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 files an internal harassment complaint. Which action by HR would constitute improper retaliation?
Answer: Reassigning the complainant to a less desirable shift shortly after the complaint is filed
Reassigning the complainant to a worse shift after filing a complaint is adverse action that constitutes illegal retaliation.
Which of the following best describes 'at-will employment'?
Answer: Either the employer or employee can end the employment relationship at any time for any lawful reason
At-will employment means either party can terminate the relationship at any time for any reason that is not illegal, absent a contract stating otherwise.
What is the primary goal of a workplace investigation?
Answer: To gather facts objectively and determine what occurred
A workplace investigation seeks to gather facts impartially so the organization can make informed, fair decisions about the matter.
Which scenario represents a 'hostile work environment' form of harassment under Title VII?
Answer: Coworkers repeatedly posting offensive cartoons targeting a protected group in shared spaces
Repeated, severe, or pervasive conduct based on a protected characteristic that alters the work environment constitutes hostile work environment harassment.
An HR professional learns that a manager is falsifying employee time records. What is the most appropriate action?
Answer: Report the finding through the appropriate internal channels, such as legal or senior leadership
Falsifying time records violates the FLSA and company policy; HR must escalate through proper internal channels regardless of who is involved.
Which metric is most useful for tracking the effectiveness of employee relations interventions over time?
Answer: Grievance and complaint rates before and after interventions
Tracking grievance and complaint rates before and after interventions helps HR assess whether employee relations programs are reducing workplace conflict.
Under the Weingarten rights established by the NLRB, what is a union employee entitled to during an investigatory interview?
Answer: The right to have a union representative present if the interview could result in discipline
Weingarten rights guarantee unionized employees the right to request and have a union representative present at any investigatory interview they reasonably believe could lead to discipline.