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SHRM-CP Organization Questions - Part 18
1. Which step is necessary in conducting an effective investigation of employee complaints that may lead to discipline?
A) Providing a verbal report of the investigation results
B) Soliciting employee input on interview questions
C) Selecting a neutral external investigator
D) Providing protection against retaliation
2. HR is considering whether to recommend termination of an employee after investigating and confirming numerous complaints from other employees about unlawful behavior. Which additional steps should the HR manager consider before making the termination recommendation?
A) Developing justification of the need to respond to this allegation
B) Validating the employment at-will exceptions with external legal counsel
C) Reviewing the history of similar discipline situations
D) Attempting to correct the employee's behavior
3. A technician in a diagnostic lab has filed a complaint with HR accusing a supervisor of selectively enforcing policies. Which action would constitute workplace retaliation?
A) The supervisor reassigns the technician from bench work to physically difficult duties.
B) The technician is required to attend a dispute resolution meeting with the supervisor.
C) The supervisor conducts a previously scheduled performance review.
D) The technician physically attacks the supervisor and is discharged.
4. Which best demonstrates due process in disciplining an employee for a dischargeable offense?
A) Ensuring that the employee is afforded an opportunity to present a defense
B) Including a union representative in all meetings
C) Reviewing discipline cases for dischargeable offenses that are legally justified
D) Incorporating peer review in the progressive disciplinary system
5. What is a distinguishing characteristic of peer review dispute resolution programs?
A) Employee's ability to select panel members
B) Power to change organizational policies
C) Use of trained employee panels
D) Use of third-party negotiators
A) Providing a verbal report of the investigation results
B) Soliciting employee input on interview questions
C) Selecting a neutral external investigator
D) Providing protection against retaliation
2. HR is considering whether to recommend termination of an employee after investigating and confirming numerous complaints from other employees about unlawful behavior. Which additional steps should the HR manager consider before making the termination recommendation?
A) Developing justification of the need to respond to this allegation
B) Validating the employment at-will exceptions with external legal counsel
C) Reviewing the history of similar discipline situations
D) Attempting to correct the employee's behavior
3. A technician in a diagnostic lab has filed a complaint with HR accusing a supervisor of selectively enforcing policies. Which action would constitute workplace retaliation?
A) The supervisor reassigns the technician from bench work to physically difficult duties.
B) The technician is required to attend a dispute resolution meeting with the supervisor.
C) The supervisor conducts a previously scheduled performance review.
D) The technician physically attacks the supervisor and is discharged.
4. Which best demonstrates due process in disciplining an employee for a dischargeable offense?
A) Ensuring that the employee is afforded an opportunity to present a defense
B) Including a union representative in all meetings
C) Reviewing discipline cases for dischargeable offenses that are legally justified
D) Incorporating peer review in the progressive disciplinary system
5. What is a distinguishing characteristic of peer review dispute resolution programs?
A) Employee's ability to select panel members
B) Power to change organizational policies
C) Use of trained employee panels
D) Use of third-party negotiators
1. Right Answer: D
Explanation: Providing protection against retaliation is a necessary step in an investigation for ethical and risk management reasons
2. Right Answer: C
Explanation: HR should confirm the consistency with which the organization has responded to this type of problem in the past. The action could be discriminatory if the response is inconsistent with previous similar situations.
3. Right Answer: A
Explanation: Workplace retaliation occurs when an employer, an employer's agent, or a labor union commits an action that is harmful to an employee, usually after the employee has made a complaint but perhaps because an employee has given evidence to support a complaint. In this case, reassigning the employee to less desirable Β duties could be considered retaliation.
4. Right Answer: A
Explanation: Due process is a principle that ensures that employees are informed of expectations and the consequences of failure to meet those expectations, are treated fairly and factually, and are allowed an opportunity to defend themselves and appeal the decision.
5. Right Answer: C
Explanation: Peer review panels are trained panels of employees (or employees and managers) that hear and resolve employee complaints.
Explanation: Providing protection against retaliation is a necessary step in an investigation for ethical and risk management reasons
2. Right Answer: C
Explanation: HR should confirm the consistency with which the organization has responded to this type of problem in the past. The action could be discriminatory if the response is inconsistent with previous similar situations.
3. Right Answer: A
Explanation: Workplace retaliation occurs when an employer, an employer's agent, or a labor union commits an action that is harmful to an employee, usually after the employee has made a complaint but perhaps because an employee has given evidence to support a complaint. In this case, reassigning the employee to less desirable Β duties could be considered retaliation.
4. Right Answer: A
Explanation: Due process is a principle that ensures that employees are informed of expectations and the consequences of failure to meet those expectations, are treated fairly and factually, and are allowed an opportunity to defend themselves and appeal the decision.
5. Right Answer: C
Explanation: Peer review panels are trained panels of employees (or employees and managers) that hear and resolve employee complaints.
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