HR Case Studies & Practical Application 5

Question 1

A company's job posting software automatically removes applicants over 55 from consideration based on a 'career trajectory' score. What type of violation does this most clearly represent?

Accepted Answer

A violation of the Age Discrimination in Employment Act (ADEA)

Answer

Using algorithmic proxies that systematically screen out applicants over 40 constitutes age discrimination under the ADEA.

Question 2

An HR team is selecting a new talent management suite. The vendor demo shows powerful analytics but the implementation timeline is 18 months. What question should HR prioritize asking the vendor?

Accepted Answer

What is the implementation risk mitigation plan and what happens to existing workflows during transition?

Answer

An 18-month implementation introduces significant operational risk; HR must understand how existing HR functions will be maintained during transition.

Question 3

A company uses employee engagement survey software but the sample sizes for some teams are so small that individual responses can be inferred. What is the ethical concern?

Accepted Answer

Employee anonymity is compromised, which may suppress honest responses and violate trust

Answer

When sample sizes are too small, confidentiality is effectively breached, chilling honest feedback and potentially exposing employees to retaliation.

Question 4

A company's HR software sends automated performance improvement plan (PIP) notifications without HR review. An employee on FMLA leave receives a PIP notice. What is the primary risk?

Accepted Answer

Issuing a PIP during protected FMLA leave may constitute interference or retaliation under federal law

Answer

Taking adverse action against an employee on FMLA leave — even via automated systems — may constitute unlawful FMLA interference.

Question 5

A benefits administration platform allows employees to waive employer-sponsored health coverage only if they attest to having other qualifying coverage. An audit reveals many waivers lack valid attestations. What is HR's best response?

Accepted Answer

Audit waiver records, contact affected employees to obtain valid attestations or reverse waivers, and fix the system validation logic

Answer

Valid attestations are required for ACA compliance; HR must remediate the gap and fix the system to prevent future incomplete waivers.

HR - Software Practice Test

HR - Software Practice Test

HR Case Studies & Practical Application 5