Associate Professional in Human Resources
Study Guide ACTUAL QUESTIONS AND
CORRECT ANSWERS
Griggs v. Duke Power (employee relations) - Correct answers✔✔established disparte impact
holding employers accountable for unintentional discrimination
McDonnell Douglas Corp. v. Green (employee relations) - Correct answers✔✔A key Supreme
Court case that established a process for proving employment discrimination under Title VII of
the Civil Rights Act. It created the McDonnell Douglas Test, This case is central to
understanding how courts handle workplace discrimination claims.
McDonnell Douglas Test (employee relations) - Correct answers✔✔a framework used to
evaluate claims of employment discrimination under Title VII of the Civil Rights Act. It involves
three steps. First, the employee must establish a prima facie case by showing evidence of
discrimination, such as being part of a protected class, qualified for the position, and treated
unfairly compared to others. Next, the employer must provide a legitimate, non-discriminatory
reason for their action, such as a performance issue or business necessity. Finally, the employee
must demonstrate that the employer's stated reason is a pretext for discrimination, meaning it is
not the true reason for the adverse action but a cover for discriminatory intent.
Albemarle Paper v. Moody (employee relations) - Correct answers✔✔highlighted the need for
employment tests to be job related and validated
EEOC (Equal Employment Opportunity Commission) (employee relations) - Correct
answers✔✔federal agency handling complaints and enforcing antidiscrimination laws
hostile work environment (employee relations) - Correct answers✔✔unwelcome conduct from
anyone in the workplace that creates an intimidating environment
, Quid Pro Quo (employee relations) - Correct answers✔✔a higher ranking employee demands
sexual favors for job benefits
Groupthink (employee relations) - Correct answers✔✔inefffective decison making results when
people in a group are unable to work as a team to come up with creative or effective solutions
Constructive Discharge (employee relations) - Correct answers✔✔when the employer has made
working conditions so intolerable that employees feel forced to quit
Drug-Free Workplace Act of 1988 (employee relations) - Correct answers✔✔Required federal
contractors to develop and implement drug-free workplace policies
what is progressive discipline? (employee relations) - Correct answers✔✔a structured approach
to addressing employee performance or behavior issues by applying increasingly serious
consequences if the problem persists. The goal is to give employees a fair opportunity to improve
while maintaining workplace standards
employee engagement (employee relations) - Correct answers✔✔an individual's involvement,
satisfaction, and enthusiasm for work
What are the steps in grievance handling? (employee relations) - Correct answers✔✔1.
Receive/doccument grievance
2. Investigate the complaint
3. discuss with involved parties
4. resolve or escalate as needed
5. communicate the decision
Study Guide ACTUAL QUESTIONS AND
CORRECT ANSWERS
Griggs v. Duke Power (employee relations) - Correct answers✔✔established disparte impact
holding employers accountable for unintentional discrimination
McDonnell Douglas Corp. v. Green (employee relations) - Correct answers✔✔A key Supreme
Court case that established a process for proving employment discrimination under Title VII of
the Civil Rights Act. It created the McDonnell Douglas Test, This case is central to
understanding how courts handle workplace discrimination claims.
McDonnell Douglas Test (employee relations) - Correct answers✔✔a framework used to
evaluate claims of employment discrimination under Title VII of the Civil Rights Act. It involves
three steps. First, the employee must establish a prima facie case by showing evidence of
discrimination, such as being part of a protected class, qualified for the position, and treated
unfairly compared to others. Next, the employer must provide a legitimate, non-discriminatory
reason for their action, such as a performance issue or business necessity. Finally, the employee
must demonstrate that the employer's stated reason is a pretext for discrimination, meaning it is
not the true reason for the adverse action but a cover for discriminatory intent.
Albemarle Paper v. Moody (employee relations) - Correct answers✔✔highlighted the need for
employment tests to be job related and validated
EEOC (Equal Employment Opportunity Commission) (employee relations) - Correct
answers✔✔federal agency handling complaints and enforcing antidiscrimination laws
hostile work environment (employee relations) - Correct answers✔✔unwelcome conduct from
anyone in the workplace that creates an intimidating environment
, Quid Pro Quo (employee relations) - Correct answers✔✔a higher ranking employee demands
sexual favors for job benefits
Groupthink (employee relations) - Correct answers✔✔inefffective decison making results when
people in a group are unable to work as a team to come up with creative or effective solutions
Constructive Discharge (employee relations) - Correct answers✔✔when the employer has made
working conditions so intolerable that employees feel forced to quit
Drug-Free Workplace Act of 1988 (employee relations) - Correct answers✔✔Required federal
contractors to develop and implement drug-free workplace policies
what is progressive discipline? (employee relations) - Correct answers✔✔a structured approach
to addressing employee performance or behavior issues by applying increasingly serious
consequences if the problem persists. The goal is to give employees a fair opportunity to improve
while maintaining workplace standards
employee engagement (employee relations) - Correct answers✔✔an individual's involvement,
satisfaction, and enthusiasm for work
What are the steps in grievance handling? (employee relations) - Correct answers✔✔1.
Receive/doccument grievance
2. Investigate the complaint
3. discuss with involved parties
4. resolve or escalate as needed
5. communicate the decision
