Question 1

Positive discipline relies on "reminders" given to employees as a way to improve performance.

Accepted Answer

A) True 
 B)False  True

Question 2

Which of the following questions would you consider while investigating an employee offense?

Accepted Answer

A)  Do you have at least three sources of facts? 
B)  Is there evidence that the offense hurt the organization? 
C)  Is there both direct and indirect evidence of guilt? 
D)  Was the employee warned of the consequence at least two times? 
A)  Do you have at least three sources of facts? 
B)  Is there evidence that the offense hurt the organization? 
C)  Is there both direct and indirect evidence of guilt? 
D)  Was the employee warned of the consequence at least two times? B

Question 3

The ____ places restrictions on employers in their ability to listen to telephone calls made by employees.

Accepted Answer

A)  The Whistleblower Act 
B)  The American with Disabilities Act 
C)  The Privacy Act 
D)  The Electronic Communications Privacy Act 
A)  The Whistleblower Act 
B)  The American with Disabilities Act 
C)  The Privacy Act 
D)  The Electronic Communications Privacy Act D

Question 4

The ____ applies to federal agencies and to organizations supplying goods or services to the federal government;gives individuals the right to examine references regarding employment decisions;allows employees to review their personnel records for accuracy.Employers who willfully violate the act are subject to civil suits.

Accepted Answer

A)  Electronic Communications Privacy Act 
B)  Fair Credit Reporting Act 
C)  Privacy Act 
D)  Federal Education Rights and Privacy Act 
A)  Electronic Communications Privacy Act 
B)  Fair Credit Reporting Act 
C)  Privacy Act 
D)  Federal Education Rights and Privacy Act

Question 5

An Open-Door policy:

Accepted Answer

A)  is a requirement of the alternative dispute resolution process 
B)  is based on a pre-established set of steps for the review of an employee complaint to successively higher levels of management 
C)  identifies various levels of management above an employee's immediate supervisor that an aggrieved employee may contact 
D)  by the HR Department is the best resolution to any employee complaint 
A)  is a requirement of the alternative dispute resolution process 
B)  is based on a pre-established set of steps for the review of an employee complaint to successively higher levels of management 
C)  identifies various levels of management above an employee's immediate supervisor that an aggrieved employee may contact 
D)  by the HR Department is the best resolution to any employee complaint

Question 6

The ombudsman is an advocate for:

Accepted Answer

A)  society. 
B)  the underdog. 
C)  the organization. 
D)  a fair process. 
A)  society. 
B)  the underdog. 
C)  the organization. 
D)  a fair process.

Question 7

Impairment testing is the first step in random drug testing.

Accepted Answer

A) True 
 B)False

Question 8

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

Accepted Answer

A) True 
 B)False

Question 9

A supervisor in a romantic relationship with a subordinate becomes immediately vulnerable to a sexual harassment claim.

Accepted Answer

A) True 
 B)False

Question 10

Approximately two million workers are discharged each year.

Accepted Answer

A) True 
 B)False

Question 11

The ____ prohibits educational institutions from supplying information about students without prior consent.Students have the right to inspect their educational records.

Accepted Answer

A)  Electronic Communications Privacy Act 
B)  The Privacy Act 
C)  Federal Education Rights and Privacy Act 
D)  Fair Credit Reporting Act 
A)  Electronic Communications Privacy Act 
B)  The Privacy Act 
C)  Federal Education Rights and Privacy Act 
D)  Fair Credit Reporting Act

Question 12

In 1908 the Supreme Court upheld the employment-at-will doctrine in _____.

Accepted Answer

A)  NLRB v.Weingarten,Inc. 
B)  EEOC v.Waffle House,Inc. 
C)  International Union v.Johnson Controls 
D)  Adair v.United States 
A)  NLRB v.Weingarten,Inc. 
B)  EEOC v.Waffle House,Inc. 
C)  International Union v.Johnson Controls 
D)  Adair v.United States

Question 13

An implied employment contract:

Accepted Answer

A)  is valid only if in writing. 
B)  covers approximately 90 percent of the American workforce. 
C)  exists after an employee passes his or her probation period. 
D)  can result from statements made in an employee handbook or HR policy manual. 
A)  is valid only if in writing. 
B)  covers approximately 90 percent of the American workforce. 
C)  exists after an employee passes his or her probation period. 
D)  can result from statements made in an employee handbook or HR policy manual.

Question 14

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)  OSHA regulations 
A)  their Constitutional right 
B)  their legitimate business interest 
C)  that they are required by law 
D)  OSHA regulations

Question 15

Employees do not have the right to have an attorney present during an investigative interview.

Accepted Answer

A) True 
 B)False

Question 16

At the second step of a positive discipline system to correct undesirable employee conduct,managers will issue a _______ to employees to improve their unacceptable performance.

Accepted Answer

A)  warning 
B)  reprimand 
C)  policy summary 
D)  written reminder 
A)  warning 
B)  reprimand 
C)  policy summary 
D)  written reminder

Question 17

Which of the following is NOT true? The states that grant employees the privilege to see their personnel files generally provide:

Accepted Answer

A)  The right to know of the existence of one's personnel file 
B)  The right to inspect one's own personnel file 
C)  The right to a copy of one's personnel file 
D)  The right to correct inaccurate data in the file 
A)  The right to know of the existence of one's personnel file 
B)  The right to inspect one's own personnel file 
C)  The right to a copy of one's personnel file 
D)  The right to correct inaccurate data in the file

Question 18

The ____ permits job applicants and employees to know of the existence and context of any credit files maintained on them.

Accepted Answer

A)  Electronic Communications Privacy Act 
B)  Privacy Act 
C)  Federal Education Rights and Privacy Act 
D)  Fair Credit Reporting Act 
A)  Electronic Communications Privacy Act 
B)  Privacy Act 
C)  Federal Education Rights and Privacy Act 
D)  Fair Credit Reporting Act

Question 19

Which management group has primary responsibility for the development of disciplinary policies and procedures?

Accepted Answer

A)  the legal department 
B)  top-level management 
C)  the human resources department 
D)  middle management 
A)  the legal department 
B)  top-level management 
C)  the human resources department 
D)  middle management

Question 20

Which of the following is NOT a suggestion to reduce retaliation discharges?

Accepted Answer

A)  Take no adverse action against employees when they file complaints. 
B)  Publicize employee complaints to place all other employees on notice. 
C)  Be consistent and objective in the treatment of employees. 
D)  Harbor no animosity toward employees if they file discrimination lawsuits. 
A)  Take no adverse action against employees when they file complaints. 
B)  Publicize employee complaints to place all other employees on notice. 
C)  Be consistent and objective in the treatment of employees. 
D)  Harbor no animosity toward employees if they file discrimination lawsuits.

Positive discipline relies on "reminders" given to employees as a way to improve performance.

Which of the following questions would you consider while investigating an employee offense?

The ____ places restrictions on employers in their ability to listen to telephone calls made by employees.

An Open-Door policy:

The ombudsman is an advocate for:

Impairment testing is the first step in random drug testing.

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

A supervisor in a romantic relationship with a subordinate becomes immediately vulnerable to a sexual harassment claim.

Approximately two million workers are discharged each year.

The ____ prohibits educational institutions from supplying information about students without prior consent.Students have the right to inspect their educational records.

In 1908 the Supreme Court upheld the employment-at-will doctrine in _____.

An implied employment contract:

Employers defend their intrusion into employee privacy by noting:

Employees do not have the right to have an attorney present during an investigative interview.

At the second step of a positive discipline system to correct undesirable employee conduct,managers will issue a _______ to employees to improve their unacceptable performance.

Which of the following is NOT true? The states that grant employees the privilege to see their personnel files generally provide:

The ____ permits job applicants and employees to know of the existence and context of any credit files maintained on them.

Which management group has primary responsibility for the development of disciplinary policies and procedures?

Which of the following is NOT a suggestion to reduce retaliation discharges?

The Challenge 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 and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

The Dynamics of Labor Relations

International Human Resources Management

Creating High Performance Work Systems

Filters

Exam 13: Employee Rights and Discipline

Positive discipline relies on "reminders" given to employees as a way to improve performance.

Which of the following questions would you consider while investigating an employee offense?

The ____ places restrictions on employers in their ability to listen to telephone calls made by employees.

An Open-Door policy:

The ombudsman is an advocate for:

Impairment testing is the first step in random drug testing.

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

A supervisor in a romantic relationship with a subordinate becomes immediately vulnerable to a sexual harassment claim.

Approximately two million workers are discharged each year.

The ____ prohibits educational institutions from supplying information about students without prior consent.Students have the right to inspect their educational records.

In 1908 the Supreme Court upheld the employment-at-will doctrine in _____.

An implied employment contract:

Employers defend their intrusion into employee privacy by noting:

Employees do not have the right to have an attorney present during an investigative interview.

At the second step of a positive discipline system to correct undesirable employee conduct,managers will issue a _______ to employees to improve their unacceptable performance.

Which of the following is NOT true? The states that grant employees the privilege to see their personnel files generally provide:

The ____ permits job applicants and employees to know of the existence and context of any credit files maintained on them.

Which management group has primary responsibility for the development of disciplinary policies and procedures?

Which of the following is NOT a suggestion to reduce retaliation discharges?

The Challenge 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 and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

The Dynamics of Labor Relations

International Human Resources Management

Creating High Performance Work Systems

Filters