Question 1

In NLRB v Weingarten, Inc., the U.S. Supreme Court ruled that

Accepted Answer

A) unionized employees have certain rights to representation when subjected to an investigatory interview. 
B) once employers begin to investigate an employee by interviewing him/her, the court must interview all relevant witnesses. 
C) all employees have a right to request representation when subjected to an investigative interview. 
D) employees also have a right to interview witnesses in order to refute charges against them. 
A) unionized employees have certain rights to representation when subjected to an investigatory interview. 
B) once employers begin to investigate an employee by interviewing him/her, the court must interview all relevant witnesses. 
C) all employees have a right to request representation when subjected to an investigative interview. 
D) employees also have a right to interview witnesses in order to refute charges against them.

Question 2

Alternative dispute resolution procedures, such as arbitration

Accepted Answer

A) may be required of an employee by an employer in lieu of a lawsuit. 
B) are legal only with a collective bargaining agreement in a union environment. 
C) propose rather than impose a solution. 
D) are prohibited by the Civil Rights Act except with public employees. 
A) may be required of an employee by an employer in lieu of a lawsuit. 
B) are legal only with a collective bargaining agreement in a union environment. 
C) propose rather than impose a solution. 
D) are prohibited by the Civil Rights Act except with public employees.

Question 3

Federal and state courts generally view the privacy rights of employees as

Accepted Answer

A) minimal. 
B) nearly absolute. 
C) mostly contractual. 
D) increasingly dominant. 
A) minimal. 
B) nearly absolute. 
C) mostly contractual. 
D) increasingly dominant.

Question 4

In a peer-review system, the complaint committee consists only of people whose jobs are similar to that of the person filing the complaint.

Accepted Answer

A) True 
 B)False

Question 5

Kim was an office supplies sales rep with Clip'n'Save. She recently changed employers and now works for OfficeJoe. The prices at OfficeJoe are much better, and she could save her former customers a lot of money on the exact same products. What provision prevents her from contacting her old customers for six months?

Accepted Answer

A) Nondisclosure of information agreement 
B) Intellectual property agreement 
C) Noncompete agreement 
D) Nonpiracy agreement 
A) Nondisclosure of information agreement 
B) Intellectual property agreement 
C) Noncompete agreement 
D) Nonpiracy agreement

Question 6

According to a recent report by the American Management Association, more than a quarter of employers have fired workers for misusing email.

Accepted Answer

A) True 
 B)False

Question 7

A number of states have passed laws that allow employers to fire employees for activities they pursue offsite on their own time, even when those activities are legal, if the employer disapproves of them.

Accepted Answer

A) True 
 B)False

Question 8

RioFit and an employee are in a dispute that they have not been able to resolve. They have taken their case to Pat Margen, a retired judge, and have agreed to abide by Margen's decision. This scenario describes arbitration.

Accepted Answer

A) True 
 B)False

Question 9

Discharge for refusing to violate a professional code of conduct falls under which exception to employment-at-will doctrine?

Accepted Answer

A) Violation of public policy 
B) Implied contract 
C) Implied covenant 
D) Does not fall under an exception 
A) Violation of public policy 
B) Implied contract 
C) Implied covenant 
D) Does not fall under an exception

Question 10

The primary concern to the employer regarding workplace romance is

Accepted Answer

A) unrealistic expectations. 
B) jealousy on the part of a third party. 
C) employer liability. 
D) embarrassing publicity. 
A) unrealistic expectations. 
B) jealousy on the part of a third party. 
C) employer liability. 
D) embarrassing publicity.

Question 11

Employee rights can be defined as the guarantees of fair treatment that workers expect in return for their services to an employer.

Accepted Answer

A) True 
 B)False

Question 12

The significance of wrongful discharge suits is that they challenge an employer's right under the employment-at-will doctrine to unilaterally discharge employees.

Accepted Answer

A) True 
 B)False

Question 13

One of the employees at Seyall Industries was continually harassing coworkers. Those coworkers feel that Seyall Industries should have learned more about that individual's background before the employee was hired. They have brought a(n) __________ lawsuit against the company.

Accepted Answer

A) negligent hiring 
B) psychological hiring 
C) arbitration 
D) peer review 
A) negligent hiring 
B) psychological hiring 
C) arbitration 
D) peer review

Question 14

​Bill has been found guilty of theft, a termination offense. Before he is discharged, his manager must ensure that all the steps of progressive discipline are followed.

Accepted Answer

A) True 
 B)False

Question 15

__________ places restrictions on employers in their ability to listen to telephone calls made by employees.

Accepted Answer

A) The Whistleblower Protection Act 
B) The Americans Disabilities Act 
C) The Privacy Act 
D) The Electronic Communications Privacy Act 
A) The Whistleblower Protection Act 
B) The Americans Disabilities Act 
C) The Privacy Act 
D) The Electronic Communications Privacy Act

Question 16

Frank has been chronically late to work for the last two weeks and has given no reason for his tardiness. His immediate supervisor is the logical person to apply the company's disciplinary procedure.

Accepted Answer

A) True 
 B)False

Question 17

Matthew has been designated by KyoTek to help mediate disputes. He listens to employees' complaints and then tries to seek solutions through negotiation and mediation. Matthew is known as a(n)

Accepted Answer

A) hearing officer. 
B) employee assistance program counselor. 
C) step-review coordinator. 
D) ombudsman. 
A) hearing officer. 
B) employee assistance program counselor. 
C) step-review coordinator. 
D) ombudsman.

Question 18

Jane has been accused of violating a certain rule at KyoTek. She has demanded due process, which is essentially the right to tell her side of the story.

Accepted Answer

A) True 
 B)False

Question 19

If managers want to maintain an effective open-door policy, they must

Accepted Answer

A) formalize the procedure and encourage employees to start at the top. 
B) ensure that employees come to them only with justified grievances. 
C) emphasize that they can offer solutions only on an advisory basis. 
D) encourage employees to voice their complaints and listen honestly to those concerns. 
A) formalize the procedure and encourage employees to start at the top. 
B) ensure that employees come to them only with justified grievances. 
C) emphasize that they can offer solutions only on an advisory basis. 
D) encourage employees to voice their complaints and listen honestly to those concerns.

Question 20

An employee of KyoTek was arrested last Saturday night for public fighting, destroying property, and harming several people. The employee has been released pending a trial, and wants to return to work. Other employees are nervous to be around this person after this display of violence, and that has created a disruptive atmosphere in the workplace. KyoTek does have the legal right to discipline the employee based on this off-duty behavior.

Accepted Answer

A) True 
 B)False

In NLRB v Weingarten, Inc., the U.S. Supreme Court ruled that

Alternative dispute resolution procedures, such as arbitration

Federal and state courts generally view the privacy rights of employees as

In a peer-review system, the complaint committee consists only of people whose jobs are similar to that of the person filing the complaint.

According to a recent report by the American Management Association, more than a quarter of employers have fired workers for misusing email.

A number of states have passed laws that allow employers to fire employees for activities they pursue offsite on their own time, even when those activities are legal, if the employer disapproves of them.

RioFit and an employee are in a dispute that they have not been able to resolve. They have taken their case to Pat Margen, a retired judge, and have agreed to abide by Margen's decision. This scenario describes arbitration.

Discharge for refusing to violate a professional code of conduct falls under which exception to employment-at-will doctrine?

The primary concern to the employer regarding workplace romance is

Employee rights can be defined as the guarantees of fair treatment that workers expect in return for their services to an employer.

The significance of wrongful discharge suits is that they challenge an employer's right under the employment-at-will doctrine to unilaterally discharge employees.

One of the employees at Seyall Industries was continually harassing coworkers. Those coworkers feel that Seyall Industries should have learned more about that individual's background before the employee was hired. They have brought a(n) __________ lawsuit against the company.

Bill has been found guilty of theft, a termination offense. Before he is discharged, his manager must ensure that all the steps of progressive discipline are followed.

__________ places restrictions on employers in their ability to listen to telephone calls made by employees.

Frank has been chronically late to work for the last two weeks and has given no reason for his tardiness. His immediate supervisor is the logical person to apply the company's disciplinary procedure.

Matthew has been designated by KyoTek to help mediate disputes. He listens to employees' complaints and then tries to seek solutions through negotiation and mediation. Matthew is known as a(n)

Jane has been accused of violating a certain rule at KyoTek. She has demanded due process, which is essentially the right to tell her side of the story.

If managers want to maintain an effective open-door policy, they must

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

Filters

Exam 13: Employees Rights and Discipline

In NLRB v Weingarten, Inc., the U.S. Supreme Court ruled that

Alternative dispute resolution procedures, such as arbitration

Federal and state courts generally view the privacy rights of employees as

In a peer-review system, the complaint committee consists only of people whose jobs are similar to that of the person filing the complaint.

According to a recent report by the American Management Association, more than a quarter of employers have fired workers for misusing email.

A number of states have passed laws that allow employers to fire employees for activities they pursue offsite on their own time, even when those activities are legal, if the employer disapproves of them.

RioFit and an employee are in a dispute that they have not been able to resolve. They have taken their case to Pat Margen, a retired judge, and have agreed to abide by Margen's decision. This scenario describes arbitration.

Discharge for refusing to violate a professional code of conduct falls under which exception to employment-at-will doctrine?

The primary concern to the employer regarding workplace romance is

Employee rights can be defined as the guarantees of fair treatment that workers expect in return for their services to an employer.

The significance of wrongful discharge suits is that they challenge an employer's right under the employment-at-will doctrine to unilaterally discharge employees.

One of the employees at Seyall Industries was continually harassing coworkers. Those coworkers feel that Seyall Industries should have learned more about that individual's background before the employee was hired. They have brought a(n) __________ lawsuit against the company.

​Bill has been found guilty of theft, a termination offense. Before he is discharged, his manager must ensure that all the steps of progressive discipline are followed.

__________ places restrictions on employers in their ability to listen to telephone calls made by employees.

Frank has been chronically late to work for the last two weeks and has given no reason for his tardiness. His immediate supervisor is the logical person to apply the company's disciplinary procedure.

Matthew has been designated by KyoTek to help mediate disputes. He listens to employees' complaints and then tries to seek solutions through negotiation and mediation. Matthew is known as a(n)

Jane has been accused of violating a certain rule at KyoTek. She has demanded due process, which is essentially the right to tell her side of the story.

If managers want to maintain an effective open-door policy, they must

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

Filters

Bill has been found guilty of theft, a termination offense. Before he is discharged, his manager must ensure that all the steps of progressive discipline are followed.