Question 1

How does procedural justice differ from distributive justice?

Accepted Answer

Procedural justice focuses on whether th

Question 2

Describethe final step in the disciplinary process.

Accepted Answer

The final stage in the disciplinary proc

Question 3

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 4

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 5

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 6

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

Accepted Answer

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

Question 7

Claudia, when selected as a senior engineer by her company, is promised that she would start working on live projects within three months from her joining date. She signs a contract stating that she would give three months' notice before quitting the job. Which of the following statements is true of the given scenario?

Accepted Answer

A)  Claudia is an at-will employee. 
B)  The supervisor has violated an employment law by making a promise. 
C)  Claudia has an implied contract with the company. 
D)  The supervisor cannot be challenged in a court. 
A)  Claudia is an at-will employee. 
B)  The supervisor has violated an employment law by making a promise. 
C)  Claudia has an implied contract with the company. 
D)  The supervisor cannot be challenged in a court.

Question 8

According to the Data Protection Act, which of the following should be avoided by the employers?

Accepted Answer

A)  Restricting access to employee records 
B)  Informing employees about the types of data being retained 
C)  Keeping as much information and personal details as possible 
D)  Purging employee records of outdated data 
A)  Restricting access to employee records 
B)  Informing employees about the types of data being retained 
C)  Keeping as much information and personal details as possible 
D)  Purging employee records of outdated data

Question 9

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

Question 10

Employees cannot be disciplined for including work-related comments in their blogs if the_____.

Accepted Answer

A)  blog content is harmless and positive 
B)  statements in the blog are negative 
C)  employees work for private companies 
D)  employees work for federal agencies 
A)  blog content is harmless and positive 
B)  statements in the blog are negative 
C)  employees work for private companies 
D)  employees work for federal agencies

Question 11

Explicit employment contracts are more likely to be used by companies while hiring CEOs when_____.

Accepted Answer

A)  the CEO was promoted from within the company instead of being hired from outside 
B)  the CEO has served a number of years on the company's board of directors 
C)  the company environment and employment situation was risky for the CEO because of uncertainty 
D)  the CEO received lesser-than-normal compensation, much of which constituted the basic fixed pay 
A)  the CEO was promoted from within the company instead of being hired from outside 
B)  the CEO has served a number of years on the company's board of directors 
C)  the company environment and employment situation was risky for the CEO because of uncertainty 
D)  the CEO received lesser-than-normal compensation, much of which constituted the basic fixed pay

Question 12

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 13

Ken works in a pharmaceutical company that sells antibiotics at a low cost to several African countries. He later gets to know that most of these drugs are expired antibiotics that have been re-packaged by the company. Ken immediately informs one of his friends, a federal agent, regarding his company's illegal activities. Which of the following statements is true of the given scenario?

Accepted Answer

A)  The Sarbanes-Oxley Act would protect Ken from retaliation by his employer. 
B)  Ken's constitutional right to freedom of speech would protect him from any form of retaliation by his employer. 
C)  Ken would receive no protection since no comprehensive whistle-blowing law protects the right to free speech. 
D)  The Data Protection Act would give the company the power to terminate Ken and the company may or may not face legal action. 
A)  The Sarbanes-Oxley Act would protect Ken from retaliation by his employer. 
B)  Ken's constitutional right to freedom of speech would protect him from any form of retaliation by his employer. 
C)  Ken would receive no protection since no comprehensive whistle-blowing law protects the right to free speech. 
D)  The Data Protection Act would give the company the power to terminate Ken and the company may or may not face legal action.

Question 14

Under the Fair and Accurate Credit Transactions Act, employers are allowed to bring in private investigators without first notifying the employees under investigation or getting their permission.

Accepted Answer

A) True 
 B)False

Question 15

Organizational newsletters, company magazines, and email announcements are examples of upward communication within a company.

Accepted Answer

A) True 
 B)False

Question 16

Explain some of the best practices that need to be considered while conducting workplace investigations. Are polygraph tests an important component of the investigation procedures?

Accepted Answer

The following best practices should be u

Question 17

The Drug-Free Workplace Act of 1988_____.

Accepted Answer

A)  covers all intoxicating substances, including alcohol 
B)  requires government contractors to take steps to eliminate employee drug use 
C)  covers the use of illegal substances both on-the-job and off-the-job 
D)  applies only to private sector employers 
A)  covers all intoxicating substances, including alcohol 
B)  requires government contractors to take steps to eliminate employee drug use 
C)  covers the use of illegal substances both on-the-job and off-the-job 
D)  applies only to private sector employers

Question 18

How does the positive approach to discipline and the progressive approach to discipline differ from each other?

Accepted Answer

Positive Discipline Approach: The positi

Question 19

Several comprehensive whistle-blowing laws fully protect the right to free speech of both public and private employees.

Accepted Answer

A) True 
 B)False

Question 20

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

How does procedural justice differ from distributive justice?

Describethe final step in the disciplinary process.

Employment-at-will is a common-law doctrine holding that_____.

The Employee Polygraph Protection Act_____.

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_____.

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

According to the Data Protection Act, which of the following should be avoided by the employers?

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?

Employees cannot be disciplined for including work-related comments in their blogs if the_____.

Explicit employment contracts are more likely to be used by companies while hiring CEOs when_____.

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

Under the Fair and Accurate Credit Transactions Act, employers are allowed to bring in private investigators without first notifying the employees under investigation or getting their permission.

Organizational newsletters, company magazines, and email announcements are examples of upward communication within a company.

Explain some of the best practices that need to be considered while conducting workplace investigations. Are polygraph tests an important component of the investigation procedures?

The Drug-Free Workplace Act of 1988_____.

How does the positive approach to discipline and the progressive approach to discipline differ from each other?

Several comprehensive whistle-blowing laws fully protect the right to free speech of both public and private employees.

The Fair and Accurate Credit Transaction Act (FACT)_____.

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization 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

Union/Management Relations

Filters

Exam 15: Employee Rights and Responsibilities

How does procedural justice differ from distributive justice?

Describethe final step in the disciplinary process.

Employment-at-will is a common-law doctrine holding that_____.

The Employee Polygraph Protection Act_____.

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_____.

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

According to the Data Protection Act, which of the following should be avoided by the employers?

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?

Employees cannot be disciplined for including work-related comments in their blogs if the_____.

Explicit employment contracts are more likely to be used by companies while hiring CEOs when_____.

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

Under the Fair and Accurate Credit Transactions Act, employers are allowed to bring in private investigators without first notifying the employees under investigation or getting their permission.

Organizational newsletters, company magazines, and email announcements are examples of upward communication within a company.

Explain some of the best practices that need to be considered while conducting workplace investigations. Are polygraph tests an important component of the investigation procedures?

The Drug-Free Workplace Act of 1988_____.

How does the positive approach to discipline and the progressive approach to discipline differ from each other?

Several comprehensive whistle-blowing laws fully protect the right to free speech of both public and private employees.

The Fair and Accurate Credit Transaction Act (FACT)_____.

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization 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

Union/Management Relations

Filters