Question 1

U.S.courts have found random searches of employee lockers,suitcases,and toolboxes to be illegal.

Accepted Answer

A) True 
 B)False

Question 2

One way to help avoid implied contract lawsuits is to have written proof that employees have read employment-at-will disclaimers.

Accepted Answer

A) True 
 B)False

Question 3

Constructive discharge cases involve employees who voluntarily quit,but claim they were forced to resign.

Accepted Answer

A) True 
 B)False

Question 4

The failure to document earlier actions often results in management not imposing disciplinary penalty when a transgression is committed.

Accepted Answer

A) True 
 B)False

Question 5

The correct sequence of progressive discipline is as follows: (1)written warning,(2)oral warning,(3)suspension,and (4)discharge.

Accepted Answer

A) True 
 B)False

Question 6

A number of states have passed laws that prohibit employers from disciplining or firing employees for activities they pursue offsite on their own time as long as they are illegal

Accepted Answer

A) True 
 B)False

Question 7

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 8

The NLRB v Weingarten ruling requires that nonunion employees always be afforded the right to representation during an investigative interview.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following protect and financially reward whistle-blowers who expose fraud related to governmental programs and wrongdoing related to consumer financial products or services.

Accepted Answer

A)  The Notification and Federal Employee Antidiscrimination and Retaliation Act 
B)  The Sarbanes-Oxley Act 
C)  The Whistleblower Protection Act 
D)  The False Claim Act 
A)  The Notification and Federal Employee Antidiscrimination and Retaliation Act 
B)  The Sarbanes-Oxley Act 
C)  The Whistleblower Protection Act 
D)  The False Claim Act

Question 10

One of the goals of discipline is that it should be seen as training that molds and strengthens the desirable conduct---or corrects undesirable conduct---and develops self-control.

Accepted Answer

A) True 
 B)False

Question 11

Most legal experts suggest employers use antipiracy agreements rather than noncompete
agreements.

Accepted Answer

A) True 
 B)False

Question 12

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

Accepted Answer

Terminate an employee only if there is a

Question 13

Due process is generally defined as the employee's right to be heard.

Accepted Answer

A) True 
 B)False

Question 14

It is increasingly common for employees to quit or resign from their jobs because the intolerable acts of their employers left them no choice.

Accepted Answer

A) True 
 B)False

Question 15

Employers are prohibited from retaliating against employees under all of the following except:

Accepted Answer

A)  the Workers' Adjustment Retraining and Notification Act 
B)  Title VII of the Civil Rights Act 
C)  The Age Discrimination in Employment Act 
D)  The Americans with Disabilities Act 
A)  the Workers' Adjustment Retraining and Notification Act 
B)  Title VII of the Civil Rights Act 
C)  The Age Discrimination in Employment Act 
D)  The Americans with Disabilities Act

Question 16

More than a quarter of employers have fired workers for misusing e-mail.

Accepted Answer

A) True 
 B)False

Question 17

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

Accepted Answer

On the positive side,open-door policies

Question 18

Employers should use all of the following guidelines in developing a search policy except:

Accepted Answer

A)  ensure that the search policy is widely communicated across the entire organization. 
B)  enforce all search policies on an evenhanded basis. 
C)  try to gain the employee's consent before starting the search. 
D)  engage in searches publicly,so that employees understand that searches do take place. 
A)  ensure that the search policy is widely communicated across the entire organization. 
B)  enforce all search policies on an evenhanded basis. 
C)  try to gain the employee's consent before starting the search. 
D)  engage in searches publicly,so that employees understand that searches do take place.

Question 19

A set of standards of acceptable conduct and moral judgments is known as:

Accepted Answer

A)  morals. 
B)  ethics. 
C)  rules. 
D)  legislation. 
A)  morals. 
B)  ethics. 
C)  rules. 
D)  legislation.

Question 20

Random searches of employee's personal belongings without probable cause should be avoided.

Accepted Answer

A) True 
 B)False

U.S.courts have found random searches of employee lockers,suitcases,and toolboxes to be illegal.

One way to help avoid implied contract lawsuits is to have written proof that employees have read employment-at-will disclaimers.

Constructive discharge cases involve employees who voluntarily quit,but claim they were forced to resign.

The failure to document earlier actions often results in management not imposing disciplinary penalty when a transgression is committed.

The correct sequence of progressive discipline is as follows: (1)written warning,(2)oral warning,(3)suspension,and (4)discharge.

A number of states have passed laws that prohibit employers from disciplining or firing employees for activities they pursue offsite on their own time as long as they are illegal

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

The NLRB v Weingarten ruling requires that nonunion employees always be afforded the right to representation during an investigative interview.

Which of the following protect and financially reward whistle-blowers who expose fraud related to governmental programs and wrongdoing related to consumer financial products or services.

One of the goals of discipline is that it should be seen as training that molds and strengthens the desirable conduct---or corrects undesirable conduct---and develops self-control.

Most legal experts suggest employers use antipiracy agreements rather than noncompete agreements.

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

Due process is generally defined as the employee's right to be heard.

It is increasingly common for employees to quit or resign from their jobs because the intolerable acts of their employers left them no choice.

Employers are prohibited from retaliating against employees under all of the following except:

More than a quarter of employers have fired workers for misusing e-mail.

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

Employers should use all of the following guidelines in developing a search policy except:

A set of standards of acceptable conduct and moral judgments is known as:

Random searches of employee's personal belongings without probable cause should be avoided.

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

U.S.courts have found random searches of employee lockers,suitcases,and toolboxes to be illegal.

One way to help avoid implied contract lawsuits is to have written proof that employees have read employment-at-will disclaimers.

Constructive discharge cases involve employees who voluntarily quit,but claim they were forced to resign.

The failure to document earlier actions often results in management not imposing disciplinary penalty when a transgression is committed.

The correct sequence of progressive discipline is as follows: (1)written warning,(2)oral warning,(3)suspension,and (4)discharge.

A number of states have passed laws that prohibit employers from disciplining or firing employees for activities they pursue offsite on their own time as long as they are illegal

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

The NLRB v Weingarten ruling requires that nonunion employees always be afforded the right to representation during an investigative interview.

Which of the following protect and financially reward whistle-blowers who expose fraud related to governmental programs and wrongdoing related to consumer financial products or services.

One of the goals of discipline is that it should be seen as training that molds and strengthens the desirable conduct---or corrects undesirable conduct---and develops self-control.

Most legal experts suggest employers use antipiracy agreements rather than noncompete agreements.

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

Due process is generally defined as the employee's right to be heard.

It is increasingly common for employees to quit or resign from their jobs because the intolerable acts of their employers left them no choice.

Employers are prohibited from retaliating against employees under all of the following except:

More than a quarter of employers have fired workers for misusing e-mail.

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

Employers should use all of the following guidelines in developing a search policy except:

A set of standards of acceptable conduct and moral judgments is known as:

Random searches of employee's personal belongings without probable cause should be avoided.

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