Level 4 exam — Human Resources

Exam — fresh questions

12 questions: recall (20%) + application (50%) + arbitration (30%). Tags as “4.N · Recall / Application / Arbitration”.
Answer everything, then click Check: your score and explanations will appear.

4.1 · Recall

1. What does the employer's disciplinary power cover?

A regulated right: genuine fault, graduated sanction, followed procedure A right reserved for managers and elected staff representatives An unlimited right to sanction with no form and no prior justification A nonexistent right: only a judge can sanction an employee

Justified, proportionate, procedurally correct sanction — otherwise overturn and litigation.

4.1 · Application

2. Amira receives an unprecedented high-stakes case, never handled. What reflex?

Call the lawyer BEFORE: 1 hour before beats 1 year after Wait months for the problem to settle itself Copy a neighbouring company's solution with no local check Decide alone and fast to show responsiveness to the director

Amounts, novelty, protected staff, dispute: the 4 signals call the expert first.

4.1 · Arbitration

3. A protected elected rep commits serious misconduct. Amira hesitates. What to decide?

Treat them like the others to stay fair and fast Dismiss them fast before they contact the labour inspectorate STOP: special procedure + authorisations, mandatory lawyer before any act Ignore the misconduct to avoid any useless litigation risk

Special regimes: treating a protected employee like any other means losing automatically.

4.2 · Application

4. The reorganisation is decided, elected reps informed after. What is the verdict?

Efficient: deciding first saves everyone time Normal: informing after is enough in small companies Manufactured conflict: consult BEFORE, complete file and given answer Recommended: elected reps prefer being informed after deciding

Early dialogue improves projects; late dialogue only records anger.

4.2 · Arbitration

5. A reasoned opinion is requested in 24h on a thick file. What to do?

Force the opinion on time to hold the director's schedule Impose the decision and simulate a consultation for the file Skip the opinion: elected reps always slow decisions Give complete information and a genuine deadline: an informed opinion takes time

Consult genuinely: real deadlines and answers, even negative ones.

4.2 · Application

6. What is the status of elected reps' delegation hours?

Paid and unobstructed: touching resources exposes you to serious sanction Voluntary and unpaid, taken on personal time To be strictly controlled and deducted from yearly leave Removable as soon as workload rises or deadlines tighten

Premises, budget, protection: elected reps' resources are untouchable.

4.3 · Recall

7. What does QWCT mean in this guide?

A special employment contract reserved for young hires A foosball table and fruit offered once a year as a gift A yearly bonus paid to the whole team unconditionally Actions on the work itself, reconciling well-being with performance

Real work and organisation (workload, support, meaning), not gadgets alone.

4.3 · Application

8. QWL budget: Amira hesitates between a foosball table and a process. What to choose?

The foosball table: visible and festive, enough to motivate durably Anonymous measure + actions on organisation, then published re-measure Nothing: QWL costs money and never changes anything Green plants: decor fixes workload and support

Barometer, plan, re-measure, publication: gadgets do not cure workload.

4.3 · Arbitration

9. The manager emails at midnight despite the disconnection charter. What effect?

Normal: a charter is just paper with no binding value Rule killed by example: role modelling first, sustainable workload next Praise them: working late proves manager commitment None: they are hard-working, the team must follow their example

The charter lives from the top: writing the rule then breaking it is worse than nothing.

4.4 · Application

10. Two colleagues no longer speak. Where to start?

Pick a side and sanction the other to set an example Transfer them at once with no listening and no written record Force them together to explain themselves before the whole team Listen separately to facts and experience, then name the dispute together

Separate first, joint next: the mediator delivers agreement.

4.4 · Arbitration

11. Alleged harassment: impose a face-to-face mediation?

Always: face-to-face soothes better than any written procedure Never: report, protect, impartially investigate, sanction if proven Yes, it is fast and reconciles parties in one meeting Yes when the diary is full and investigation would take time

Special, adversarial, recorded procedure — no forced face-to-face.

4.5 · Application

12. Unexplained gaps are found between comparable colleagues. What to do?

Raise everyone by the same amount to buy social peace Say nothing: salary secrecy will end up smothering rumours Audit, justify in writing or correct, then explain the criteria kept Lower the better-paid with no explanation to restore balance

Fairness proven by grid and criteria: perceived injustice demotivates durably.

What's next?

Score ≥ 80%: move on to Level 5 — V3 (employer brand, diversity and inclusion, HR data and confidentiality, HR indicators and dashboards, digitalisation and AI in HR).
Score < 80%: review the failed sections via their explanations above — each re-explains the concept (discipline, social dialogue, QWCT, mediation, fairness) — redo their 48h challenges, then retake the exam.