HRCI SPHR Exam - Topic 5 Question 96 Discussion

Actual exam question for HRCI's SPHR exam

Question #: 96
Topic #: 5

As an HR Professional, you must sometimes terminate employees from your organization. When an employee is terminated, there must be a just cause or a good cause for the termination. Which one of the following is not a valid just cause for the employee's termination?

AWhether reasonable 'proof' of the violation existed, or was obtained through investigation

BWhether the employee was warned in advance

CWhether the rule has been applied consistently

DWhether the employee is a member of a protected class

Show Suggested Answer

Suggested Answer: C

Answer option C is correct.

A Notice of Contest must be filed within 15 days of the citation. The OSH Act requires employers to allow the CSHO to inspect the workplace (D). Employers may request variances until repairs are made (A) or for processes that provide equal or greater safety for workers. Employers may consult with OSHA to identify possible hazards without fear of a citation or penalty (B); but once a consultant becomes involved, the employer must abate any violations, or the consultant will refer the violation to an OSHA inspector.

Chapter: Risk Management

Objective: Review Questions

by Edison at Dec 05, 2024, 08:35 AM

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Frederica

6 months ago

D seems off, that shouldn't be a factor at all.

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Alonzo

6 months ago

I think warnings should always come first.

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Annelle

6 months ago

Wait, are you saying being in a protected class isn't a valid reason?

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Rebecka

7 months ago

Totally agree, consistency is key!

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Harris

7 months ago

Just cause means you need proof of violation.

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Fletcher

7 months ago

I recall that consistency in applying rules is crucial, so I think it’s definitely not A, B, or C. D seems like the right choice since it touches on legal protections.

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Carolann

7 months ago

I’m a bit confused about the difference between just cause and good cause. I think all the other options relate to proper procedures, but I’m not confident about D.

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Rhea

7 months ago

I feel like I've seen a similar question before, and I think the answer might be D. It seems like being part of a protected class shouldn't be a reason for termination.

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Ammie

8 months ago

I remember studying about just cause and good cause, but I'm not entirely sure which option isn't valid. I think it might be related to discrimination laws?

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Lonna

8 months ago

This is a good test of my HR knowledge. I'll methodically go through the options and apply the principles of just cause.

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Truman

8 months ago

I'm feeling pretty confident about this one. The key is understanding the legal requirements for just cause termination.

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Merrilee

8 months ago

Okay, I think I know the answer here. The employee's membership in a protected class is not a valid just cause for termination.

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Arlette

8 months ago

Hmm, I'm a bit unsure about this one. I'll have to review the key factors for valid just cause.

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Carolynn

8 months ago

This seems like a tricky question. I'll need to carefully consider the criteria for just cause termination.

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Lavera

1 year ago

Wait, so I can't fire someone just because they're part of the 'Wearing Mismatched Socks' protected class? Dang, there goes my whole termination strategy!

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Lorean

1 year ago

This is a textbook HR question. The correct answer has to be D - terminating someone for being in a protected class is a big no-no. Didn't they teach us that in HR 101?

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Natalie

12 months ago

C) Whether the rule has been applied consistently

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Gregoria

1 year ago

B) Whether the employee was warned in advance

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Eden

1 year ago

A) Whether reasonable 'proof' of the violation existed, or was obtained through investigation

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Dick

1 year ago

Hah, the 'employee is a member of a protected class' one got me chuckling. Nice try, HR exam writers, but I ain't falling for that one! Gotta go with D on this.

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Clemencia

1 year ago

C) Whether the rule has been applied consistently

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Lenita

1 year ago

B) Whether the employee was warned in advance

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Anglea

1 year ago

A) Whether reasonable 'proof' of the violation existed, or was obtained through investigation

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Remedios

1 year ago

Hmm, this is a tricky one. I'm leaning towards B as the not-valid just cause, since employers should always provide clear warnings before termination. But I could see the argument for D as well. Gotta be careful with those protected classes!

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Stephania

1 year ago

Option D really stands out as the odd one out here. Terminating an employee based on their protected class status is clearly not a valid just cause. This seems like a straightforward question.

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William

12 months ago

D) Whether the employee is a member of a protected class

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Amalia

1 year ago

C) Whether the rule has been applied consistently

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Sang

1 year ago

B) Whether the employee was warned in advance

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Cyril

1 year ago

A) Whether reasonable 'proof' of the violation existed, or was obtained through investigation

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Talia

1 year ago

I believe A) Whether reasonable 'proof' of the violation existed, or was obtained through investigation is also important to consider in termination decisions.

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Joanna

1 year ago

I agree with Shawna. It's important to treat all employees fairly regardless of their protected class status.

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Shawna

1 year ago

I think D) Whether the employee is a member of a protected class is not a valid just cause for termination.

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