By reviewing the performance management processes, measurable work outcomes are set as the center of the investigation. 1%ile this review may lead to eventual investigations of certain managers for unethical practices (B), putting the work outcomes as the focus clearly communicates the ultimate goals of the review and any follow-up actions. Stay interviews (C) can be useful to recognize what the company does well and what it should continue to do with respect to retention; however, getting to the root of any possible favoritism or discrimination is of a higher priority when data from the exit interviews can serve as a starting point for key retention factors. Recommending an additional salary increase (D) may eventually be part of the solution but increasing salaries without additional data about compensation decisions like starting rates, compensable factors, bonuses, and merit increases may lead to inefficient spending.

Although a supervisor may also be a good resource in assessing the dangers of the job, employees have the best familiarity with the potential hazards of their everyday responsibilities.

Although 30 days' advance notice of an upcoming leave is ideal, in many instances it will not be feasible for an employee to give any advance notice. If no advance notice is given, it is not an adequate reason to deny Family and Medical Leave Act (FMLA) leave.

The HR business partner displays the consultation competency by recognizing an area of improvement the company has and advising the leadership team of solutions to remedy the problem. Falsely classifying employees as exempt can have serious legal consequences for a company. Therefore, the HR business partner has to research and present lawful alternative compensation options that will align with the company culture to the leadership team.

Organizations should never base any hiring decision on race, gender, age, or any other protected visual attributes, even if the intent is to "hire for more diversity." Also, whereas the other two suggestions would help create a more inclusive workplace, the most effective strategy is to expand the reach of recruitment efforts toward underrepresented groups.