Question 1

In which of the following scenarios can an employer summarily dismiss an employee in a non-union environment for his or her activities outside of the workplace?

Accepted Answer

A) The employee talks to fellow workers about the possible benefits of a union in the workplace. 
B) The employee has a fight with someone at a bar. 
C) The employee discloses confidential information on a personal blog. 
D) The employee attends a press conference hosted by the union. 
A) The employee talks to fellow workers about the possible benefits of a union in the workplace. 
B) The employee has a fight with someone at a bar. 
C) The employee discloses confidential information on a personal blog. 
D) The employee attends a press conference hosted by the union.

Question 2

Mary has been given a reminder to self-evaluate her actions in a recent disciplinary case against her.What type of disciplinary procedure is the most likely being used here?

Accepted Answer

A) progressive discipline 
B) positive discipline 
C) step-review discipline 
D) cooperative discipline 
A) progressive discipline 
B) positive discipline 
C) step-review discipline 
D) cooperative discipline

Question 3

One of the major reasons for investigative interviews is to establish the facts surrounding an employee's offence.

Accepted Answer

A) True 
 B)False

Question 4

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 5

What is a key objective for employers in using a peer-review process in disciplinary cases with employees?

Accepted Answer

A) to avoid costs incurred in court cases 
B) to help train HR managers for tribunal hearings 
C) to get evidence for the courts in the event that dismissals are challenged by employees 
D) to give employees a sense of justice 
A) to avoid costs incurred in court cases 
B) to help train HR managers for tribunal hearings 
C) to get evidence for the courts in the event that dismissals are challenged by employees 
D) to give employees a sense of justice

Question 6

A major responsibility of the HR department is to develop,and to have top management approve,its disciplinary policies and procedures.

Accepted Answer

A) True 
 B)False

Question 7

Whatever the reason for dismissal,it should be done with primary concern for the organization.

Accepted Answer

A) True 
 B)False

Question 8

What type of work environment is essential for positive discipline to be successfully conducted?

Accepted Answer

A) confrontational work environment 
B) adjudicative work environment 
C) cooperative work environment 
D) judicial work environment 
A) confrontational work environment 
B) adjudicative work environment 
C) cooperative work environment 
D) judicial work environment

Question 9

Which of the following is a key characteristic of an implied employment contract?

Accepted Answer

A) It is valid only if in writing. 
B) It contains terms that judges read into employment contracts when the written contract does not expressly deal with the matter. 
C) It exists after an employee passes his or her probation period. 
D) It covers approximately 90 percent of the Canadian workforce. 
A) It is valid only if in writing. 
B) It contains terms that judges read into employment contracts when the written contract does not expressly deal with the matter. 
C) It exists after an employee passes his or her probation period. 
D) It covers approximately 90 percent of the Canadian workforce.

Question 10

What is another term used to describe a body of decisions from court cases that has developed over time?

Accepted Answer

A) common law 
B) court law 
C) judicial law 
D) statutory law 
A) common law 
B) court law 
C) judicial law 
D) statutory law

Question 11

ABC Inc.has a disciplinary system whereby its programs are designed to motivate an employee to correct his or her misconduct voluntarily.What type of disciplinary program is ABC Inc.most likely using?

Accepted Answer

A) a self-help program 
B) a progressive discipline program 
C) a hot-stove program 
D) a positive discipline program 
A) a self-help program 
B) a progressive discipline program 
C) a hot-stove program 
D) a positive discipline program

Question 12

An example of a statutory right is an employee right to a safe workplace.

Accepted Answer

A) True 
 B)False

Question 13

Dismissal is the final disciplinary action.

Accepted Answer

A) True 
 B)False

Question 14

What is a key difference between a step-review process of dealing with employee complaints in nonunionized workplaces versus a grievance procedure in a collective bargaining agreement?

Accepted Answer

A) A step-review process allows for better outcomes for both sides. 
B) Step-reviews do not provide for a neutral third party as a judge of last resort. 
C) A grievance procedure generally allows for a legal strike by employees. 
D) Step-reviews lead to less workplace conflict. 
A) A step-review process allows for better outcomes for both sides. 
B) Step-reviews do not provide for a neutral third party as a judge of last resort. 
C) A grievance procedure generally allows for a legal strike by employees. 
D) Step-reviews lead to less workplace conflict.

Question 15

Positive discipline is based on a mutual problem-solving approach,but resolutions are still mandated by the HR department.

Accepted Answer

A) True 
 B)False

Question 16

The HR manager at Stacco Ltd.is planning to fire Paul for poor job performance.He is aware that he has to give "reasonable notice" to Paul.What are two factors that he has to consider when determining the amount of notice?

Accepted Answer

A) Paul's salary and the amount of leave previously taken 
B) Paul's length of service and the nature of his work 
C) Paul's education and position in the firm 
D) Paul's education and length of service 
A) Paul's salary and the amount of leave previously taken 
B) Paul's length of service and the nature of his work 
C) Paul's education and position in the firm 
D) Paul's education and length of service

Question 17

Organizations are required by law to comply with ethical guidelines.

Accepted Answer

A) True 
 B)False

Question 18

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

Accepted Answer

A) True 
 B)False

Question 19

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 20

The employment-at-will doctrine states that either the employee or the employer may terminate the employment relationship for any reason.

Accepted Answer

A) True 
 B)False

In which of the following scenarios can an employer summarily dismiss an employee in a non-union environment for his or her activities outside of the workplace?

Mary has been given a reminder to self-evaluate her actions in a recent disciplinary case against her.What type of disciplinary procedure is the most likely being used here?

One of the major reasons for investigative interviews is to establish the facts surrounding an employee's offence.

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

What is a key objective for employers in using a peer-review process in disciplinary cases with employees?

A major responsibility of the HR department is to develop,and to have top management approve,its disciplinary policies and procedures.

Whatever the reason for dismissal,it should be done with primary concern for the organization.

What type of work environment is essential for positive discipline to be successfully conducted?

Which of the following is a key characteristic of an implied employment contract?

What is another term used to describe a body of decisions from court cases that has developed over time?

ABC Inc.has a disciplinary system whereby its programs are designed to motivate an employee to correct his or her misconduct voluntarily.What type of disciplinary program is ABC Inc.most likely using?

An example of a statutory right is an employee right to a safe workplace.

Dismissal is the final disciplinary action.

What is a key difference between a step-review process of dealing with employee complaints in nonunionized workplaces versus a grievance procedure in a collective bargaining agreement?

Positive discipline is based on a mutual problem-solving approach,but resolutions are still mandated by the HR department.

The HR manager at Stacco Ltd.is planning to fire Paul for poor job performance.He is aware that he has to give "reasonable notice" to Paul.What are two factors that he has to consider when determining the amount of notice?

Organizations are required by law to comply with ethical guidelines.

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

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

The employment-at-will doctrine states that either the employee or the employer may terminate the employment relationship for any reason.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

The Dynamics of Labour Relations

International Human Resources Management

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Exam 13: Employee Rights and Discipline

In which of the following scenarios can an employer summarily dismiss an employee in a non-union environment for his or her activities outside of the workplace?

Mary has been given a reminder to self-evaluate her actions in a recent disciplinary case against her.What type of disciplinary procedure is the most likely being used here?

One of the major reasons for investigative interviews is to establish the facts surrounding an employee's offence.

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

What is a key objective for employers in using a peer-review process in disciplinary cases with employees?

A major responsibility of the HR department is to develop,and to have top management approve,its disciplinary policies and procedures.

Whatever the reason for dismissal,it should be done with primary concern for the organization.

What type of work environment is essential for positive discipline to be successfully conducted?

Which of the following is a key characteristic of an implied employment contract?

What is another term used to describe a body of decisions from court cases that has developed over time?

ABC Inc.has a disciplinary system whereby its programs are designed to motivate an employee to correct his or her misconduct voluntarily.What type of disciplinary program is ABC Inc.most likely using?

An example of a statutory right is an employee right to a safe workplace.

Dismissal is the final disciplinary action.

What is a key difference between a step-review process of dealing with employee complaints in nonunionized workplaces versus a grievance procedure in a collective bargaining agreement?

Positive discipline is based on a mutual problem-solving approach,but resolutions are still mandated by the HR department.

The HR manager at Stacco Ltd.is planning to fire Paul for poor job performance.He is aware that he has to give "reasonable notice" to Paul.What are two factors that he has to consider when determining the amount of notice?

Organizations are required by law to comply with ethical guidelines.

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

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

The employment-at-will doctrine states that either the employee or the employer may terminate the employment relationship for any reason.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

The Dynamics of Labour Relations

International Human Resources Management

Filters