Employee Relations & Performance Management Flashcards
7 cards from real CPC 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 & Performance Management flashcards as text
Which legal doctrine allows an employer to terminate an employee for any reason (or no reason), as long as the reason is not illegal?
Answer: Employment-at-will
Employment-at-will permits either party to end the employment relationship at any time, for any lawful reason.
A manager consistently rates employees lower at the end of the fiscal year due to budget pressure. This is an example of:
Answer: Distributional error influenced by external factors
Allowing budget constraints to artificially deflate ratings distorts the appraisal process and introduces an external distributional error.
Under the Weingarten rights established by the NLRA, a unionized employee may request:
Answer: Union representation during any investigatory interview that may lead to discipline
Weingarten rights allow unionized employees to have a union representative present when they reasonably believe an investigatory interview could result in discipline.
Which performance management approach aligns individual employee goals directly with organizational strategic objectives?
Answer: Management by Objectives (MBO)
MBO is a collaborative process where managers and employees jointly set objectives that cascade from and support the company's strategic goals.
An HR professional discovers that two employees in the same role with identical qualifications and performance ratings are paid differently based on gender. The FIRST step should be to:
Answer: Conduct an internal pay equity audit and document the findings
Conducting an internal pay equity audit first allows the organization to understand the scope and root cause before taking corrective action.
Which form of harassment creates a hostile work environment even when it does not result in a tangible employment action such as demotion?
Answer: Hostile environment harassment
Hostile environment harassment is established when unwelcome conduct based on a protected characteristic is severe or pervasive enough to alter working conditions.
During a termination meeting, best practice requires the recruiter or HR professional to:
Answer: Keep the meeting brief, clear, and have next steps ready (final pay, benefits info, offboarding)
Termination meetings should be concise, compassionate, and prepared—with clear information about final pay, COBRA, and offboarding logistics.