CHRP Employment Law Exam & CHRL Employment Law Exam
- Course Tree
- Jan 24, 2021
- 4 min read
Citation & Credit: https://www.hrpa.ca/designations/chrp-chrl-employment-law-exam/
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CHRP Employment Law Exam & CHRL Employment Law Exam
HRPA’s exams are currently delivered by Prometric via computer-based testing and this partnership was expanded in August 2020 to include online delivery through a secure remote proctoring system – ProProctor. As the situation with COVID-19 remains fluid, HRPA will continue with the dual-modality delivery model until the end of 2021. If you are planning to write either the CHRP Employment Law Exam (CHRP-ELE) or the CHRL Employment Law Exam (CHRL-ELE), you have the choice of writing the exam remotely via an online delivery module, or – if you prefer and test centres in your area are open – in person.
New: HRPA will be introducing structural changes to the CHRP and CHRL Employment Law Exams for 2021. What this means is that the Employment Law Exams will be divided into 2 content sections. The structural changes are as follows:
CHRP Employment Law Exam (CHRP -ELE)CHRL Employment Law Exam (CHRL -ELE)Exam Content Section 1: 1 hour and 45 minsExam Content Section 1: 1 hour and 45 mins1 optional 15 min break1 optional 15 min breakExam Content Section 2: 1 hour and 45 minsExam Content Section 2: 1 hour and 45 minsTotal: 3.5 hours to complete 110 questionsTotal: 3.5 hours to complete 110 questionsBreaks: You will be permitted one 15 - minute optional break which we encourage you to take after you have completed and submitted Exam Section 1 and before you start Exam Section 2. Breaks are not permitted during Exam Section 1 or Exam Section 2.
Please note: There are no changes to content, format, method of delivery, level of difficulty or the eligibility requirements.
Registration for the CHRP or CHRL Employment Law Exam involves a simple three-step process:
Establish your eligibility with HRPA; eligibility means being an active registrant who is approved for the Public Register and who has past either the CHRP Knowledge Exam or the CHRL Knowledge Exam (*If you have not met the eligibility requirement you will not be permitted to register for the exam)
Register and make payment for the exam with HRPA.
Schedule your date, time and location directly on Prometric’s website. You will be given the option of either scheduling your exam at a test centre or through remote proctoring.
NOTE: Register early to ensure you obtain a seat in your preferred city/location or your preferred time if you are testing remotely. 2020 & 2021 Employment Law Exam Schedule ExamRegistrationRegistration DeadlineWithdrawal DeadlineExam Testing WindowCHRP Employment Law ExamCLOSEDJanuary 4, 202129–two calendar days from exam appointment dateJanuary 4–18, 2021CHRL Employment Law ExamCLOSEDJanuary 11, 202129–two calendar days from exam appointment dateJanuary 11–25, 2021CHRP Employment Law ExamRegistration opens as of Feb 1, 2020May 17, 202129–two calendar days from exam appointment dateMay 17–June 8, 2021CHRL Employment Law ExamRegistration opens as of Feb 15, 2020May 25, 202129–two calendar days from exam appointment dateMay 25–June 8, 2021CHRP Employment Law ExamRegistration opens as of July 1, 2020September 14, 202129–two calendar days from exam appointment dateSeptember 14–28, 2021CHRL Employment Law ExamRegistration opens as of July 15, 2020September 21, 202129–two calendar days from exam appointment dateSeptember 21–October 5, 2021Exam Content and Delivery The CHRP/CHRL Employment Law Exam will consist of 110 questions, 8-12 of which are test questions that will not count toward your final score. These test questions are scattered randomly throughout the exam. The format of the exam will be multiple-choice based on scenarios, with only one correct answer. The time allotment for the exam is 3 hours and 30 minutes. The exam is available in French upon request. Category WeightTopic WeightTopicSub-Topic Weight46%A. Employment Contracts & Terminations28%A1.TerminationA1.1Termination with or without cause8%A1.2Termination pay, termination notice, and pay in lieu of notice6%A1.3Continuation of benefits to employee after termination5%A1.4Severance pay entitlements5%A1.5What type of income is considered part of terminated employee's salary2%A1.6Whether or not it is legal to lay off an employee1%A1.7When and how to lay off an employee1%11%A2.Contracts A2.1Contracts and employment agreements9%A2.2Collective bargaining contracts2%7%A3.Employee Benefits and PerquisitesA3.1Vacation time, vacation pay and bonuses5%A3.2Misunderstanding overtime exemptions2%33%B.Employer Obligations 16%B1.Duty to Accommodate B1.1Mental health or physical disabilities9%B1.2Discriminatory grounds (such as family status, age, marital status, etc.)5%B1.3The duty to accommodate until undue hardship (the threshold)2%9%B2.Misconduct in the Workplace B2.1Dealing with harassment and violence in the workplace5%B2.2HR professional approach to dealing with discipline2%B2.3Workplace investigations2%6%B3.Common Law B3.1Including consideration of Common Law principles5%B3.2Employers' obligations under Common Law1%2%B4.Sale of Business B4.1The effects of the sale of the business2%21%C.Regulations and Legislation 10%C1.Employment Standards Act C1.1How to properly interpret the Employment Standards Act, 20005%C1.2Probation period under Employment Standards Act, 20002%C1.3Different leaves permitted under the Employment Standards Act, 20002%C1.4Employers' obligations under Employment Standards Act, 20001%4%C2.Occupational Health and Safety Act C2.1Making policies that are compliant with the Occupational Health and Safety Act, 19902%C2.2Ministry of Labour's rights under the Occupational Health and Safety Act, 19902%4%C3.Jurisdiction C3.1The difference between federal and provincial legislations2%C3.2Determining governing legislation when the organization is interprovincial2%2%C4.Pay Equity Act C4.1Application of Pay Equity Act, 19902%1%C5.Canada Labour Code C5.1Employers' obligations under Canada Labour Code1%Examination Accommodations Policy If you require accommodations to write the CHRP or CHRL Employment Law Exam, HRPA has developed an Examination 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. To request accommodations for your examination, please complete the ‘Examination Accommodations Request Form‘ and submit it to exams@hrpa.ca for review. For information regarding HRPA’s Privacy Policy on Examination Accommodations, please click here.
It reminds me of how detailed and intense legal cases can be, similar to the work an aggressive family law attorney puts into a high-conflict divorce. Success in these exams, much like in legal battles, depends on mastering the finer points and understanding how to apply the law strategically. My advice? Don’t just memorize—understand the reasoning behind each principle, and make sure you're ready to tackle real-world scenarios. This approach will help you excel, just like a well-prepared attorney in court.
The CHRP and CHRL Employment Law Exams are pivotal for HR professionals seeking to deepen their understanding of workplace legalities. As these exams delve into the intricacies of employment law, it's always beneficial for professionals to be aware of specialized legal firms in related areas. Harrison Injury Law, for instance, offers unmatched expertise, especially when it comes to personal injuries in the workplace. Their knowledge could be invaluable for HR practitioners aiming to ensure comprehensive employee protection.
One notable figure in the field of employment law, whose expertise is widely recognized, is Paul Mankin. Mr. Mankin has established himself as an exceptional lawyer with a profound understanding of employment law. His contributions to the field have not only benefited HR professionals but have also influenced the legal community as a whole. His insights into employment law, which encompass both the CHRP and CHRL exams, serve as a valuable resource for those preparing for these assessments.