Question 1

One of the primary goals of ethics training is to avoid adverse publicity.

Accepted Answer

A) True 
 B)False

Question 2

During her interview, Angela is told by her future manager that if she is a good employee, she will have a permanent job with the company. This situation is an example of an implied contract.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following is NOT an example of how an implied contract may become binding?

Accepted Answer

A) Telling employees their jobs are secure as long as they perform satisfactorily and are loyal to the organization 
B) Failing to create an employee handbook or conducting performance appraisals on a routine basis 
C) Stating in the employee handbook that employees will not be terminated without the right of defense or access to an appeal procedure 
D) Urging an employee to leave another organization by promising higher wages and benefits, then reneging on those promises after the person has been hired 
A) Telling employees their jobs are secure as long as they perform satisfactorily and are loyal to the organization 
B) Failing to create an employee handbook or conducting performance appraisals on a routine basis 
C) Stating in the employee handbook that employees will not be terminated without the right of defense or access to an appeal procedure 
D) Urging an employee to leave another organization by promising higher wages and benefits, then reneging on those promises after the person has been hired

Question 4

In __________, the U.S. Supreme Court ruled that employees can file discrimination suits with the EEOC even when the employer has a mandatory arbitration agreement that is signed by the employee.

Accepted Answer

A) EEOC v.Waffle House Inc. 
B) EEOC v.Adams 
C) EEOC v.Interstate/Johnson Lane Corp. 
D) EEOC v.United States 
A) EEOC v.Waffle House Inc. 
B) EEOC v.Adams 
C) EEOC v.Interstate/Johnson Lane Corp. 
D) EEOC v.United States

Question 5

Seyall Industries uses a progressive discipline program when disciplinary action is required. Terri is going through this process and has received a written warning. If improvement is not made, what is the expected next step in a typical procedure?

Accepted Answer

A) Oral warning and counseling 
B) Decision-making leave 
C) Discharge 
D) Suspension without pay 
A) Oral warning and counseling 
B) Decision-making leave 
C) Discharge 
D) Suspension without pay

Question 6

KyoTek has informed its employees of the company policy that they may not use their business phones to make personal calls. What is true of this situation?

Accepted Answer

A) Employees' communication may be monitored, even personal calls. 
B) If KyoTek is monitoring an employee's phone, and the employee receives a personal call, KyoTek must hang up immediately. 
C) The employees have grounds to file a complaint against KyoTek under provisions of the ECPA for instituting this policy. 
D) An individual employee may have grounds to file a complaint against KyoTek under provisions of the ECPA if KyoTek monitors that employee's personal call. 
A) Employees' communication may be monitored, even personal calls. 
B) If KyoTek is monitoring an employee's phone, and the employee receives a personal call, KyoTek must hang up immediately. 
C) The employees have grounds to file a complaint against KyoTek under provisions of the ECPA for instituting this policy. 
D) An individual employee may have grounds to file a complaint against KyoTek under provisions of the ECPA if KyoTek monitors that employee's personal call.

Question 7

State law in the state where KyoTek operates allows employees to examine their files. Because KyoTek has concerns that employees may add or remove things, or make other changes, KyoTek can insist that someone from HR, or a supervisor, be present.

Accepted Answer

A) True 
 B)False

Question 8

Employers are prohibited from retaliating against employees under all of the following EXCEPT

Accepted Answer

A) the Workers' Adjustment Retraining and Notification Act. 
B) Title VII of the Civil Rights Act. 
C) the Age Discrimination in Employment Act. 
D) Title I of the Americans with Disabilities Act. 
A) the Workers' Adjustment Retraining and Notification Act. 
B) Title VII of the Civil Rights Act. 
C) the Age Discrimination in Employment Act. 
D) Title I of the Americans with Disabilities Act.

Question 9

A complaint committee in a peer-review system consists of

Accepted Answer

A) an equal number of employee and management representatives. 
B) managers above the level of the supervisor whose decision is being appealed. 
C) employees at the same level as the appealing employee. 
D) managers, subordinates, and a number of unbiased third-party participants who do not work for the employer. 
A) an equal number of employee and management representatives. 
B) managers above the level of the supervisor whose decision is being appealed. 
C) employees at the same level as the appealing employee. 
D) managers, subordinates, and a number of unbiased third-party participants who do not work for the employer.

Question 10

The states that grant employees the privilege to see their personnel files generally do not provide the right to

Accepted Answer

A) alter the details of one's personnel file. 
B) inspect one's own personnel file. 
C) know of the existence of the file. 
D) correct inaccurate data in the file. 
A) alter the details of one's personnel file. 
B) inspect one's own personnel file. 
C) know of the existence of the file. 
D) correct inaccurate data in the file.

Question 11

Robert works for the federal government. He is not covered by the federal Whistleblower Protection Act.

Accepted Answer

A) True 
 B)False

Question 12

Which exception to the employment-at-will doctrine occurs when a lack of good faith and fair dealing by the employer has been suggested?

Accepted Answer

A) Implied contract 
B) Established protection 
C) Violation of public policy 
D) Implied covenant 
A) Implied contract 
B) Established protection 
C) Violation of public policy 
D) Implied covenant

Question 13

Pat is conducting a disciplinary investigation of an employee. When looking into how many years of service the employee has with the organization and how many years the employee has held the present job, what question is Pat trying to answer?

Accepted Answer

A) Are there extenuating circumstances? 
B) Is the offense related to the workplace? 
C) What is the employee's past work record? 
D) What are the sources of the facts? 
A) Are there extenuating circumstances? 
B) Is the offense related to the workplace? 
C) What is the employee's past work record? 
D) What are the sources of the facts?

Question 14

Which of the following is NOT a primary goal of ethics training?

Accepted Answer

A) To avoid unethical behavior 
B) To gain publicity 
C) To gain a strategic advantage 
D) To treat employees in a fair and equitable manner 
A) To avoid unethical behavior 
B) To gain publicity 
C) To gain a strategic advantage 
D) To treat employees in a fair and equitable manner

Question 15

While he was employed at KyoTek, Jakob came up with an idea for an app that has the potential to make a lot of money. KyoTek has not pursued the idea yet, but the company does have it listed in its potential project list. Jakob left his job at KyoTek, and he wants to develop that app on his own. He is prohibited from doing this because of what provision?

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 16

In a complaint committee in a peer-review system, employee representatives are

Accepted Answer

A) appointed by the union. 
B) appointed by the management. 
C) elected by coworkers. 
D) selected by the complainant. 
A) appointed by the union. 
B) appointed by the management. 
C) elected by coworkers. 
D) selected by the complainant.

Question 17

The NLRB v Weingarten ruling requires that nonunion employees always have the right to representation during an investigative interview.

Accepted Answer

A) True 
 B)False

Question 18

Carla feels that she was disciplined without due process. As understood by most HR managers, that means that Carla was denied her right

Accepted Answer

A) to leave with pay. 
B) to be heard. 
C) to legal representation. 
D) to fair warning. 
A) to leave with pay. 
B) to be heard. 
C) to legal representation. 
D) to fair warning.

Question 19

The right of privacy, which is recognized by law and legal commentary, includes the general principle of personal autonomy and largely involves an individual's right to be left alone.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is the dominant principle governing private-sector employment relationships?

Accepted Answer

A) The employment-at-will doctrine 
B) The job-as-property doctrine 
C) The implied contract rules 
D) The implied covenant rules 
A) The employment-at-will doctrine 
B) The job-as-property doctrine 
C) The implied contract rules 
D) The implied covenant rules

One of the primary goals of ethics training is to avoid adverse publicity.

During her interview, Angela is told by her future manager that if she is a good employee, she will have a permanent job with the company. This situation is an example of an implied contract.

Which of the following is NOT an example of how an implied contract may become binding?

In __________, the U.S. Supreme Court ruled that employees can file discrimination suits with the EEOC even when the employer has a mandatory arbitration agreement that is signed by the employee.

Seyall Industries uses a progressive discipline program when disciplinary action is required. Terri is going through this process and has received a written warning. If improvement is not made, what is the expected next step in a typical procedure?

KyoTek has informed its employees of the company policy that they may not use their business phones to make personal calls. What is true of this situation?

State law in the state where KyoTek operates allows employees to examine their files. Because KyoTek has concerns that employees may add or remove things, or make other changes, KyoTek can insist that someone from HR, or a supervisor, be present.

Employers are prohibited from retaliating against employees under all of the following EXCEPT

A complaint committee in a peer-review system consists of

The states that grant employees the privilege to see their personnel files generally do not provide the right to

Robert works for the federal government. He is not covered by the federal Whistleblower Protection Act.

Which exception to the employment-at-will doctrine occurs when a lack of good faith and fair dealing by the employer has been suggested?

Pat is conducting a disciplinary investigation of an employee. When looking into how many years of service the employee has with the organization and how many years the employee has held the present job, what question is Pat trying to answer?

Which of the following is NOT a primary goal of ethics training?

In a complaint committee in a peer-review system, employee representatives are

The NLRB v Weingarten ruling requires that nonunion employees always have the right to representation during an investigative interview.

Carla feels that she was disciplined without due process. As understood by most HR managers, that means that Carla was denied her right

The right of privacy, which is recognized by law and legal commentary, includes the general principle of personal autonomy and largely involves an individual's right to be left alone.

Which of the following is the dominant principle governing private-sector employment relationships?

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

One of the primary goals of ethics training is to avoid adverse publicity.

During her interview, Angela is told by her future manager that if she is a good employee, she will have a permanent job with the company. This situation is an example of an implied contract.

Which of the following is NOT an example of how an implied contract may become binding?

In __________, the U.S. Supreme Court ruled that employees can file discrimination suits with the EEOC even when the employer has a mandatory arbitration agreement that is signed by the employee.

Seyall Industries uses a progressive discipline program when disciplinary action is required. Terri is going through this process and has received a written warning. If improvement is not made, what is the expected next step in a typical procedure?

KyoTek has informed its employees of the company policy that they may not use their business phones to make personal calls. What is true of this situation?

State law in the state where KyoTek operates allows employees to examine their files. Because KyoTek has concerns that employees may add or remove things, or make other changes, KyoTek can insist that someone from HR, or a supervisor, be present.

Employers are prohibited from retaliating against employees under all of the following EXCEPT

A complaint committee in a peer-review system consists of

The states that grant employees the privilege to see their personnel files generally do not provide the right to

Robert works for the federal government. He is not covered by the federal Whistleblower Protection Act.

Which exception to the employment-at-will doctrine occurs when a lack of good faith and fair dealing by the employer has been suggested?

Pat is conducting a disciplinary investigation of an employee. When looking into how many years of service the employee has with the organization and how many years the employee has held the present job, what question is Pat trying to answer?

Which of the following is NOT a primary goal of ethics training?

In a complaint committee in a peer-review system, employee representatives are

The NLRB v Weingarten ruling requires that nonunion employees always have the right to representation during an investigative interview.

Carla feels that she was disciplined without due process. As understood by most HR managers, that means that Carla was denied her right

The right of privacy, which is recognized by law and legal commentary, includes the general principle of personal autonomy and largely involves an individual's right to be left alone.

Which of the following is the dominant principle governing private-sector employment relationships?

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