Human Resources Certification Institute (HRCI) Practice Exam

The correct answer is aligned with a situation where an employee is terminated for 'just cause' due to failing to adhere to established workplace policies, specifically anti-harassment rules. Violating these rules typically reflects not only a breach of trust but also an active disruption of a safe and respectful working environment. Such violations can lead to serious consequences for both the individual and the organization, justifying a termination based on the severity of the misconduct. In contrast, refusing to forge a document would indicate an ethical stand against wrongdoing, which is generally viewed positively in the workplace. Being late to vote, while potentially an inconvenience, does not rise to the level of misconduct that would warrant termination. Whistleblowing inaccurately might raise issues, but wrongful termination typically involves legitimate acts of whistleblowing, especially if done in good faith. Hence, the clear-cut breach of ethical standards and workplace policies in the case of violating anti-harassment rules stands out as the primary justification for 'just cause' termination.