Question 1

Joint discussion and problem-solving activities to overcome employee misconduct are central to:

Accepted Answer

A)  progressive discipline programs. 
B)  positive discipline programs. 
C)  nondirective counseling programs. 
D)  management-by-objectives programs. 
A)  progressive discipline programs. 
B)  positive discipline programs. 
C)  nondirective counseling programs. 
D)  management-by-objectives programs.

Question 2

The significance of wrongful discharge suits is that they challenge the employer's right under the employment-at-will doctrine to unilaterally discharge employees.

Accepted Answer

A) True 
 B)False

Question 3

Ombudsmen solve problems through negotiation and mediation activities between supervisors and subordinates.

Accepted Answer

A) True 
 B)False

Question 4

Which of the following is not an exception to the employment-at-will doctrine?

Accepted Answer

A)  implied contract 
B)  established protection 
C)  violation of public policy 
D)  implied covenant 
A)  implied contract 
B)  established protection 
C)  violation of public policy 
D)  implied covenant

Question 5

In __________,the U.S.Supreme Court ruled that employees can file discrimination suits with the EEOC even when the employer has a mandatory arbitration agreement and it is signed by the employee.

Accepted Answer

A)  EEOC v.Waffle House Inc. 
B)  Circuit City Stores Inc.v.Adams 
C)  Gilmer v.Interstate/Johnson Lane Corp. 
D)  Adair v.United States 
A)  EEOC v.Waffle House Inc. 
B)  Circuit City Stores Inc.v.Adams 
C)  Gilmer v.Interstate/Johnson Lane Corp. 
D)  Adair v.United States

Question 6

Under the Worker's Adjustment Retraining and Notification Act,notice of closure or layoff affecting 50 or more workers must be given to the highest elected local official.

Accepted Answer

A) True 
 B)False

Question 7

The concern in a workplace romance is:

Accepted Answer

A)  unrealistic expectations. 
B)  jealousy on the part of a third party. 
C)  employer liability. 
D)  embarrassing publicity. 
A)  unrealistic expectations. 
B)  jealousy on the part of a third party. 
C)  employer liability. 
D)  embarrassing publicity.

Question 8

Which exception to the employment-at-will doctrine occurs when a lack of good faith and fair dealing by the employer has been suggested?

Accepted Answer

A)  implied contract 
B)  established protection 
C)  violation of public policy 
D)  implied covenant 
A)  implied contract 
B)  established protection 
C)  violation of public policy 
D)  implied covenant

Question 9

Step-review systems involving nonunion employees are very similar to grievance procedures used in union contracts.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is MOST likely to create a wrongful discharge claim?

Accepted Answer

A)  Terminate an employee only if there is an articulated reason 
B)  Set and follow termination rules and schedules 
C)  Document all performance problems 
D)  When necessary,make exceptions to the rules in unique circumstances. 
A)  Terminate an employee only if there is an articulated reason 
B)  Set and follow termination rules and schedules 
C)  Document all performance problems 
D)  When necessary,make exceptions to the rules in unique circumstances.

Question 11

Organizations are required by law to comply with ethical guidelines.

Accepted Answer

A) True 
 B)False

Question 12

The Workers' Adjustment Retraining and Notification Act (WARN)requires many employers to provide 60 days notice of plant closure and mass layoff.

Accepted Answer

A) True 
 B)False

Question 13

Mediation is a formal process resulting in compromise.

Accepted Answer

A) True 
 B)False

Question 14

These agreements prohibit ex-employees from soliciting clients or customers of former employers for a specific period of time and from disclosing or making use of confidential employer information.

Accepted Answer

A)  Nondisclosure of information agreement 
B)  Intellectual property agreement 
C)  Noncompete agreement 
D)  Nonpiracy agreement 
A)  Nondisclosure of information agreement 
B)  Intellectual property agreement 
C)  Noncompete agreement 
D)  Nonpiracy agreement

Question 15

Which of the following is the dominant principle governing private-sector employment relationships?

Accepted Answer

A)  the employment-at-will principle 
B)  the job-as-property doctrine 
C)  implied contract rules 
D)  implied covenant rules 
A)  the employment-at-will principle 
B)  the job-as-property doctrine 
C)  implied contract rules 
D)  implied covenant rules

Question 16

If a state law allows employees to examine their files,employers can insist that someone from HR,or a supervisor,be present to ensure that nothing is taken,added,or changed.

Accepted Answer

A) True 
 B)False

Question 17

A peer-review board consists of:

Accepted Answer

A)  an equal number of employee representatives and management appointees 
B)  managers above the level of the supervisor whose decision is being appealed. 
C)  employees at the same level as the appealing employee. 
D)  managers,subordinates,and a number of unbiased third-party participants who do not work for the employer. 
A)  an equal number of employee representatives and management appointees 
B)  managers above the level of the supervisor whose decision is being appealed. 
C)  employees at the same level as the appealing employee. 
D)  managers,subordinates,and a number of unbiased third-party participants who do not work for the employer.

Question 18

Which of the following does not apply to whistle-blowing?

Accepted Answer

A)  whistle-blowing is a protected right of employees 
B)  employers cannot discharge employees for reporting corporate wrongdoings 
C)  employers can discipline,but not discharge employees for reporting corporate wrongdoings 
D)  employers may be liable for huge fines if guilty of whistle-blowing charges 
A)  whistle-blowing is a protected right of employees 
B)  employers cannot discharge employees for reporting corporate wrongdoings 
C)  employers can discipline,but not discharge employees for reporting corporate wrongdoings 
D)  employers may be liable for huge fines if guilty of whistle-blowing charges

Question 19

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

Accepted Answer

A) True 
 B)False

Question 20

Employers can discipline employees for off-duty conduct;however,there must be a relationship between the employee's behavior and its effect on the organization.

Accepted Answer

A) True 
 B)False

Joint discussion and problem-solving activities to overcome employee misconduct are central to:

The significance of wrongful discharge suits is that they challenge the employer's right under the employment-at-will doctrine to unilaterally discharge employees.

Ombudsmen solve problems through negotiation and mediation activities between supervisors and subordinates.

Which of the following is not an exception to the employment-at-will doctrine?

In __________,the U.S.Supreme Court ruled that employees can file discrimination suits with the EEOC even when the employer has a mandatory arbitration agreement and it is signed by the employee.

Under the Worker's Adjustment Retraining and Notification Act,notice of closure or layoff affecting 50 or more workers must be given to the highest elected local official.

The concern in a workplace romance is:

Which exception to the employment-at-will doctrine occurs when a lack of good faith and fair dealing by the employer has been suggested?

Step-review systems involving nonunion employees are very similar to grievance procedures used in union contracts.

Which of the following is MOST likely to create a wrongful discharge claim?

Organizations are required by law to comply with ethical guidelines.

The Workers' Adjustment Retraining and Notification Act (WARN)requires many employers to provide 60 days notice of plant closure and mass layoff.

Mediation is a formal process resulting in compromise.

These agreements prohibit ex-employees from soliciting clients or customers of former employers for a specific period of time and from disclosing or making use of confidential employer information.

Which of the following is the dominant principle governing private-sector employment relationships?

If a state law allows employees to examine their files,employers can insist that someone from HR,or a supervisor,be present to ensure that nothing is taken,added,or changed.

A peer-review board consists of:

Which of the following does not apply to whistle-blowing?

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

Employers can discipline employees for off-duty conduct;however,there must be a relationship between the employee's behavior and its effect on the organization.

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

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Exam 13: Employee Rights and Discipline

Joint discussion and problem-solving activities to overcome employee misconduct are central to:

The significance of wrongful discharge suits is that they challenge the employer's right under the employment-at-will doctrine to unilaterally discharge employees.

Ombudsmen solve problems through negotiation and mediation activities between supervisors and subordinates.

Which of the following is not an exception to the employment-at-will doctrine?

In __________,the U.S.Supreme Court ruled that employees can file discrimination suits with the EEOC even when the employer has a mandatory arbitration agreement and it is signed by the employee.

Under the Worker's Adjustment Retraining and Notification Act,notice of closure or layoff affecting 50 or more workers must be given to the highest elected local official.

The concern in a workplace romance is:

Which exception to the employment-at-will doctrine occurs when a lack of good faith and fair dealing by the employer has been suggested?

Step-review systems involving nonunion employees are very similar to grievance procedures used in union contracts.

Which of the following is MOST likely to create a wrongful discharge claim?

Organizations are required by law to comply with ethical guidelines.

The Workers' Adjustment Retraining and Notification Act (WARN)requires many employers to provide 60 days notice of plant closure and mass layoff.

Mediation is a formal process resulting in compromise.

These agreements prohibit ex-employees from soliciting clients or customers of former employers for a specific period of time and from disclosing or making use of confidential employer information.

Which of the following is the dominant principle governing private-sector employment relationships?

If a state law allows employees to examine their files,employers can insist that someone from HR,or a supervisor,be present to ensure that nothing is taken,added,or changed.

A peer-review board consists of:

Which of the following does not apply to whistle-blowing?

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

Employers can discipline employees for off-duty conduct;however,there must be a relationship between the employee's behavior and its effect on the organization.

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