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 approach BEST describes interest-based bargaining in a union environment?
Answer: Both parties identify underlying interests and collaboratively develop solutions
Interest-based bargaining focuses on shared interests rather than positional demands to reach durable agreements.
Under the Worker Adjustment and Retraining Notification (WARN) Act, which situation typically triggers the 60-day advance notice requirement?
Answer: Closing a plant that employs 120 workers permanently
The WARN Act requires 60-day notice for plant closings affecting 50 or more employees.
A manager reports that a long-tenured employee has been consistently arriving late but has not been formally counseled. An SPHR would FIRST recommend:
Answer: Training the manager to conduct a private, documented counseling conversation
Effective employee relations starts with equipping managers to address issues directly and documentably at the lowest level.
Which theory suggests that employees are motivated when they believe their effort will lead to performance, performance will lead to outcomes, and those outcomes are valued?
Answer: Vroom's Expectancy Theory
Vroom's Expectancy Theory explains motivation through the linkage of effort, performance, and valued rewards.
An employee who belongs to a protected class is terminated after reporting a safety violation. What legal claim is MOST directly applicable?
Answer: Retaliation under whistleblower protection statutes
Terminating an employee for reporting safety violations constitutes retaliation protected under OSHA and other statutes.
Which action by HR demonstrates a high-road employee relations philosophy?
Answer: Proactively sharing business performance data to build trust and transparency
High-road employee relations emphasizes transparency, trust, and treating employees as valued partners.
A union files an unfair labor practice (ULP) charge with the NLRB alleging the employer unilaterally changed health benefits during contract negotiations. Which employer action would support this charge?
Answer: Implementing benefit changes without bargaining to impasse or union agreement
Unilaterally changing mandatory subjects of bargaining during negotiations violates the duty to bargain in good faith under the NLRA.