5. HRCI- SPHR Employee Relations and Engagement Exam Questions & Answers 2023/2024
Which of the following should you recommend as a last step when building an ADR process for your employer?
A. Establish formal complaint procedures.
B. Engage an ombudsman to help resolve disputes.
C. Allow d...
Which of the following should you recommend as a last step when building an ADR process for your
employer?
A. Establish formal complaint procedures.
B. Engage an ombudsman to help resolve disputes.
C. Allow disciplinary appeals to be assigned to a peer review panel.
D. Train supervisors to utilize open-door techniques for employee feedback. - ANSWER-C. There are
many tools HR may use to build an effective alternative dispute resolution (ADR) process. A peer review
panel may be an effective way to fairly hear the grievances of employees, reducing the likelihood of
lawsuits.
The production manager has filed a complaint with you, the HR director. He is upset that he was recently
disciplined for failing to turn in his credit card receipts and that his company credit card was
consequently suspended. He thinks the consequences were too extreme. This is the best example of
which of the following?
A. Distributive justice
B. Procedural justice
C. Discrimination
D. Lack of equity - ANSWER-A. Distributive justice addresses employees' perceptions of fairness in the
distribution of outcomes. In this case, the production manager does not believe that the punishment is
appropriate for the offense.
Employee contractual rights may be which of the following?
A. Implied in an employee handbook or policies
B. Entered into only by a senior executive
C. Terminated by either the employee or employer at any time, and for any reason
D. Entered into by a formal, written agreement - ANSWER-A. Contractual rights granted to employees
can be entered into formally in writing using tools such as employment contracts, separation
,agreements, and collective bargaining agreements. However, courts have ruled that employee
contractual rights may also be implied in employee handbooks and policies that create an expectation of
continued employment or termination only for cause.
A separation agreement is a type of which of the following?
A. Risk management tool
B. Employment contract
C. Executive retention tool
D. All of the above - ANSWER-D. A separation agreement is a type of employment contract that spells
out the terms and conditions related to employee or executive termination or separation. More often
than not, it includes some type of severance pay and, by signing the employee, exchanges the right to
sue the employer for a grievance.
While monitoring employee email is currently a legal practice, which of the following risk management
steps should an employer take prior to doing so?
A. Monitor work-related emails but not personal emails received on company computers.
B. Monitor emails only if there are productivity concerns.
C. Write clear policies that are reviewed by a labor attorney prior to implementation.
D. Obtain signed releases from employees. - ANSWER-C. Federal and state laws regarding workplace
privacy concerns can vary significantly. For this reason, HR should write clear policies that have been
reviewed by the company attorney prior to engaging in any workplace monitoring efforts.
In the middle of contract negotiations, the union representatives in the room request a time-out to
confer together. They are using which negotiation technique?
A. Stalling
B. Brainstorming
C. Caucusing
D. Both A and B - ANSWER-C. The practice of caucusing by union representatives can be used for several
reasons. This includes when there may be a disagreement between the union members that needs to be
resolved outside of the presence of the employer negotiator. It is also an effective tool to control the
pace of negotiations or to take a break if emotions begin to run high at the bargaining table.
Which of the following can be accomplished with a robust employee attendance strategy?
, A. Reduced workers' compensation claims
B. Increased productivity
C. Improved retention
D. All of the above - ANSWER-D. Senior HR professionals must build effective attendance strategies that
meet the needs of both the employer and the employee. Efforts such as tracking attendance,
understanding the cause of absenteeism, and quantifying the costs of absenteeism can help HR build
response plans to the underlying reasons for attendance issues in the workplace.
Which of the following is most important for a company evaluating employee experiences?
A. Consistency
B. Averages
C. Trends
D. Historic comparisons - ANSWER-A. When it comes to the evaluation of employee experiences at work,
HR should look for consistency across all employee demographics. Employees should not be having
different experiences in an organization with effective performance and behavioral standards.
Positive employee relations strategies must first and foremost focus on which of the following?
A. The bottom line
B. The relationship between management and supervisors
C. The people
D. The customer - ANSWER-C. Positive employee relations strategies are organizational efforts that focus
first on the people. This focus allows for greater engagement and trust, which in turn fosters productivity
and customer service quality.
Which of the following statements is true regarding employers that prohibit employees from all video
recording and photography?
A. It can be an effective way to protect employee privacy.
B. It is reasonable in environments where trade secrets must be protected.
C. It may be a violation of the National Labor Relations Act.
D. All of the above - ANSWER-D. The National Labor Relations Board has ruled that prohibiting all video
recordings or photography at work may violate an employee's right to engage in protected concerted
activity. For example, a reasonable employee may construe that taking a picture of a wage schedule on a
bulletin board is prohibited.
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