Navigating The Industrial Relations Incident Register

1. 1. What are the four main objectives of maintaining an Industrial Relations Incident Register?

A. To increase staff bonuses and rewards B. To ensure transparency, compliance, consistency, and accurate reporting C. To reduce the number of employees D. To automate payroll functions

2. Who is responsible for reviewing the Industrial Relations Register quarterly, and what is the purpose of that review?

A. HR Intern – to collect attendance data B. Talent Manager – to ensure completeness and compliance C. Managing Director – to conduct hearings D. Payroll Officer – to calculate terminal benefits

3. Which of the following are examples of “Misconduct / Disciplinary Cases”?

A. Late submission of reports, family emergencies, promotions B. Insubordination, theft, negligence, misuse of resources C. Voluntary resignations, retirements, transfers D. Budget overruns and system downtime

4. Why must every event that materially affects the employment relationship be logged in Odoo 18?

A. To create duplicate records for HR B. To satisfy audit curiosity only C. To ensure legal compliance, traceability, and transparency D. To replace timesheets and payroll data

5. 5. Which of the following best describes the purpose of key register fields? Incident ID: Unique reference for tracking Severity / Impact Level: Assesses business disruption or compliance risk Resolution / Outcome: Final decision or result

A. To calculate bonuses and rewards B. To maintain traceable, risk-based, and outcome-oriented records C. To manage leave balances D. To support procurement

6. 6. What are the six key steps in the Industrial Relations process flow?

A. Recruit → Train → Reward → Terminate → Rehire → File B. Identify → Log → Review → Investigate → Resolve → Close & Report C. Approve → Pay → Record → Store → Delete → Replace D. Observe → React → Punish → Appeal → Close → Archive

7. How often must reports be compiled, and who is responsible for the Annual Industrial Relations Report?

A. Weekly by the Finance Officer B. Bi-annually by the Talent Officer C. Annually by the HR Director, with monthly and quarterly reviews before that D. Every five years by the ExCo

8. Which two of the following are valid report metrics in the Annual Industrial Relations Report?

A. Number of birthdays and company events B. Total incidents by category and severity; Ratio of resignations to dismissals C. Employee satisfaction survey scores D. Total number of new hires

9. According to Section 15 of the Labour Act, what minimum notice must employees receive before a disciplinary hearing?

A. One working day B. Two calendar days C. Three working days D. One week

10. How long must Industrial Relations records be retained after closure, and who has access?

A. 1 year; open to all employees B. 3 years; accessible by ExCo C. 5-6 years; accessible only to authorised HR staff and management D. Indefinitely; accessible to the public

Industrial Relations Training

Completed

Navigating The Industrial Relations Incident Register