Employee Relations Flashcards
7 cards from real APHR practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Employee Relations flashcards as text
An employee repeatedly arrives 15-20 minutes late despite a verbal warning. What is the recommended next step in progressive discipline?
Answer: Issue a written warning documenting the behavior and consequences
Progressive discipline follows a sequence; after a verbal warning, a written warning is the appropriate next step to document the issue formally.
Which federal law prohibits employers from retaliating against employees who file workplace safety complaints?
Answer: OSHA Section 11(c)
OSHA Section 11(c) specifically protects employees from retaliation for reporting safety hazards or participating in OSHA investigations.
A manager overhears an employee making a racially derogatory comment to a coworker. What should the manager do first?
Answer: Intervene and report the incident to HR per company policy
Managers have an obligation to intervene and report harassment to HR regardless of whether the target files a formal complaint.
What is the primary purpose of an Employee Assistance Program (EAP)?
Answer: To provide confidential support services for personal and work-related issues
EAPs offer confidential counseling, referrals, and support services to help employees address personal or professional problems affecting their performance.
Under the NLRA, which of the following is considered protected concerted activity?
Answer: Two employees discussing wages to collectively address a pay concern
The NLRA protects employees who act together to improve wages, hours, or working conditions, including discussing pay with coworkers.
What is 'last chance agreement' in employee relations?
Answer: A final disciplinary agreement giving an employee one more opportunity to correct behavior before termination
A last chance agreement is a formal written agreement that sets strict conditions an employee must meet to avoid termination, typically used after serious or repeated violations.
Which approach best describes interest-based bargaining in labor relations?
Answer: Both parties focus on underlying interests to find mutually beneficial solutions
Interest-based bargaining focuses on the needs and interests behind positions rather than positional demands, promoting collaborative problem-solving.