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When complaints against staff are brought to Human Resources at Sarped

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When complaints against staff are brought to Human Resources at Sarped  [#permalink]

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New post 15 Jan 2018, 04:54
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When complaints against staff are brought to Human Resources at Sarpedon Inc., the Human Resources department cannot always determine whether there was just cause for the complaint. This is usually due to insufficient evidence provided by the claimant. Nevertheless, Sarpedon will sometimes dismiss an employee because of such a complaint, even if unsubstantiated.

Which of the following conclusions can most properly be drawn from the information above?

(A) Many Sarpedon employees accused of any wrongdoing contest the charge, claiming their own innocence, because they are familiar with Human Resources policy.

(B) In certain kinds of harassment, victims are reluctant to press charges, for fear of reprisals or unfavorable judgments from other colleagues.

(C) It is possible that an unsubstantiated complaint could be unfairly held against the employee that it implicates.

(D) In a 1-on-1 conflict in which the only two employees involved give conflicting view of each other's words and actions, managers have to make a judgment at their own discretion.

(E) Many of the employees dismissed from Sarpedon would have substantial grounds for a lawsuit concerning their dismissal because of this Human Resources policy.
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Re: When complaints against staff are brought to Human Resources at Sarped  [#permalink]

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New post 15 Jan 2018, 10:11
chesstitans wrote:
When complaints against staff are brought to Human Resources at Sarpedon Inc., the Human Resources department cannot always determine whether there was just cause for the complaint. This is usually due to insufficient evidence provided by the claimant. Nevertheless, Sarpedon will sometimes dismiss an employee because of such a complaint, even if unsubstantiated.

Which of the following conclusions can most properly be drawn from the information above?

A Many Sarpedon employees accused of any wrongdoing contest the charge, claiming their own innocence, because they are familiar with Human Resources policy.
B In certain kinds of harassment, victims are reluctant to press charges, for fear of reprisals or unfavorable judgments from other colleagues.
C It is possible that an unsubstantiated complaint could be unfairly held against the employee that it implicates.

D In a 1-on-1 conflict in which the only two employees involved give conflicting view of each other's words and actions, managers have to make a judgment at their own discretion.
E Many of the employees dismissed from Sarpedon would have substantial grounds for a lawsuit concerning their dismissal because of this Human Resources policy.


Stem Gist - Sarpedon will sometimes dismiss an employee because of such a complaint, even if unsubstantiated.

A - Out of scope - No information about employees contesting the charge
B - Out of Scope - No mention of victims being reluctant
C - Correct answer - As option talk about possibility and stem mentions sometimes.
D - No mention of managers taking decisions.
E - With available info, we can't infer many employees would have lawsuits grounds as stem mentions sometimes (Not always/generally etc.)
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Re: When complaints against staff are brought to Human Resources at Sarped  [#permalink]

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New post 28 Mar 2018, 07:38
chesstitans wrote:
When complaints against staff are brought to Human Resources at Sarpedon Inc., the Human Resources department cannot always determine whether there was just cause for the complaint. This is usually due to insufficient evidence provided by the claimant. Nevertheless, Sarpedon will sometimes dismiss an employee because of such a complaint, even if unsubstantiated.

Which of the following conclusions can most properly be drawn from the information above?

A Many Sarpedon employees accused of any wrongdoing contest the charge, claiming their own innocence, because they are familiar with Human Resources policy.
B In certain kinds of harassment, victims are reluctant to press charges, for fear of reprisals or unfavorable judgments from other colleagues.
C It is possible that an unsubstantiated complaint could be unfairly held against the employee that it implicates.

D In a 1-on-1 conflict in which the only two employees involved give conflicting view of each other's words and actions, managers have to make a judgment at their own discretion.
E Many of the employees dismissed from Sarpedon would have substantial grounds for a lawsuit concerning their dismissal because of this Human Resources policy.


Imo C
This is an inference question and based upon the argument i can guess that the employee against whom the complaint is filed will feel be aggrieved if he is innocent .
So C is the only inference we can draw .
Let us see other choices as well

A is out of scope as the argument does not talk about the human resource policy .Well it may be true but we are not given anything to base this statement .
B is also irrelevant as the argument does not provide any information regarding this.
D This may be true but can not be inferred
E Out of scope .
In inference question every detail can be deduced from the argument and it has to be 100% sure .
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Re: When complaints against staff are brought to Human Resources at Sarped  [#permalink]

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New post 04 Apr 2018, 10:33
chesstitans wrote:
When complaints against staff are brought to Human Resources at Sarpedon Inc., the Human Resources department cannot always determine whether there was just cause for the complaint. This is usually due to insufficient evidence provided by the claimant. Nevertheless, Sarpedon will sometimes dismiss an employee because of such a complaint, even if unsubstantiated.

Which of the following conclusions can most properly be drawn from the information above?

A Many Sarpedon employees accused of any wrongdoing contest the charge, claiming their own innocence, because they are familiar with Human Resources policy.
B In certain kinds of harassment, victims are reluctant to press charges, for fear of reprisals or unfavorable judgments from other colleagues.
C It is possible that an unsubstantiated complaint could be unfairly held against the employee that it implicates.
D In a 1-on-1 conflict in which the only two employees involved give conflicting view of each other's words and actions, managers have to make a judgment at their own discretion.
E Many of the employees dismissed from Sarpedon would have substantial grounds for a lawsuit concerning their dismissal because of this Human Resources policy.


A. We don't know whether many employees contest the charge.
B. We don't have any info about any certain case.
C. That's what the passage says about the possibility
D. We don't have any info about 1 -on -1 conflict
E. We can't say "Many employees have been dismissed"

Hence (C)
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Re: When complaints against staff are brought to Human Resources at Sarped  [#permalink]

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New post 09 Aug 2018, 18:14

Official Explanation


We know some proportion of HR complaints lack sufficient evidence to establish the complaint with proof. We don't know what proportion of the complaints are like this: it might be 0.01% or 99%, we don't know. Victims sometimes give less than complete info­—we don't know why. We know that HR policy has left open the possibility of dismissing someone even though the complaint has not been substantiated, but we don't know whether this has ever happened; if it has happened, we don't know how frequent it might have been.

The credited answer is (C). We don't know what "held against" might mean­—perhaps a written warning or a stern disciplinary talk by one's superior­—but whatever it is, it may go as far to include outright dismissal. If Sarpedon is willing to dismiss someone, then it stands to reason that they might perform some lesser disciplinary action, "holding" something "against" someone, even though that person was innocent. This is a possibility left open by their policy. Choice (C) is the best answer.

As for (A), we can't conclude that the majority of employees dismissed were so treated because of unsubstantiated complaints. That could be true, or it could be that only one person or even no one was dismissed because of unsubstantiated complaints, and most everybody else was dismissed for something clear and unambiguous and documented. For this reason, we can't conclude either (A) or (E), because we have no idea where this scenario accounts for the majority of dismissals or only a tiny fraction.

Choice (B) would give us some insight into why a victim of harassment might not want to follow through completely with a harassment complaint. It helps to explain or clarify, but it is not a conclusion that we can draw from the argument.

Similarly, choice (D) paints a picture of a scenario, such as a "he-said-she-said" conflict, in which a manager might make a judgment call that doesn't accord with what actually happened. Like (B), this helps to explain how a detail might play out, but it is not a conclusion we can draw from the argument.
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Re: When complaints against staff are brought to Human Resources at Sarped &nbs [#permalink] 09 Aug 2018, 18:14
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