Managing Employee Incidents & Resolving Employee Grievances
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The quiz has 17 cases with multiple choices, and will not take you much time to complete.
And don't worry, no one will be able to track your participation or scores :-)
These cases and their associated hints are only indicative, and come third after legal opinion and company policy.
Take as many tries as you want to. And happy quizzing !
- 1.
You get a complaint that some people manager in your team is playing favourites with a particular person or group. And that the favoured individual/group get more access to information, resources, recognition and reward.Which of the hints given below would be useful for you to address this issue ?
- A.
The issue should be considered, not the background of the accuser or the accused
- B.
Objective facts should be considered as evidence, not opinion or speculation
- C.
If the accuser is a poor performer, and the accused is a good performer, the issue can be ignored
- D.
If the favouritism has been done only one or two times, then no steps need to be taken
- E.
Points A & B above
Correct Answer
E. Points A & B aboveExplanation
The hints that would be useful for addressing the issue of favoritism in the team are considering the issue itself rather than focusing on the background of the accuser or the accused, and relying on objective facts as evidence rather than opinion or speculation. These hints emphasize the importance of fair and unbiased evaluation of the situation, ensuring that decisions and actions are based on concrete evidence and not personal preferences. By following these hints, the manager can effectively address the complaint and promote a fair and inclusive work environment.Rate this question:
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- 2.
A person in your team tells you that someone is acting over-familiar with her. And admits that while it does not seem like harassment, it certainly is uncomfortable, and other people have also begun to notice and talk about it.Which of the following principles given below would be helpful in resolving the case ?
- A.
The lady in question could be mistaken in her judgement, and the matter could constitute harassment
- B.
If, preliminary objective facts point towards likely sexual harassment, then the matter has to get referred for the due process laid down under the law
- C.
Justice should be done, and be seen to be done. hence, hear out both sides, and other connected parties fairly
- D.
If the investigation establishes the charge, then the punishment should be proportionate to the misconduct
- E.
All of the above
Correct Answer
E. All of the aboveExplanation
All of the principles mentioned in the options would be helpful in resolving the case. It is important to consider the possibility that the lady in question could be mistaken in her judgment and that the matter could constitute harassment. If objective facts point towards likely sexual harassment, it should be referred for the due process laid down under the law. It is crucial to ensure justice is done and seen to be done by hearing out both sides and other connected parties fairly. If the investigation establishes the charge, the punishment should be proportionate to the misconduct.Rate this question:
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- 3.
A colleague from the Accounts team sends you an email that one of your team members appears to have submitted suspicious travel or hotel bills (pertaining to a business trip) for reimbursement.Which of the following would be good to consider while handling the matter ?
- A.
Investigate the matter discreetly, because you don't want to tarnish the reputation of the team member even before the charge has been proved
- B.
If you do not have reasonable evidence, the benefit of doubt should go in favour of the accused
- C.
You should take action because the Accounts team must have done good investigation before coming to you
- D.
Irrespective of the amount in question, a fraud that is proven is a fraud
- E.
Points A, B and D above
Correct Answer
E. Points A, B and D aboveExplanation
When handling a situation where suspicious travel or hotel bills have been submitted for reimbursement, it is important to consider investigating the matter discreetly. This is because accusing the team member without solid evidence can damage their reputation. Additionally, if there is no reasonable evidence, it is important to give the benefit of doubt to the accused. Regardless of the amount in question, a fraud that has been proven is still a fraud. Therefore, considering points A, B, and D above would be good when handling this matter.Rate this question:
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- 4.
There is a high profile project which needs to get done. In your opinion you have staffed it with the best people possible. Somebody who has not been included comes to you demanding to know why he/she was left out.What would help you respond satisfactorily to the employee ?
- A.
Explanation of the fair selection process followed
- B.
Factors of 'job-person-fit', and why others were considered more suitable
- C.
Factors of 'job-person-fit', and which factors the complaining employee may have lost out on
- D.
It is your managerial discretion to staff a project
- E.
Points A , C and F
- F.
If the employee remains very dissatisfied, then allow the employee to take the matter up with your boss
Correct Answer
E. Points A , C and FExplanation
The correct answer is points A, C, and F. These points include the explanation of the fair selection process followed, factors of 'job-person-fit', and why others were considered more suitable. By providing this information, the employee can understand the reasoning behind their exclusion and see that the decision was made based on objective criteria. If the employee remains dissatisfied, they can take the matter up with the manager's boss, indicating that there is a channel for further discussion and resolution.Rate this question:
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- 5.
An employee from your team comes to you complaining that another employee has made snide remarks about his/her religion, race or caste.What points would be important to consider in this case ?
- A.
Insult to religion, race or caste is a very serious misconduct
- B.
Be quick to take steps to quell associated speculation and rumours
- C.
Insult to religion, race or caste is against the principle of 'respect for the individual'
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
In this case, all of the above points would be important to consider. Insulting someone's religion, race, or caste is a serious misconduct that goes against the principle of 'respect for the individual'. It is crucial to address this issue promptly to prevent the spread of speculation and rumors. By taking immediate steps to address and resolve the situation, the organization can demonstrate its commitment to fostering a respectful and inclusive work environment.Rate this question:
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- 6.
An employee forwards you an email received from his manager, who reports to you. The employee thinks that the tone/language used seems overly aggressive, accusatory, and demoralising.Which of the following would help you in resolving this grievance in your capacity as a skip-level manager ?
- A.
If true, consider whether the instance of bad communication etiquette is a repeat or has happened for the first time
- B.
Based on the principle of proportionality, the action for such a misconduct could be a verbal reprimand or a written warning
- C.
If true, consider whether the bad email was in response to a justifiable provocation
- D.
Whatever the case or context may be, all communication has to be within the bounds of professionalism
- E.
Points A and D above
Correct Answer
E. Points A and D aboveExplanation
The correct answer is Points A and D above. This is because considering whether the instance of bad communication etiquette is a repeat or has happened for the first time can help in understanding the severity of the issue and determining the appropriate action to take. Additionally, it is important to ensure that all communication is within the bounds of professionalism, regardless of the case or context. By considering both of these points, the skip-level manager can effectively address the employee's grievance and take appropriate action if necessary.Rate this question:
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- 7.
You convey a ‘below expectations’ performance feedback and rating to a team member. You also state that a Performance Improvement Plan (PIP) will be put in place. Soon after, the employee begins to display disturbing levels of mental or physical distress.Which actions would be suitable in this case ?
- A.
You will try to evaluate whether the employee's reactions are genuine or not
- B.
You will help the employee to settle down, and if the situation does not improve after a few minutes, you will take other suitable steps promptly
- C.
You will arrange for the employee to be taken to the company doctor/counsellor, or to a nearby medical facility offering services in the areas of physical and mental health
- D.
You will protect the dignity and privacy of the employee, and only share information about the event with people who 'need to know'
- E.
Points B, C and D above
Correct Answer
E. Points B, C and D aboveExplanation
In this case, it is important to handle the situation with empathy and care. By helping the employee to settle down and promptly taking suitable steps if the situation does not improve, you are showing support and understanding. Arranging for the employee to receive medical assistance from a company doctor/counselor or a nearby medical facility is crucial in addressing their mental or physical distress. Additionally, protecting the employee's dignity and privacy by only sharing information with those who 'need to know' ensures their confidentiality and maintains a respectful environment. Therefore, points B, C, and D are all suitable actions to take in this situation.Rate this question:
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- 8.
You have recently received escalations from your stakeholders about a person in your team not being responsive and not doing good quality work. When you take this up with the concerned team member, he/she talks about an impending divorce that is affecting work.Which of the points below would prove useful as you go about settling the matter ?
- A.
Offer your support and that of well-wishing team members to tide over the problems with the stakeholders
- B.
If the need for additional support continues beyond a reasonable extent and period, then speak to the employee about taking some personal time off
- C.
Politely and empathetically convey the message that there is need for separation of the personal from the professional
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
The correct answer is "all of the above". This is because offering support and well-wishes from team members can help the concerned team member feel supported and encouraged during a difficult time. If the need for additional support continues, speaking to the employee about taking personal time off can provide them with the necessary space to address their personal issues. Lastly, politely and empathetically conveying the message about separating personal and professional matters is important to maintain a professional work environment while still acknowledging the employee's personal challenges.Rate this question:
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- 9.
The Security Officer calls you about two of your employees having abusive altercations, threatening interchanges and fist-fights in the canteen.What principles would help you to manage this situation ?
- A.
Diffuse a situation of public order firmly and promptly, by taking charge of the situation and requesting the by-standers to disperse
- B.
Violence is a very serious offense, and carries very serious consequences
- C.
Promptly gather multiple first-person accounts of what led to the situation and what transpired
- D.
Provide full opportunity to both the accused to present their defence
- E.
Share the evidence gathered with both the accused persons, and the reasons for the proposed action
- F.
All of the above
Correct Answer
F. All of the aboveExplanation
In order to manage the situation of abusive altercations and fist-fights between employees in the canteen, the principles that would help are as follows: diffuse the situation firmly and promptly by taking charge and dispersing the onlookers, recognize that violence is a serious offense with severe consequences, gather first-person accounts of what happened, provide both accused individuals with the opportunity to present their defense, and share the evidence and reasons for the proposed action with all parties involved. These principles ensure a fair and thorough handling of the situation.Rate this question:
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- 10.
You receive a call from the police station about your employee having been arrested for driving rashly and causing an accident where a pedestrian got badly injured.What would most guide your thinking in dealing with this occurrence ?
- A.
This situation could have complex implications, and hence it would be wise to promptly consult HR and Legal, before taking any action
- B.
Rush to help your colleague
- C.
Emotionally appeal to the company leadership to help your colleague and provide him with company legal aid
- D.
Send out an email over the company system to collect money to pay for the injured person's medical treatment
- E.
Consider disciplinary proceedings against your colleague for driving rashly and injuring the pedestrian
Correct Answer
A. This situation could have complex implications, and hence it would be wise to promptly consult HR and Legal, before taking any actionExplanation
The correct answer suggests that the situation of an employee being arrested for driving rashly and causing an accident with a badly injured pedestrian could have complex implications. Therefore, it would be wise to consult HR and Legal before taking any action. This implies that there may be legal and HR-related considerations that need to be taken into account, such as potential liability for the company and the need to follow proper procedures in addressing the incident. Seeking advice from HR and Legal professionals can help ensure that the appropriate actions are taken in a legally compliant and fair manner.Rate this question:
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- 11.
It is brought to your attention that one of your employees has posted a derogatory remark about your company in the social media.Which of the points below would help you to respond appropriately to the incident ?
- A.
If the remark is in the nature of a general complaint, then it may call for little or no action
- B.
If the remark can be classified beyond reasonable doubt as disloyal, malicious, false or in contravention of the company's policies or employment contract, then action can be taken against the offending employee
- C.
It is generally difficult to ascertain whether the remark is a general complaint or otherwise, and hence it is best to consult with HR and Legal
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
The given correct answer states that all of the points mentioned would help in responding appropriately to the incident. This is because if the remark is a general complaint, it may not require immediate action. However, if the remark is disloyal, malicious, false, or against company policies, action can be taken against the employee. Since it can be challenging to determine the nature of the remark, consulting with HR and Legal departments would be the best course of action. Therefore, considering all the points mentioned would ensure an appropriate response to the incident.Rate this question:
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- 12.
You receive a request from a background check agency for details about one of your ex-employees who was a bad performer.What would help you to decide how to proceed ?
- A.
Only official and written requests are considered. and such responses are only to be sent by the designated official or functionary
- B.
No data or information about an ex-employee that falls in the category of private or confidential can be shared
- C.
It is generally accepted practice to respond to official and written requests with only the information about date of joining, date of separation, and last designation
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
The correct answer is "all of the above". This means that all of the mentioned options would help in deciding how to proceed when receiving a request from a background check agency for details about a former employee who was a bad performer. These options include not sharing any private or confidential information, considering only official and written requests, and responding with limited information such as the date of joining, date of separation, and last designation.Rate this question:
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- 13.
An employee has not turned up for work for four days. There is no response to the calls, emails and text-messages to the employee. You also receive a panic call from her family enquiring about that person’s whereabouts.Which points of the company policy would you pay attention to before proceeding with this case ?
- A.
Number of days of absence without intimation or traceability, before the absconding process can be initiated
- B.
Number of letters to be sent to the employee's last known and permanent address
- C.
Number of days after which each of the letters is to be sent
- D.
Number of days after no response to the final letter, after which an action of termination can be taken
- E.
Procedure to be followed if the employee returns or responds to any of the letters before the date when the termination can be initiated
- F.
All of the above
Correct Answer
F. All of the aboveExplanation
In this case, the company policy should be reviewed in order to determine the appropriate course of action. The points that should be considered include: the number of days of absence without intimation or traceability before initiating the absconding process, the number of letters to be sent to the employee's last known and permanent address, the number of days after which each letter should be sent, the procedure to be followed if the employee returns or responds to any of the letters before the termination date, and the number of days after no response to the final letter before termination can be initiated. All of these points are important in order to handle the situation in accordance with the company's policies and procedures.Rate this question:
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- 14.
An employee reports about encountering two of your other team members in an intimate and compromising situation within the office premises. These two team members tell you that they are going to get married soon.Which points would you focus on while deciding about this event ?
- A.
Was the location of the incident within the office premises such that the action would qualify as public indecency ?
- B.
Even though it appears so, was the action consensual ?
- C.
Does the company policy define consensual intimacy anywhere within the office premises as a misconduct ?
- D.
Was the action a dereliction of the duties assigned to the two people ?
- E.
All of the above
Correct Answer
E. All of the aboveExplanation
The employee's report raises concerns about the incident, and in order to make a decision about the event, it is important to consider multiple factors. Firstly, it is necessary to determine if the location of the incident within the office premises qualifies as public indecency, as this would have serious implications. Secondly, it is crucial to establish whether the action was consensual between the two team members involved. Additionally, it is important to refer to the company policy to determine if consensual intimacy within the office premises is considered misconduct. Lastly, assessing whether the action was a dereliction of the duties assigned to the individuals involved is essential. Considering all of these points will help in making an informed decision about the event.Rate this question:
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- 15.
An employee is brought to you in a condition which suggests that he/she is under the influence of alcohol or drugs. For sure, the actions of the employee appear unbalanced and incoherent. A colleague finds some loose tablets in the employee’s pockets.What actions are best in this case ?
- A.
Arrange for the employee to be taken promptly to the nearest medical practitioner
- B.
Notify the family about the incident, about the arrangements and venue of the employee's medical evaluation
- C.
Carefully examine the medical report and the doctor's written advice, before deciding on next steps
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
In this case, the best actions would be to arrange for the employee to be taken promptly to the nearest medical practitioner, notify the family about the incident and the arrangements for the employee's medical evaluation, and carefully examine the medical report and the doctor's written advice before deciding on next steps. This comprehensive approach ensures that the employee receives immediate medical attention, the family is informed and involved in the process, and informed decisions can be made based on the medical report and advice.Rate this question:
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- 16.
An anonymous caller tips you off about a team member who has submitted fake certificates of education or past work experience to obtain employment in your company.Which factors would guide you in acting on this information ?
- A.
Anonymous calls do not merit action
- B.
A person is innocent until proven guilty; and a discreet inquiry conducted by a suitable professional agency would be best
- C.
An accused is entitled to know what he/she is accused of, to receive a full and fair hearing, to evaluate the evidence against him/her, and to know the objective reasons leading to any action against him/her
- D.
It is good practice to allow a guilty person to resign voluntarily, rather than to insist on a termination
- E.
Points B, C and D above
Correct Answer
E. Points B, C and D aboveExplanation
The factors that would guide you in acting on this information are: a person is innocent until proven guilty; and a discreet inquiry conducted by a suitable professional agency would be best, an accused is entitled to know what he/she is accused of, to receive a full and fair hearing, to evaluate the evidence against him/her, and to know the objective reasons leading to any action against him/her, and it is good practice to allow a guilty person to resign voluntarily, rather than to insist on a termination.Rate this question:
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- 17.
An employee resigns from your team. This person does not complete the exit formalities. You discover that he has walked away with the company laptop. There is a suggestion to withhold this person’s PF, Gratuity, and balance salary for the last month worked.Which of the following points would help you handle this situation ?
- A.
An employee's PF, Gratuity, and balance salary can not be withheld
- B.
If the employee is reachable, and refuses to return the laptop, then a police complaint can be filed
- C.
If the employee is unreachable at his/her last known and permanent contact details even after a reasonable number of attempts, then a police complaint can be filed
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
In this situation, all of the above points would help handle the situation. The employee's PF, Gratuity, and balance salary cannot be withheld as it is their legal entitlement. If the employee is reachable and refuses to return the laptop, filing a police complaint can be a necessary step to retrieve the company property. Similarly, if the employee is unreachable even after reasonable attempts, filing a police complaint can be a viable option to address the situation and ensure the return of the laptop.Rate this question:
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Current Version
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Feb 29, 2024Quiz Edited by
ProProfs Editorial Team -
Sep 03, 2015Quiz Created by
Catherine Halcomb
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