CPC Employee Relations & Performance Management 2 — Questions and Answers
Question 1: A manager notices an employee's performance has declined following a personal loss. The BEST initial approach is to:
- Issue a formal written warning immediately
- Schedule a private supportive conversation and offer EAP resources (Correct answer)
- Reduce the employee's responsibilities without discussion
- Document the decline and begin termination procedures
Correct answer: Schedule a private supportive conversation and offer EAP resources
Addressing personal challenges empathetically through an EAP referral balances performance needs with employee well-being.
Question 2: Which federal law prohibits employers from retaliating against employees who report workplace safety violations?
- Title VII of the Civil Rights Act
- The National Labor Relations Act
- Section 11(c) of the Occupational Safety and Health Act (Correct answer)
- The Fair Labor Standards Act
Correct answer: Section 11(c) of the Occupational Safety and Health Act
OSH Act Section 11(c) specifically protects workers from retaliation for reporting safety hazards or participating in OSHA inspections.
Question 3: In a 360-degree feedback system, rater bias is BEST minimized by:
- Limiting raters to direct supervisors only
- Training raters on evaluation criteria and common biases before the process (Correct answer)
- Weighting self-assessments more heavily
- Conducting reviews only annually to reduce fatigue
Correct answer: Training raters on evaluation criteria and common biases before the process
Calibration training helps raters apply consistent standards and recognize halo, recency, and leniency biases.
Question 4: Which type of progressive discipline step typically follows a verbal warning in standard HR practice?
- Immediate termination
- Demotion
- Written warning (Correct answer)
- Suspension without pay
Correct answer: Written warning
Progressive discipline moves from verbal warning to written warning, then suspension, and finally termination if issues persist.
Question 5: An employee files a grievance claiming unfair treatment compared to colleagues. The recruiter's role in this scenario is to:
- Make the final determination on the grievance outcome
- Provide factual hiring and job description documentation if requested (Correct answer)
- Advise the employee to resign and seek employment elsewhere
- Immediately place the employee in a new role to resolve the conflict
Correct answer: Provide factual hiring and job description documentation if requested
Recruiters support grievance processes by supplying accurate documentation such as job descriptions and offer letters, not deciding outcomes.
Question 6: A performance improvement plan (PIP) is MOST effective when it includes:
- Only the consequences of continued poor performance
- Specific measurable goals, timelines, and resources provided to the employee (Correct answer)
- A confidential agreement that the employee will resign if goals are not met
- Evaluations conducted solely by the HR department without manager input
Correct answer: Specific measurable goals, timelines, and resources provided to the employee
An effective PIP sets clear SMART goals, realistic timelines, and outlines support offered so the employee has a genuine opportunity to improve.
Question 7: Under the NLRA, which of the following is considered protected concerted activity?
- An employee posting confidential salary data on public social media without discussing it with coworkers
- Two employees discussing their wages with each other to determine if pay is equitable (Correct answer)
- A single employee refusing to follow a reasonable direct supervisor instruction
- An employee lobbying individually for a personal raise
Correct answer: Two employees discussing their wages with each other to determine if pay is equitable
The NLRA protects employees' rights to discuss wages and working conditions with coworkers as a form of concerted activity.
CPC Employee Relations & Performance Management 2
A manager notices an employee's performance has declined following a personal loss.
The BEST initial approach is to: