Employee Relations and Engagement Flashcards
7 cards from real SPHR 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 and Engagement flashcards as text
Which dispute resolution method is MOST appropriate when both parties want a binding decision but prefer to avoid litigation?
Answer: Binding arbitration
Binding arbitration produces a final, enforceable decision by a neutral third party outside the court system.
An SPHR notices that engagement scores are consistently lower among employees who have been with the company 2–5 years. This pattern MOST likely reflects:
Answer: A mid-tenure retention problem where novelty has faded but mastery feels blocked
Mid-tenure disengagement often occurs when initial enthusiasm fades and employees perceive limited growth or recognition.
What distinguishes a collective bargaining agreement (CBA) from an individual employment contract?
Answer: A CBA is negotiated by a union on behalf of all unit employees and governs working conditions collectively
A CBA is a negotiated agreement between an employer and a union representing a group of employees.
An organization is implementing a peer recognition program to boost engagement. Which design feature is MOST critical for the program's effectiveness?
Answer: Making recognition timely, specific, and visible to peers
Recognition that is prompt, tied to specific behaviors, and publicly visible reinforces desired conduct most effectively.
Under the Family and Medical Leave Act (FMLA), an employee on approved leave posts pictures on social media showing recreational activities inconsistent with their stated medical condition. What is HR's BEST response?
Answer: Consult legal counsel and consider requesting a second medical opinion per FMLA regulations
FMLA permits employers to require a second or third medical opinion when the legitimacy of leave is in question.
What is the PRIMARY purpose of a formal employee opinion survey beyond measuring current satisfaction?
Answer: To identify systemic issues, prioritize HR interventions, and create accountability through action planning
The strategic value of employee surveys is in diagnosing root causes and driving accountable action planning.
Which scenario BEST illustrates constructive discharge?
Answer: An employer deliberately makes working conditions so intolerable that a reasonable person would feel compelled to resign
Constructive discharge occurs when an employer creates conditions that effectively force an involuntary resignation.