Exam 13: Employees Rights and Discipline

Miguel feels that his supervisor is out to get him. Miguel is always given the worst assignments, insulted regularly, and treated with disrespect. The work conditions become so intolerable that Miguel finally quits. This is a case of constructive discharge.

(True/False)

4.9/5

(78)

Question 81

When it comes to the use of camera surveillance, few federal laws protect workers from being watched.

(True/False)

4.9/5

(71)

Question 82

What are the key components of a good disciplinary model?

(Essay)

4.8/5

(76)

Question 83

Under the __________, federal agencies must safeguard the personal information of their employees.

(Multiple Choice)

4.7/5

(77)

Question 84

Because personnel files are the employer's property, an employee may be barred from seeing his or her file.

(True/False)

4.8/5

(85)

Question 85

Which of the following statements is NOT true of whistle-blowing?

(Multiple Choice)

4.8/5

(88)

Question 86

The cornerstone and major benefit of mediation is that

(Multiple Choice)

4.7/5

(81)

Question 87

While she has no authority to finalize a solution, Betty listens to employee complaints and attempts to resolve them by mediating between the employees and their supervisors. Betty is an ombudsman.

(True/False)

4.8/5

(86)

Question 88

In the second step of a positive discipline system to correct undesirable employee conduct, managers issue a __________ to an employee to improve his or her unacceptable performance.

(Multiple Choice)

4.8/5

(76)

Question 89

Seyall Industries has been successfully sued by employees who felt that they had an implied contract and were wrongfully terminated. Going forward, one way Seyall Industries can avoid these types of lawsuits is to have written proof that employees have read the employment-at-will disclaimers.

(True/False)

4.8/5

(86)

Question 90

Discipline should be considered as training that molds and strengthens desirable conduct while correcting undesirable conduct.

(True/False)

4.9/5

(78)

Question 91

Which of the following complaint procedures is a unionized employee likely to use?

(Multiple Choice)

4.9/5

(71)

Question 92

In general, employers have the right to monitor calls and text messages sent from their telecommunications devices, provided they do so for compelling business reasons and employees have been informed that their communications will be monitored.

(True/False)

4.8/5

(91)

Question 93

Mara is conducting a disciplinary investigation of an employee. Which of the following is NOT one of the questions she might ask when determining if there are extenuating circumstances?

(Multiple Choice)

4.9/5

(82)

Question 94

An employer-paid decision-making leave

(Multiple Choice)

4.8/5

(82)

Question 95

Telling employees that their jobs are secure as long as they perform satisfactorily and are loyal to their organization does not make an implied contract binding.

(True/False)

4.9/5

(94)

Question 96

In a typical progressive discipline program, what step immediately precedes the termination of an employee?

(Multiple Choice)

4.8/5

(87)

Question 97

Discipline programs designed to motivate an employee to correct his or her misconduct voluntarily are known as

(Multiple Choice)

4.8/5

(97)

Question 98

Carmen, a new supervisor, wants to correctly document the poor performance of an employee. Which of the following actions would she NOT have to perform?

(Multiple Choice)

4.9/5

(80)

Question 99

Before firing an employee, employers should apply the

(Multiple Choice)

4.8/5

(83)

Question 100

Showing 81 - 100 of 137

Miguel feels that his supervisor is out to get him. Miguel is always given the worst assignments, insulted regularly, and treated with disrespect. The work conditions become so intolerable that Miguel finally quits. This is a case of constructive discharge.

When it comes to the use of camera surveillance, few federal laws protect workers from being watched.

What are the key components of a good disciplinary model?

Under the __________, federal agencies must safeguard the personal information of their employees.

Because personnel files are the employer's property, an employee may be barred from seeing his or her file.

Which of the following statements is NOT true of whistle-blowing?

The cornerstone and major benefit of mediation is that

While she has no authority to finalize a solution, Betty listens to employee complaints and attempts to resolve them by mediating between the employees and their supervisors. Betty is an ombudsman.

In the second step of a positive discipline system to correct undesirable employee conduct, managers issue a __________ to an employee to improve his or her unacceptable performance.

Seyall Industries has been successfully sued by employees who felt that they had an implied contract and were wrongfully terminated. Going forward, one way Seyall Industries can avoid these types of lawsuits is to have written proof that employees have read the employment-at-will disclaimers.

Discipline should be considered as training that molds and strengthens desirable conduct while correcting undesirable conduct.

Which of the following complaint procedures is a unionized employee likely to use?

In general, employers have the right to monitor calls and text messages sent from their telecommunications devices, provided they do so for compelling business reasons and employees have been informed that their communications will be monitored.

Mara is conducting a disciplinary investigation of an employee. Which of the following is NOT one of the questions she might ask when determining if there are extenuating circumstances?

An employer-paid decision-making leave

Telling employees that their jobs are secure as long as they perform satisfactorily and are loyal to their organization does not make an implied contract binding.

In a typical progressive discipline program, what step immediately precedes the termination of an employee?

Discipline programs designed to motivate an employee to correct his or her misconduct voluntarily are known as

Carmen, a new supervisor, wants to correctly document the poor performance of an employee. Which of the following actions would she NOT have to perform?

Before firing an employee, employers should apply the

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

Miguel feels that his supervisor is out to get him. Miguel is always given the worst assignments, insulted regularly, and treated with disrespect. The work conditions become so intolerable that Miguel finally quits. This is a case of constructive discharge.

When it comes to the use of camera surveillance, few federal laws protect workers from being watched.

What are the key components of a good disciplinary model?

Under the __________, federal agencies must safeguard the personal information of their employees.

Because personnel files are the employer's property, an employee may be barred from seeing his or her file.

Which of the following statements is NOT true of whistle-blowing?

The cornerstone and major benefit of mediation is that

While she has no authority to finalize a solution, Betty listens to employee complaints and attempts to resolve them by mediating between the employees and their supervisors. Betty is an ombudsman.

In the second step of a positive discipline system to correct undesirable employee conduct, managers issue a __________ to an employee to improve his or her unacceptable performance.

Seyall Industries has been successfully sued by employees who felt that they had an implied contract and were wrongfully terminated. Going forward, one way Seyall Industries can avoid these types of lawsuits is to have written proof that employees have read the employment-at-will disclaimers.

Discipline should be considered as training that molds and strengthens desirable conduct while correcting undesirable conduct.

​Which of the following complaint procedures is a unionized employee likely to use?

In general, employers have the right to monitor calls and text messages sent from their telecommunications devices, provided they do so for compelling business reasons and employees have been informed that their communications will be monitored.

Mara is conducting a disciplinary investigation of an employee. Which of the following is NOT one of the questions she might ask when determining if there are extenuating circumstances?

An employer-paid decision-making leave

Telling employees that their jobs are secure as long as they perform satisfactorily and are loyal to their organization does not make an implied contract binding.

In a typical progressive discipline program, what step immediately precedes the termination of an employee?

Discipline programs designed to motivate an employee to correct his or her misconduct voluntarily are known as

Carmen, a new supervisor, wants to correctly document the poor performance of an employee. Which of the following actions would she NOT have to perform?

Before firing an employee, employers should apply the

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

Which of the following complaint procedures is a unionized employee likely to use?