Final test & Certificate

Choose the best answer for each question.

To pass: at least 8 of 10 correct.

1. Question 1. What role should HR take in an employee relations case?

   AKeeper of the process — evidence, dialogue, correct sequenceBRepresentative of the company's interestsCAdvocate for the employee

2. Question 2. Which source of workplace conflict is the most dangerous?

   AA sense of unfair treatment from applying the rules inconsistentlyBWorking conditionsCWorkload

3. Question 3. A salesperson misses target three months running. Which route applies?

   APerformance management: an improvement plan with goals, support and review pointsBThree written disciplinary warnings then terminationCImmediate demotion

4. Question 4. What's the precondition for taking disciplinary action on any conduct?

   AThe conduct is already defined in the internal labour regulations, the contract or the lawBThe line manager has warned them at least twiceCThe conduct caused financial loss

5. Question 5. How many forms of labour discipline does the Labour Code 2019 provide?

   AFour: reprimand; deferred pay increase of no more than 6 months; demotion; dismissalBThree: verbal warning; reprimand; dismissalCFive, including fines

6. Question 6. What is the standard time limit for disciplinary action, and from when?

   A6 months from the date the conduct occurred (12 months for finance, assets and secrets)B6 months from the date the company discovered itCThere is no time limit

7. Question 7. Why are most disciplinary decisions overturned?

   AProcedure: no proof of fault, wrong attendees, no chance to be heard, no minutesBBecause the measure was too lenientCBecause the employee complained to the authorities

8. Question 8. When receiving a complaint about a manager, what should you NOT do?

   APromise the complainant absolute confidentialityBRecord the complaint in writing straight awayCState clearly that retaliation will be handled separately

9. Question 9. In which case should mediation NOT be used?

   AWhere there is harassment, threats or a clear power imbalanceBTwo peers disagreeing about how to coordinate workCTwo team leads disagreeing over resource allocation

10. Question 10. How should a termination conversation open?

    AState clearly in the first sentence that the decision is made, then go through entitlements and datesBTalk around the general situation so they work it out themselvesCAsk the employee how they'd feel about leaving