“That’s Not Fair!” aPHR / PHR Employee Relations Exam Prep
- HR Lab Los Angeles
- Jul 31
- 3 min read
Employee complaints are a common part of HR work, and they are also an important topic for the aPHR / PHR exam.
A simple statement like “That’s not fair” may seem general at first, but HR should not ignore it or jump to conclusions. The right first step is to slow down, gather information, and follow a clear process.
Why This Topic Matters
Employee relations questions on the aPHR / PHR exam often test whether HR can identify the best first step.
The exam usually wants the answer that shows HR will:
Listen carefully
Document the concern
Ask clarifying questions
Gather facts
Stay consistent
Protect confidentiality
Avoid assumptions
The goal is not to react emotionally or immediately discipline someone. The goal is to understand what happened before deciding what action is needed.
Workplace Scenario
An employee comes to HR and says:
“My manager treats me differently than everyone else. This isn’t fair.”
What should HR do first?
A. Ignore the concern unless the employee files a formal complaint
B. Tell the manager to fix the issue immediately
C. Listen, document the concern, ask clarifying questions, and assess the issue
D. Promise the employee the manager will be disciplined
The best answer is:
C. Listen, document the concern, ask clarifying questions, and assess the issue.
Why This Is the Best Answer
HR should first understand the concern before deciding what to do next.
The employee may be describing a simple misunderstanding, inconsistent treatment, favoritism, discrimination, harassment, retaliation, or another employee relations issue.
Without gathering facts, HR cannot know which path is appropriate.
That is why documentation matters. A clear record helps HR understand what was reported, when it happened, who was involved, and whether the concern needs to be escalated.
What HR Should Document
When an employee raises a complaint, HR should document basic facts such as:
What the employee reported
When the issue happened
Who was involved
Whether there were witnesses
Whether the concern relates to a policy
Whether similar situations were handled differently
What next steps HR explained
Documentation helps protect the process. It also helps HR stay consistent and avoid relying on memory later.
Common Exam Trap
A common exam trap is choosing the answer that reacts too quickly.
For example, immediately disciplining the manager may sound like action, but it is not the best first step if HR has not reviewed the facts yet.
Ignoring the concern is also incorrect because HR should take employee complaints seriously, even if the employee does not use formal legal language.
Exam Tip
On the aPHR / PHR exam, look for the answer that follows HR process.
The strongest answer usually includes:
Listen, document, clarify, gather facts, and assess the situation before taking action.
Good HR starts with facts, not assumptions.
Quick Recap
When an employee says, “That’s not fair,” HR should not ignore it or jump to conclusions.
HR’s first step should be to:
Listen
Document
Ask clarifying questions
Gather facts
Assess risk
Review consistency
This approach supports a stronger HR process and helps students recognize the type of answer the aPHR / PHR exam may expect.
Continue Learning
Want to practice more real workplace scenarios?
Watch HR Lab Los Angeles’ 15-minute aPHR / PHR Study Lab video on YouTube and continue building your HR knowledge one topic at a time.
Ready for the full study plan? Explore HR Lab’s aPHR / PHR Certification Prep Course.
This blog is for educational purposes only and does not provide legal advice.
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