Question 1

Having a "just cause" for employment-related action is necessary primarily for ensuring that:

Accepted Answer

A)  statutory law is not implemented. 
B)  whistle-blowing activities are checked. 
C)  the employer steers clear of due process. 
D)  fairness is taken into consideration. 
A)  statutory law is not implemented. 
B)  whistle-blowing activities are checked. 
C)  the employer steers clear of due process. 
D)  fairness is taken into consideration.

Question 2

Explain how the personal behavior of employees at workplaces can create issues in organizations.

Accepted Answer

Employers may decide to review unusual b

Question 3

Mere employee expectations about acceptable behavior and performance cannot legally be considered an implied contract.

Accepted Answer

A) True 
 B)False

Question 4

The use of arbitration in employment-related situations can be considered unfair because it is the employers who often select the arbitrators.

Accepted Answer

A) True 
 B)False

Question 5

In the United States, the right of protection from unreasonable search and seizure:

Accepted Answer

A)  protects an individual only against searches and seizure by agents of the government. 
B)  has been eliminated by the USA Patriot Act. 
C)  protects all employees from unreasonable searches and seizures by employers in the workplace. 
D)  protects only those individuals employed in the private sector. 
A)  protects an individual only against searches and seizure by agents of the government. 
B)  has been eliminated by the USA Patriot Act. 
C)  protects all employees from unreasonable searches and seizures by employers in the workplace. 
D)  protects only those individuals employed in the private sector.

Question 6

Emily is an attorney who has been fired by her employer after she accidentally witnesses a senior attorney, who is also a close friend of the manager, accepting bribe from a client. Emily:

Accepted Answer

A)  has no recourse because she is an at-will employee. 
B)  can seek legal recourse because attorneys are not bound by the EAW. 
C)  can sue her employer because the reason for her firing is a violation of public policy. 
D)  should be granted compensatory salary for two months for being fired at a short notice. 
A)  has no recourse because she is an at-will employee. 
B)  can seek legal recourse because attorneys are not bound by the EAW. 
C)  can sue her employer because the reason for her firing is a violation of public policy. 
D)  should be granted compensatory salary for two months for being fired at a short notice.

Question 7

Employment-at-will is a common-law doctrine holding that:

Accepted Answer

A)  an employee must provide a minimum of two weeks' notice before quitting a job. 
B)  employees can be asked to leave a company only if they are willing to do so. 
C)  employees are free agents, but employers must have a just cause for terminating them. 
D)  an employer has the right to hire, fire, demote, or promote whomever it chooses. 
A)  an employee must provide a minimum of two weeks' notice before quitting a job. 
B)  employees can be asked to leave a company only if they are willing to do so. 
C)  employees are free agents, but employers must have a just cause for terminating them. 
D)  an employer has the right to hire, fire, demote, or promote whomever it chooses.

Question 8

Explain the doctrine of employment-at-will and its exceptions. What is the relationship between this doctrine and the employment agreement?

Accepted Answer

Employment-at-will (EAW) is a common-law

Question 9

The Fair and Accurate Credit Transaction Act (FACT):

Accepted Answer

A)  allows employers to hire outside investigators without notifying the employee under investigation. 
B)  prohibits employers from hiring outside investigators when investigating an employee. 
C)  requires employers to get permission from employees under investigation before hiring outside investigators. 
D)  allows employers to hire outside investigators only if the employee has access to sensitive employer data. 
A)  allows employers to hire outside investigators without notifying the employee under investigation. 
B)  prohibits employers from hiring outside investigators when investigating an employee. 
C)  requires employers to get permission from employees under investigation before hiring outside investigators. 
D)  allows employers to hire outside investigators only if the employee has access to sensitive employer data.

Question 10

Which of the following employer actions would most likely be a violation of employee privacy?

Accepted Answer

A)  Reading an employee's business e-mails 
B)  Recording the phone conversations of customer care employees 
C)  Placing video cameras in rest rooms 
D)  Monitoring employee blogs 
A)  Reading an employee's business e-mails 
B)  Recording the phone conversations of customer care employees 
C)  Placing video cameras in rest rooms 
D)  Monitoring employee blogs

Question 11

The concept of distributive justice primarily stresses on:

Accepted Answer

A)  perceived fairness of the processes used to make decisions about employees. 
B)  perceived fairness in the allocation of outcomes among employees. 
C)  perceived fairness about how a person interacts with others. 
D)  perceived fairness about avoiding open-door policies. 
A)  perceived fairness of the processes used to make decisions about employees. 
B)  perceived fairness in the allocation of outcomes among employees. 
C)  perceived fairness about how a person interacts with others. 
D)  perceived fairness about avoiding open-door policies.

Question 12

A pharmaceutical research firm prohibits the employees who leave the firm from soliciting business from former customers or clients for a period of two years. This best exemplifies the _____ clause.

Accepted Answer

A)  identification 
B)  noncompete 
C)  nonpiracy 
D)  nonsolicitation 
A)  identification 
B)  noncompete 
C)  nonpiracy 
D)  nonsolicitation

Question 13

Discipline is a form of training that enforces organizational rules.

Accepted Answer

A) True 
 B)False

Question 14

Differentiate between upward and downward communication in workplaces.

Accepted Answer

Downward communication flows from top ma

Question 15

The Employee Polygraph Protection Act:

Accepted Answer

A)  allows employers to fire an employee accused of a crime in the workplace if the employee refuses to take a polygraph test. 
B)  requires employees to be advised of their rights to refuse to take the test. 
C)  allows polygraphs to be used to screen new applicants in selected industries. 
D)  requires law enforcement personnel to be present when a polygraph test is being administered in the workplace. 
A)  allows employers to fire an employee accused of a crime in the workplace if the employee refuses to take a polygraph test. 
B)  requires employees to be advised of their rights to refuse to take the test. 
C)  allows polygraphs to be used to screen new applicants in selected industries. 
D)  requires law enforcement personnel to be present when a polygraph test is being administered in the workplace.

Question 16

Claudette is being terminated from her position as the Chief Financial Officer of a private university. She has signed an agreement in which she has agreed not to to sue the employer in return of certain benefits. This best exemplifies a(n):

Accepted Answer

A)  separation agreement. 
B)  yellow-dog contract. 
C)  severance contract 
D)  employment contract. 
A)  separation agreement. 
B)  yellow-dog contract. 
C)  severance contract 
D)  employment contract.

Question 17

What are the consequences that employers may face if they fail to follow up on implied promises?

Accepted Answer

The rights and responsibilities of emplo

Question 18

Amber is working as a sales associate in a department store. When a few high-priced products are found missing from the store, Amber is accused of theft and fired from the job. Neither an investigation is conducted nor is Amber allowed to explain herself. Which of the following is true of the given scenario?

Accepted Answer

A)  Amber's right to arbitration has been violated. 
B)  Due process has not been followed by the employer. 
C)  Amber's statutory rights are upheld. 
D)  Amber is not given the option of involuntary turnover. 
A)  Amber's right to arbitration has been violated. 
B)  Due process has not been followed by the employer. 
C)  Amber's statutory rights are upheld. 
D)  Amber is not given the option of involuntary turnover.

Question 19

The employment-at-will doctrine overrides implied contracts.

Accepted Answer

A) True 
 B)False

Question 20

Mark, an operating manager, needs to terminate one of his subordinates, who works on the same floor. The employee has been poorly executing work-related duties even after several warnings. Which of the following is the most appropriate media for dealing with the termination?

Accepted Answer

A)  Face-to-face session 
B)  Videoconference 
C)  Telephonic interaction 
D)  Email 
A)  Face-to-face session 
B)  Videoconference 
C)  Telephonic interaction 
D)  Email

Having a "just cause" for employment-related action is necessary primarily for ensuring that:

Explain how the personal behavior of employees at workplaces can create issues in organizations.

Mere employee expectations about acceptable behavior and performance cannot legally be considered an implied contract.

The use of arbitration in employment-related situations can be considered unfair because it is the employers who often select the arbitrators.

In the United States, the right of protection from unreasonable search and seizure:

Emily is an attorney who has been fired by her employer after she accidentally witnesses a senior attorney, who is also a close friend of the manager, accepting bribe from a client. Emily:

Employment-at-will is a common-law doctrine holding that:

Explain the doctrine of employment-at-will and its exceptions. What is the relationship between this doctrine and the employment agreement?

The Fair and Accurate Credit Transaction Act (FACT):

Which of the following employer actions would most likely be a violation of employee privacy?

The concept of distributive justice primarily stresses on:

A pharmaceutical research firm prohibits the employees who leave the firm from soliciting business from former customers or clients for a period of two years. This best exemplifies the _____ clause.

Discipline is a form of training that enforces organizational rules.

Differentiate between upward and downward communication in workplaces.

The Employee Polygraph Protection Act:

Claudette is being terminated from her position as the Chief Financial Officer of a private university. She has signed an agreement in which she has agreed not to to sue the employer in return of certain benefits. This best exemplifies a(n):

What are the consequences that employers may face if they fail to follow up on implied promises?

The employment-at-will doctrine overrides implied contracts.

Mark, an operating manager, needs to terminate one of his subordinates, who works on the same floor. The employee has been poorly executing work-related duties even after several warnings. Which of the following is the most appropriate media for dealing with the termination?

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individualorganization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Unionmanagement Relations

Filters

Exam 15: Employee Rights and Responsibilities

Having a "just cause" for employment-related action is necessary primarily for ensuring that:

Explain how the personal behavior of employees at workplaces can create issues in organizations.

Mere employee expectations about acceptable behavior and performance cannot legally be considered an implied contract.

The use of arbitration in employment-related situations can be considered unfair because it is the employers who often select the arbitrators.

In the United States, the right of protection from unreasonable search and seizure:

Emily is an attorney who has been fired by her employer after she accidentally witnesses a senior attorney, who is also a close friend of the manager, accepting bribe from a client. Emily:

Employment-at-will is a common-law doctrine holding that:

Explain the doctrine of employment-at-will and its exceptions. What is the relationship between this doctrine and the employment agreement?

The Fair and Accurate Credit Transaction Act (FACT):

Which of the following employer actions would most likely be a violation of employee privacy?

The concept of distributive justice primarily stresses on:

A pharmaceutical research firm prohibits the employees who leave the firm from soliciting business from former customers or clients for a period of two years. This best exemplifies the _____ clause.

Discipline is a form of training that enforces organizational rules.

Differentiate between upward and downward communication in workplaces.

The Employee Polygraph Protection Act:

Claudette is being terminated from her position as the Chief Financial Officer of a private university. She has signed an agreement in which she has agreed not to to sue the employer in return of certain benefits. This best exemplifies a(n):

What are the consequences that employers may face if they fail to follow up on implied promises?

The employment-at-will doctrine overrides implied contracts.

Mark, an operating manager, needs to terminate one of his subordinates, who works on the same floor. The employee has been poorly executing work-related duties even after several warnings. Which of the following is the most appropriate media for dealing with the termination?

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individualorganization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Unionmanagement Relations

Filters