Question 1

Which of the following does NOT belong in the disciplinary model outlined in your text?

Accepted Answer

A)  discharge 
B)  due process 
C)  negotiation 
D)  disciplinary interviews 
A)  discharge 
B)  due process 
C)  negotiation 
D)  disciplinary interviews

Question 2

What are some of the pros and cons of "open-door" policies?

Accepted Answer

On the positive side, open-door policies

Question 3

Management's failure to communicate rules to employees is one of the major reasons for reversing disciplinary action.

Accepted Answer

A) True 
 B)False

Question 4

Employees have statutory rights that are derived from contracts.

Accepted Answer

A) True 
 B)False

Question 5

Tammy Faye, a university student, is doing research on cases decided by the Supreme Court on employee dismissals for threatening co-workers on the job. Which of the following regimes of employment law is Tammy doing research on?

Accepted Answer

A)  criminal law 
B)  common law 
C)  statutory regulation 
D)  Supreme Court law 
A)  criminal law 
B)  common law 
C)  statutory regulation 
D)  Supreme Court law

Question 6

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

Accepted Answer

A) True 
 B)False

Question 7

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

Accepted Answer

A)  Employers need to protect themselves against lawsuits. 
B)  It is integral to the implied employment contract. 
C)  Organizations need this right so as to compete globally. 
D)  The employer owns the computer. 
A)  Employers need to protect themselves against lawsuits. 
B)  It is integral to the implied employment contract. 
C)  Organizations need this right so as to compete globally. 
D)  The employer owns the computer.

Question 8

Employee rights issues frequently involve an employer's alleged invasion of an employee's right to privacy.

Accepted Answer

A) True 
 B)False

Question 9

Alternative dispute resolution (ADR) is a relatively recent development utilized in nonunion workplaces.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is the cornerstone and major benefit of mediation?

Accepted Answer

A)  It is a formal process and therefore easily undertaken. 
B)  The parties involved maintain control over the settlement outcome. 
C)  A mediator can quickly settle a dispute by declaring a resolution. 
D)  The mediator is a representative of management. 
A)  It is a formal process and therefore easily undertaken. 
B)  The parties involved maintain control over the settlement outcome. 
C)  A mediator can quickly settle a dispute by declaring a resolution. 
D)  The mediator is a representative of management.

Question 11

Ombudspeople help management by providing a check on itself.

Accepted Answer

A) True 
 B)False

Question 12

Mediation is a formal process resulting in compromise.

Accepted Answer

A) True 
 B)False

Question 13

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?

Accepted Answer

A)  complaint officer 
B)  hearing judge 
C)  arbitrator 
D)  ombudsperson 
A)  complaint officer 
B)  hearing judge 
C)  arbitrator 
D)  ombudsperson

Question 14

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

Accepted Answer

A) True 
 B)False

Question 15

It is standard practice for employers and contingent employees to utilize formal employment contracts.

Accepted Answer

A) True 
 B)False

Question 16

In order to be effective, employee discipline must take place as soon as possible after the problem is verified.

Accepted Answer

A) True 
 B)False

Question 17

In law, negligence is the failure to honour established contracts.

Accepted Answer

A) True 
 B)False

Question 18

Under the employment-at-will concept, who can terminate the employment relationship?

Accepted Answer

A)  employers or the government 
B)  employees, unions, or employers 
C)  employees or the government 
D)  employees or employers 
A)  employers or the government 
B)  employees, unions, or employers 
C)  employees or the government 
D)  employees or employers

Question 19

Which of the following is NOT an organizational benefit of using arbitration to resolve an employer-employee discrimination complaint?

Accepted Answer

A)  With arbitration, time delays can be avoided. 
B)  With arbitration unfavourable publicity can be avoided. 
C)  Arbitration does not involve anyone external to the organization. 
D)  Arbitration usually results in savings in litigation costs. 
A)  With arbitration, time delays can be avoided. 
B)  With arbitration unfavourable publicity can be avoided. 
C)  Arbitration does not involve anyone external to the organization. 
D)  Arbitration usually results in savings in litigation costs.

Question 20

How should the hot-stove approach to rule enforcement be applied?

Accepted Answer

A)  progressively, with justification, and by the HR department 
B)  only by the immediate supervisor, but with the concurrence of the HR department 
C)  with warning, immediately, consistently, and in an impersonal way 
D)  in a legal manner and consistent with applicable laws and/or court rulings 
A)  progressively, with justification, and by the HR department 
B)  only by the immediate supervisor, but with the concurrence of the HR department 
C)  with warning, immediately, consistently, and in an impersonal way 
D)  in a legal manner and consistent with applicable laws and/or court rulings

Which of the following does NOT belong in the disciplinary model outlined in your text?

What are some of the pros and cons of "open-door" policies?

Management's failure to communicate rules to employees is one of the major reasons for reversing disciplinary action.

Employees have statutory rights that are derived from contracts.

Tammy Faye, a university student, is doing research on cases decided by the Supreme Court on employee dismissals for threatening co-workers on the job. Which of the following regimes of employment law is Tammy doing research on?

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

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

Employee rights issues frequently involve an employer's alleged invasion of an employee's right to privacy.

Alternative dispute resolution (ADR) is a relatively recent development utilized in nonunion workplaces.

Which of the following is the cornerstone and major benefit of mediation?

Ombudspeople help management by providing a check on itself.

Mediation is a formal process resulting in compromise.

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.

It is standard practice for employers and contingent employees to utilize formal employment contracts.

In order to be effective, employee discipline must take place as soon as possible after the problem is verified.

In law, negligence is the failure to honour established contracts.

Under the employment-at-will concept, who can terminate the employment relationship?

Which of the following is NOT an organizational benefit of using arbitration to resolve an employer-employee discrimination complaint?

How should the hot-stove approach to rule enforcement be applied?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Appraising and Improving Performance

Managing Compensation

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

The Dynamics of Labour Relations

International Human Resources Management

Creating High Performance Work Systems

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Exam 13: Employee Rights and Discipline

Which of the following does NOT belong in the disciplinary model outlined in your text?

What are some of the pros and cons of "open-door" policies?

Management's failure to communicate rules to employees is one of the major reasons for reversing disciplinary action.

Employees have statutory rights that are derived from contracts.

Tammy Faye, a university student, is doing research on cases decided by the Supreme Court on employee dismissals for threatening co-workers on the job. Which of the following regimes of employment law is Tammy doing research on?

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

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

Employee rights issues frequently involve an employer's alleged invasion of an employee's right to privacy.

Alternative dispute resolution (ADR) is a relatively recent development utilized in nonunion workplaces.

Which of the following is the cornerstone and major benefit of mediation?

Ombudspeople help management by providing a check on itself.

Mediation is a formal process resulting in compromise.

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.

It is standard practice for employers and contingent employees to utilize formal employment contracts.

In order to be effective, employee discipline must take place as soon as possible after the problem is verified.

In law, negligence is the failure to honour established contracts.

Under the employment-at-will concept, who can terminate the employment relationship?

Which of the following is NOT an organizational benefit of using arbitration to resolve an employer-employee discrimination complaint?

How should the hot-stove approach to rule enforcement be applied?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Appraising and Improving Performance

Managing Compensation

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

The Dynamics of Labour Relations

International Human Resources Management

Creating High Performance Work Systems

Filters