due to the violation of the company's attendance policy.
C) C. HR should review the employee's performance records and use the ratings to determine the outcome.
D) D. HR should immediately terminate the employee due to the violation of the company's attendance policy.



4. Which next step should HR take to address the allegations that a member of senior leadership advised against following a company policy?

A) A. Send an e-mail to the manager and the employee informing them that they violated the policy so they are not surprised by a potential investigation.
B) B. Meet jointly with the manager and the employee, and terminate both for policy violations.
C) C. As a member of the leadership team, HR should seek counsel from another leadership team member and ask that person to have the conversation.
D) D. Discuss the claim directly with the president and provide an overview of the incident, with a recommendation for holding both the manager and the senior leader accountable.



5. Which is the appropriate outcome for the attendance policy violation?

A) A. Immediately terminate both the manager and the employee for violating company policy to reinforce leadership's focus on consistency.
B) B. The employee should be suspended without pay to take time to think about his behavior.
C) C. HR should factor in the circumstances in this particular situation and recommend that the employee contact the company's employee assistance program for counseling.
D) D. The employee should be terminated per the company policy, to reinforce a consistent focus on policies that have been adopted and put in place.