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?

ASeverity of his lock of performance

BLength of service at company

CTotal compensation in relation to severance package

DNotice pay protection laws

Show Suggested Answer

Suggested Answer: C

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

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Georgeanna

30 days 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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Hector

19 hours ago

C) Total compensation in relation to severance package

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Lorita

8 days ago

B) Length of service at company

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Rodolfo

12 days ago

A) Severity of his lack of performance

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Merilyn

1 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

17 days ago

C: Total compensation in relation to severance package is definitely important to consider as well.

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Rikki

29 days ago

B: Yeah, I agree. Length of service at the company is usually a big factor in severance packages.

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Tamekia

1 months ago

A: I think the severity of his lack of performance would not be considered.

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Lizbeth

2 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

2 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

9 days ago

A: Definitely, it's important to follow the legal requirements when terminating an employee.

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Diane

24 days ago

B: I agree, it would be risky for the company to ignore notice pay protection laws.

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Janessa

25 days 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

2 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

2 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

6 days 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

8 days 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

10 days 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

1 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

2 months ago

I believe notice pay protection laws would also play a role in creating the final severance package.

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Alisha

2 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

2 months ago

I think the length of service at the company would not be considered.

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