Exam 13: Employee Rights and Discipline

The HR manager at Stacco Ltd. is planning to fire Paul for poor job performance. He is aware that he has to give "reasonable notice" to Paul. What are two factors that he has to consider when determining the amount of notice?

Which of the following is a major weakness of an open-door policy of settling grievances in the workplace?

Which of the following processes involves the use of a third party to settle disputes and where the parties voluntarily try to settle the issue?

Scenario 13.1 The Beer Pitt Inc. is a Canadian brewery that distributes premium lager beers across the country. Over the years, the company has been having problems with employees drinking on the job, resulting in arguments, fights, and back-ups on the production line. Because employees are unionized, it has always been difficult to determine that drinking on the job is the cause of the problems the company is experiencing since these problems have been occurring for decades. Recently, however, an employee was injured. The HR department wants to develop and implement new sets of disciplinary policies and procedures to help curb these problems. -Refer to Scenario 13.1. Assume that the Beer Pitt might be better off using positive discipline given that the company has allowed employees to behave this way for decades. Which of the following is NOT a focus of this approach?

The step between a verbal warning and termination in progressive discipline is the disciplinary interview.

Implied contract terms are terms that judges read into employment contracts when the written contract does not expressly deal with the matter.

The human resource manager has invited Tammy for a meeting to discuss reports of her misconduct. The two parties will have joint discussion and problem-solving activities to address and overcome any proven misconduct. What type of disciplinary program is evident here?

The University of Lalaland has decided to move to a new system in dealing with employee complaints. It has hired a retired judge whose job is to listen to employees' complaints and then try to seek solutions through negotiation and mediation. What is the most likely title of this person's job?

With an open-door policy, decisions tend to be consistent across managers.

Progressive discipline is designed to force an employee to improve his or her performance.

The courts have ruled that employers can monitor the computer use and Internet access of employees when they are at work. What is a key reason the courts give for this?

Positive discipline is different from progressive discipline in that it is based on a "problem-solving" approach to discipline.

The employment-at-will doctrine states that either the employee or the employer may terminate the employment relationship for any reason.

Employee rights are granted to workers by the courts, legislatures, and/or employers.

Pay equity legislation an example of what type of law?

John was dismissed by his organization after he was caught on live TV cameras making racist and sexist comments after a soccer game. If he challenges his dismissal in courts, what would the employer have to prove, among other things, to successfully argue its case?

In which of the following scenarios can an employer summarily dismiss an employee in a non-union environment for his or her activities outside of the workplace?

Which of the following is an example of an employee's statutory right?

A major responsibility of the HR department is to develop, and to have top management approve, its disciplinary policies and procedures.

The Juniper Corporation wishes to establish an alternative dispute-resolution procedure that will provide a sense of justice for employees. A peer-review board would offer this benefit.