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HRCI Exam GPHR Topic 2 Question 83 Discussion

Actual exam question for HRCI's GPHR exam
Question #: 83
Topic #: 2
[All GPHR Questions]

A company has decided to terminate the employment of an executive for performance reasons. The HP Manager to create a severance package. Which of the following factors would NOT be considered when creating the final severance package?

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Suggested Answer: C

by Adelina at Dec 06, 2024, 06:28 AM

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Georgeanna
2 months ago
I bet the HR manager is secretly hoping the executive will just take the package and run. No more performance reviews for them!
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Sonia
23 days ago
D) Notice pay protection laws
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Hector
1 months ago
C) Total compensation in relation to severance package
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Lorita
1 months ago
B) Length of service at company
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Rodolfo
1 months ago
A) Severity of his lack of performance
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Merilyn
3 months ago
Hey, at least the executive won't have to worry about finding a new job. They can just start their own company and call it 'Terminated Executives, Inc.'
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Colton
2 months ago
C: Total compensation in relation to severance package is definitely important to consider as well.
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Rikki
2 months ago
B: Yeah, I agree. Length of service at the company is usually a big factor in severance packages.
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Tamekia
2 months ago
A: I think the severity of his lack of performance would not be considered.
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Lizbeth
3 months ago
I'm guessing the HR manager is trying to keep the severance package as low as possible, huh? Maybe they should consult a lawyer before finalizing anything, just to be on the safe side.
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Shawnta
3 months ago
Ah, I see. D must be the correct answer. Notice pay protection laws are clearly not a factor in the severance package, unless the company wants to end up in court.
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Rossana
1 months ago
A: Definitely, it's important to follow the legal requirements when terminating an employee.
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Diane
2 months ago
B: I agree, it would be risky for the company to ignore notice pay protection laws.
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Janessa
2 months ago
A: I think D is the correct answer. Notice pay protection laws shouldn't be considered when creating the severance package.
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Colette
3 months ago
Really? They're not considering the total compensation? That's a bit odd, don't you think? The executive must be fuming if the package doesn't reflect their pay level.
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Lucy
3 months ago
Hmm, I think the answer is C. The total compensation is irrelevant when determining the severance package. It's all about the other factors like performance and length of service.
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Marti
1 months ago
User 4: I see your point, but I still think C is not a factor to consider. Total compensation shouldn't affect the severance package.
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Timothy
1 months ago
User 3: I think D is the correct answer. Notice pay protection laws are important when creating a severance package.
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Earleen
1 months ago
User 2: I agree, but I think B is also crucial. Length of service at the company should be considered.
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Cherri
2 months ago
User 1: I think the answer is A. The severity of his lack of performance is definitely important.
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Magdalene
3 months ago
I believe notice pay protection laws would also play a role in creating the final severance package.
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Alisha
3 months ago
I agree with Wilbert. The severity of his lack of performance and total compensation in relation to severance package would definitely be factors.
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Wilbert
3 months ago
I think the length of service at the company would not be considered.
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