The CHRP/CHRL Employment Law Exam will consist of 110 questions, 10 of which are pre-test questions that will not count toward your final score. These pre-test questions are scattered randomly throughout the exam. The format of the exam will be multiple-choice scenario item format with only one correct answer. The exam is available in both French and English.
The exam will be administered in a computer-based format for the first time in January of 2017 in approximately twenty-five locations across Ontario.
We recommend that test-takers register early to ensure you obtain a seat in your preferred city/location.
Test-takers will now be able to schedule their exam time within a window of time slots, instead of only on Saturdays. Test periods will take place three times per year instead of two. The exams will still be in the same multiple-choice format as they are now and will be the same degree of difficulty as they are now. Please note that test-takers will still need to complete the exam at a test centre location – the exams are proctored and are offered on a computer. The new process will involve a simple, three-step registration:
Establish your eligibility with HRPA. (Must have passed the CKE 1 or CKE 2 exam)
Register and pay for the exam with HRPA
Schedule your seat and testing window with ProMetric.
Employment Contracts & Terminations||
|A1.1||Termination with or without cause||8%|
|A1.2||Termination pay, termination notice, and pay in lieu of notice||6%|
|||||A1.3||Continuation of benefits to employee after termination||5%|
|||||A1.4||Severance pay entitlements||5%|
|||||A1.5||What type of income is considered part of terminated employee's salary||2%|
|||||A1.6||Whether or not it is legal to lay off an employee||1%|
|||||A1.7||When and how to lay off an employee||1%|
|||||A2.1||Contracts and employment agreements||9%|
|||||A2.2||Collective bargaining contracts||2%|
Employee Benefits and Perquisites|||
|||||A3.1||Vacation time, vacation pay and bonuses||5%|
|||||A3.2||Misunderstanding overtime exemptions||2%|
Duty to Accommodate|||
|||||B1.1||Mental health or physical disabilities||9%|
|||||B1.2||Discriminatory grounds (such as family status, age, marital status, etc.)||5%|
|||||B1.3||The duty to accommodate until undue hardship (the threshold) ||2%|
|||9%||B2.||Misconduct in the Workplace|||
|||||B2.1||Dealing with harassment and violence in the workplace||5%|
|||||B2.2||HR professional approach to dealing with discipline||2%|
|||||B3.1||Including consideration of Common Law principles||5%|
|||||B3.2||Employers' obligations under Common Law||1%|
Sale of Business|||
|||||B4.1||The effects of the sale of the business||2%|
Regulations and Legislation|||
Employment Standards Act|||
|||||C1.1||How to properly interpret the Employment Standards Act, 2000||5%|
|||||C1.2||Probation period under Employment Standards Act, 2000||2%|
|||||C1.3||Different leaves permitted under the Employment Standards Act, 2000||2%|
|||||C1.4||Employers' obligations under Employment Standards Act, 2000||1%|
C2.||Occupational Health and Safety Act|||
|||||C2.1||Making policies that are compliant with the Occupational Health and Safety Act, 1990||2%|
|||||C2.2||Ministry of Labour's rights under the Occupational Health and Safety Act, 1990||2%|
|||||C3.1||The difference between federal and provincial legislations||2%|
|||||C3.2||Determining governing legislation when the organization is interprovincial ||2%|
Pay Equity Act|||
|||||C4.1||Application of Pay Equity Act, 1990||2%|
Canada Labour Code|||
|||||C5.1||Employers' obligations under Canada Labour Code||1%|
HRPA has developed an
Accommodations Policy to provide reasonable testing accommodations for individuals with documented disabilities. Reasonable accommodation refers to any adjustment to the examination materials or testing environment that permits a qualified applicant with a disability to perform without undue hardship to the institution providing accommodation. Documented disabilities are those for which there is a diagnosis by a qualified professional.
The purpose of accommodations is to provide equity, not advantage. Any requested modification that would substantially alter essential elements of the examination will not be granted. [back to top]
All requests for withdrawals must be sent to HRPA using the
Exam Withdrawal Form (PDF).
Cancellation and Withdrawal – a cancellation and withdrawal from a scheduled exam is defined as a request to remove your exam registration along with your scheduled appointment date and time from the two week long testing window as you no longer wish to write the exam during that session. You will be required to re-register and make payment to HRPA to take the exam. Consult the HRPA website at Important Dates for Designation Requirements for a complete schedule of examination testing windows in 2017.
Withdrawals from the exam are permitted up to 2 calendar days prior to the examination appointment date.
- All exam withdrawals between 29-2 days from the examination appointment date are subject to a $50.00 administration.
- Withdrawals are not permitted less than 2 calendar days prior to the appointment time
- In certain extenuating circumstances (such as illness or bereavement) the withdrawal fee may be waived at HRPA's discretion. Supporting documentation must be submitted along with a withdrawal form
- Individuals who do not show up for the exam will be considered "no-shows" and will forfeit the full exam fee. [back to top]
You are encouraged to reschedule or cancel/withdraw from the exam as soon as you know you won't be able to make the appointment as early as possible.
You can reschedule your exam date, appointment time or location within the two week testing window at any time, as long as you do so more than two full calendar days before your scheduled appointment time. However, a $50.00 fee will be charged to you if you reschedule your exam date,time or location less than 29 calendar days of the scheduled appointment. If you wait until you are within two calendar days of your exam appointment time you will forfeit your exam fee. You will be required to pay HRPA to re-register for the exam.
If you are required to change your exam appointment date, time or location using the reschedule/cancel option on the prometric website
www.prometric.com/hrpa or by contacting Prometric's automated voice response system at: 1- 800-369-6268 (in North America) or by contacting Prometric's Regional Registration centre (outside of North America); the Web is available 24 hours a day, 7 days a week. There is no charge for changing an appointment date, time or location if the change is made within 29 calendar days prior to your exam appointment.
What is the CHRP Employment Law exam?
It is an exam which is now required to obtain the CHRP designation.
What is the CHRL Employment Law exam?
It is an exam which is now required to obtain the CHRL designation.
What does it test?
The CHRP/CHRL Employment Law exam will test the ability to correctly apply the knowledge of employment and workplace law to various situations.
Should I write the CHRP Employment Law exam or the CHRL Employment Law exam?
If you are pursuing the CHRP designation and have passed the CKE 1, you need to pass the CHRP Employment Law exam; if you are pursuing the CHRL designation and have passed the CKE 2, you need to pass the CHRL Employment Law exam.
Note: The CHRL Employment Law exam is valid for both the CHRP and CHRL designations. However you must have passed the CKE 2 to write the CHRL Employment law exam. If you have passed the CKE 1 only, you would only be eligible for the CHRP Employment Law exam and not the CHRL Employment Law exam.
How are the CHRP Employment Law exam and the CHRL Employment Law exam different?
Same format, same number of questions, same test blueprint but they will have independent standard setting processes, which means that the cut-score might not be the same. The cut-score is determined after the exams are administered so we don't know the cut-score at this time.
When will the exam be administered?
The first computer-based administration of the CHRP/CHRL Employment Law exam will be held in January of 2017. Please consult the chart at the top of the page for testing window dates. The time allotment for the exam is 3 hours.
Who is eligible to write the exam?
Individuals who are currently pursuing the CHRP and have passed the Comprehensive Knowledge Exam 1 (CKE 1) or as of June of 2016 will be required to complete the CHRP Employment Law. To be eligible to write this exam, you must have passed the CKE 1.
Individuals who are currently pursuing the CHRL and have passed the Comprehensive Knowledge Exam 2 (CKE 2) as of June of 2016 will be required to complete the CHRL Employment Law. To be eligible to write this exam, you must have passed the CKE 2.
Note: The CHRL Employment Law exam is valid for both the CHRP and CHRL designations. To be eligible to write the CHRL Employment Law exam you are required to have passed the CKE 2 exam.
How much does it cost to write the exam?
The fee for the CHRP/CHRL Employment Law exam is
$200 + HST.
How long are the results good for?
The results are valid for 10 years.
How should I study for the exam?
The exam does not cover new ground. Employment and workplace law was always part of the coursework requirement. Some HR programs do have a separate employment law course whereas other HR programs have chosen to distribute different aspects of workplace and employment law in their relevant functional area courses. [back to top]