Senior Professional in Human Resources (SPHR) Certification Practice Exam

In the context of employment relationships without a formal contract, the expectation for an employee to be terminated only for cause typically does not derive from membership in a protected class, the existence of a progressive discipline policy, or following an investigation into their behavior. The notion of "for cause" termination implies that an employee can only be dismissed for specific, justifiable reasons related to their job performance or behavior, but this situation generally depends on established employment policies or agreements. In most at-will employment situations, which is standard unless otherwise stated by contracts or union agreements, either the employer or employee can terminate employment for virtually any reason — or for no reason at all — as long as the reason is not illegal (such as discrimination based on protected class status). While having a progressive discipline policy might suggest a structured approach to managing employee performance, it does not inherently restrict an employer's right to terminate unless such a policy is explicitly stated as binding. Further, an investigation into behavior can be a procedural step, but it alone does not guarantee that termination would require cause. Thus, in the absence of an explicit employment contract or binding internal policy that states otherwise, employees cannot necessarily expect to be terminated only for cause, making "none of the above" the correct choice