Question 1

The employment-at-will doctrine gives managers and supervisors the unrestricted right of termination.

Accepted Answer

A) True 
 B)False

Question 2

Briefly discuss some ways in which employers can avoid wrongful termination lawsuits.

Accepted Answer

Employers can use the following four tip

Question 3

Employers defend their intrusion into employee privacy by noting

Accepted Answer

A) their constitutional right. 
B) their legitimate business interest. 
C) that they are required by law. 
D) that they are required by the Occupational Safety and Health Administration to do so. 
A) their constitutional right. 
B) their legitimate business interest. 
C) that they are required by law. 
D) that they are required by the Occupational Safety and Health Administration to do so.

Question 4

KyoTek struggles with successfully disciplining employees in order to achieve correct behavior. The company should consider using progressive discipline, which is an effective means of forcing employees to improve their performance involuntarily.

Accepted Answer

A) True 
 B)False

Question 5

Progressive discipline results from using positive reinforcement instead of punishment to correct behavioral problems.

Accepted Answer

A) True 
 B)False

Question 6

What is progressive discipline? How does it differ from positive discipline?

Accepted Answer

Progressive discipline is the applicatio

Question 7

Whistle-blowing is a protected right of employees.

Accepted Answer

A) True 
 B)False

Question 8

​Employers can discipline employees for off-duty conduct, but there must be a relationship between the employees' behavior and the effect of that behavior on the organization.

Accepted Answer

A) True 
 B)False

Question 9

An advantage of impairment testing is that

Accepted Answer

A) it identifies employees who are impaired for reasons other than drug use. 
B) it covers on and off-duty behavior. 
C) it has a lower blood alcohol level standard than most states. 
D) it is conducted by a police officer, thereby relieving the company of liability. 
A) it identifies employees who are impaired for reasons other than drug use. 
B) it covers on and off-duty behavior. 
C) it has a lower blood alcohol level standard than most states. 
D) it is conducted by a police officer, thereby relieving the company of liability.

Question 10

KyoTek expects that its employees will use their talents, skills, and abilities to perform their duties. In turn, the employees expect KyoTek to provide fair wages, steady work, training as needed, and promotional opportunities. This relationship is referred to as

Accepted Answer

A) employment-at-will. 
B) a no-win situation for employees. 
C) a Catch-22 situation for employers. 
D) psychological contract. 
A) employment-at-will. 
B) a no-win situation for employees. 
C) a Catch-22 situation for employers. 
D) psychological contract.

Question 11

The employee complaint process that is most similar to a grievance procedure under a union contract is the

Accepted Answer

A) open-door policy. 
B) hearing officer complaint system. 
C) peer-review system. 
D) step-review system. 
A) open-door policy. 
B) hearing officer complaint system. 
C) peer-review system. 
D) step-review system.

Question 12

According to the Worker Adjustment Retraining and Notification Act, notice of closure or layoff affecting 50 or more full-time workers must be given to the highest elected local official.

Accepted Answer

A) True 
 B)False

Question 13

Elle is conducting a disciplinary investigation of an employee. Which of the following is NOT one of the questions she might ask when determining if the employee was aware that the action was wrong?

Accepted Answer

A) What rule or provision was violated? 
B) How would the employee know of the existence of the rule? 
C) Was the employee warned of the consequence? 
D) Has anyone talked to the employee to hear his or her side of the situation? 
A) What rule or provision was violated? 
B) How would the employee know of the existence of the rule? 
C) Was the employee warned of the consequence? 
D) Has anyone talked to the employee to hear his or her side of the situation?

Question 14

Which of the following is NOT an exception to the employment-at-will doctrine?

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 15

Organizations are required by law to comply with ethical guidelines.

Accepted Answer

A) True 
 B)False

Question 16

Ethics can be defined as a set of standards of acceptable conduct.

Accepted Answer

A) True 
 B)False

Question 17

Seyall Industries recently conducted drug tests on selected employees. It is likely that these tests were not random, but that reasonable suspicion or probable cause led to the tests.

Accepted Answer

A) True 
 B)False

The employment-at-will doctrine gives managers and supervisors the unrestricted right of termination.

Briefly discuss some ways in which employers can avoid wrongful termination lawsuits.

Employers defend their intrusion into employee privacy by noting

KyoTek struggles with successfully disciplining employees in order to achieve correct behavior. The company should consider using progressive discipline, which is an effective means of forcing employees to improve their performance involuntarily.

Progressive discipline results from using positive reinforcement instead of punishment to correct behavioral problems.

What is progressive discipline? How does it differ from positive discipline?

Whistle-blowing is a protected right of employees.

Employers can discipline employees for off-duty conduct, but there must be a relationship between the employees' behavior and the effect of that behavior on the organization.

An advantage of impairment testing is that

KyoTek expects that its employees will use their talents, skills, and abilities to perform their duties. In turn, the employees expect KyoTek to provide fair wages, steady work, training as needed, and promotional opportunities. This relationship is referred to as

The employee complaint process that is most similar to a grievance procedure under a union contract is the

According to the Worker Adjustment Retraining and Notification Act, notice of closure or layoff affecting 50 or more full-time workers must be given to the highest elected local official.

Elle is conducting a disciplinary investigation of an employee. Which of the following is NOT one of the questions she might ask when determining if the employee was aware that the action was wrong?

Which of the following is NOT an exception to the employment-at-will doctrine?

Organizations are required by law to comply with ethical guidelines.

Ethics can be defined as a set of standards of acceptable conduct.

Seyall Industries recently conducted drug tests on selected employees. It is likely that these tests were not random, but that reasonable suspicion or probable cause led to the tests.

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

The employment-at-will doctrine gives managers and supervisors the unrestricted right of termination.

Briefly discuss some ways in which employers can avoid wrongful termination lawsuits.

Employers defend their intrusion into employee privacy by noting

KyoTek struggles with successfully disciplining employees in order to achieve correct behavior. The company should consider using progressive discipline, which is an effective means of forcing employees to improve their performance involuntarily.

Progressive discipline results from using positive reinforcement instead of punishment to correct behavioral problems.

What is progressive discipline? How does it differ from positive discipline?

Whistle-blowing is a protected right of employees.

​Employers can discipline employees for off-duty conduct, but there must be a relationship between the employees' behavior and the effect of that behavior on the organization.

An advantage of impairment testing is that

KyoTek expects that its employees will use their talents, skills, and abilities to perform their duties. In turn, the employees expect KyoTek to provide fair wages, steady work, training as needed, and promotional opportunities. This relationship is referred to as

The employee complaint process that is most similar to a grievance procedure under a union contract is the

According to the Worker Adjustment Retraining and Notification Act, notice of closure or layoff affecting 50 or more full-time workers must be given to the highest elected local official.

Elle is conducting a disciplinary investigation of an employee. Which of the following is NOT one of the questions she might ask when determining if the employee was aware that the action was wrong?

Which of the following is NOT an exception to the employment-at-will doctrine?

Organizations are required by law to comply with ethical guidelines.

Ethics can be defined as a set of standards of acceptable conduct.

Seyall Industries recently conducted drug tests on selected employees. It is likely that these tests were not random, but that reasonable suspicion or probable cause led to the tests.

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

Employers can discipline employees for off-duty conduct, but there must be a relationship between the employees' behavior and the effect of that behavior on the organization.