Question 1

Because personnel files are the employer's property,an employee may be barred from seeing his or her file.

Accepted Answer

A) True 
 B)False

Question 2

In regard to the documentation in employee disciplinary cases,what is the most significant cause of inadequate documentation?

Accepted Answer

A) The courts have ruled that documentation be limited. 
B) Organizations do not want to spend too much money for documentation. 
C) Managers do not have enough time to do the documentation. 
D) Managers have problems understanding what's good documentation. 
A) The courts have ruled that documentation be limited. 
B) Organizations do not want to spend too much money for documentation. 
C) Managers do not have enough time to do the documentation. 
D) Managers have problems understanding what's good documentation.

Question 3

Employees have statutory rights that are derived from contracts.

Accepted Answer

A) True 
 B)False

Question 4

Johnny Damon,the human resource manager at Damon Electric Utility,wants to reduce the pay for one of his employees.The pay is included in the employee's employment contract.How can Mr.Damon legally change the employee's pay?

Accepted Answer

A) get the employee to agree to the change and provide a new benefit 
B) adjust the pay unilaterally,as Mr.Damon is the human resource manager 
C) get a lawyer to make the change 
D) get top management to make the change 
A) get the employee to agree to the change and provide a new benefit 
B) adjust the pay unilaterally,as Mr.Damon is the human resource manager 
C) get a lawyer to make the change 
D) get top management to make the change

Question 5

Managers have virtually unlimited discretion in taking disciplinary action against an employee.

Accepted Answer

A) True 
 B)False

Question 6

The HR department is responsible for developing disciplinary policies and procedures.

Accepted Answer

A) True 
 B)False

Question 7

An ombudsperson helps management by providing a check on itself.

Accepted Answer

A) True 
 B)False

Question 8

HR departments strive to ensure ethical treatment of employees by communicating the organization's values and communicating and enforcing standards throughout the organization.

Accepted Answer

A) True 
 B)False

Question 9

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

Accepted Answer

A) True 
 B)False

Question 10

Decision-making leave is typically paid leave,and eliminates the negative effects of loss of pay.

Accepted Answer

A) True 
 B)False

Question 11

Susan is a fast-track employee slotted for a vice-president position.Her next job assignment is a foreign position in a South American country as director of your manufacturing division.Unfortunately,this position requires supervising foreign male managers who are largely opposed to supervision by females.To not send Susan on this assignment would "short-step" her promotion to vice-president,and possibly be viewed as discriminatory.How would you handle this ethical situation? Be specific.

Accepted Answer

To treat Susan in a fair and equitable m

Question 12

The University of Lalaland has decided to move to a new system in dealing with employee complaints.It has hired a retired judge whose job is to listen to employees' complaints and then try to seek solutions through negotiation and mediation.What is the most likely title of this person's job?

Accepted Answer

A) complaint officer 
B) hearing judge 
C) arbitrator 
D) ombudsperson 
A) complaint officer 
B) hearing judge 
C) arbitrator 
D) ombudsperson

Question 13

Which of the following best describes alternative dispute resolution mechanisms?

Accepted Answer

A) They are used only in unionized organizations. 
B) They will likely replace the need for grievance procedures. 
C) They are used in nonunion organizations. 
D) They are forms of progressive discipline. 
A) They are used only in unionized organizations. 
B) They will likely replace the need for grievance procedures. 
C) They are used in nonunion organizations. 
D) They are forms of progressive discipline.

Question 14

In order to be effective,employee discipline must take place as soon as possible after the problem is verified.

Accepted Answer

A) True 
 B)False

Question 15

To keep organizational rules effective,employers should do all of the following EXCEPT which one?

Accepted Answer

A) ensure that employees understand the reasons for the rules 
B) restate any rules that have not been enforced on a consistent basis 
C) remove any rules that do not involve the safe and efficient operation of the organization 
D) make certain that all rules are communicated orally to all employees 
A) ensure that employees understand the reasons for the rules 
B) restate any rules that have not been enforced on a consistent basis 
C) remove any rules that do not involve the safe and efficient operation of the organization 
D) make certain that all rules are communicated orally to all employees

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

What is the key purpose of the investigative interview with an employee in a disciplinary case against him or her?

Accepted Answer

A) to train HR managers with their investigative skills 
B) to give the employee an opportunity to explain his or her actions and behaviours in the case 
C) to ensure that there is a recording of the interview for the courts if the employer is challenged 
D) to get the police involved early in the case 
A) to train HR managers with their investigative skills 
B) to give the employee an opportunity to explain his or her actions and behaviours in the case 
C) to ensure that there is a recording of the interview for the courts if the employer is challenged 
D) to get the police involved early in the case

Question 18

When applying either progressive or positive discipline,it is important to maintain complete records of each step of the procedure.

Accepted Answer

A) True 
 B)False

Question 19

In a disciplinary case against Mandy,her employer has set up a committee to hear the case.The committee includes two of Mandy's coworkers and two management personnel.What type of disciplinary process is most likely being used here?

Accepted Answer

A) a peer-review system 
B) a positive discipline system 
C) an expedited review system 
D) a grievance procedure 
A) a peer-review system 
B) a positive discipline system 
C) an expedited review system 
D) a grievance procedure

Question 20

Under the employment-at-will concept,who can terminate the employment relationship?

Accepted Answer

A) employees,unions,or employers 
B) employers or the government 
C) employees or employers 
D) employees or the government 
A) employees,unions,or employers 
B) employers or the government 
C) employees or employers 
D) employees or the government

Because personnel files are the employer's property,an employee may be barred from seeing his or her file.

In regard to the documentation in employee disciplinary cases,what is the most significant cause of inadequate documentation?

Employees have statutory rights that are derived from contracts.

Johnny Damon,the human resource manager at Damon Electric Utility,wants to reduce the pay for one of his employees.The pay is included in the employee's employment contract.How can Mr.Damon legally change the employee's pay?

Managers have virtually unlimited discretion in taking disciplinary action against an employee.

The HR department is responsible for developing disciplinary policies and procedures.

An ombudsperson helps management by providing a check on itself.

HR departments strive to ensure ethical treatment of employees by communicating the organization's values and communicating and enforcing standards throughout the organization.

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

Decision-making leave is typically paid leave,and eliminates the negative effects of loss of pay.

The University of Lalaland has decided to move to a new system in dealing with employee complaints.It has hired a retired judge whose job is to listen to employees' complaints and then try to seek solutions through negotiation and mediation.What is the most likely title of this person's job?

Which of the following best describes alternative dispute resolution mechanisms?

In order to be effective,employee discipline must take place as soon as possible after the problem is verified.

To keep organizational rules effective,employers should do all of the following EXCEPT which one?

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

What is the key purpose of the investigative interview with an employee in a disciplinary case against him or her?

When applying either progressive or positive discipline,it is important to maintain complete records of each step of the procedure.

In a disciplinary case against Mandy,her employer has set up a committee to hear the case.The committee includes two of Mandy's coworkers and two management personnel.What type of disciplinary process is most likely being used here?

Under the employment-at-will concept,who can terminate the employment relationship?

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

Because personnel files are the employer's property,an employee may be barred from seeing his or her file.

In regard to the documentation in employee disciplinary cases,what is the most significant cause of inadequate documentation?

Employees have statutory rights that are derived from contracts.

Johnny Damon,the human resource manager at Damon Electric Utility,wants to reduce the pay for one of his employees.The pay is included in the employee's employment contract.How can Mr.Damon legally change the employee's pay?

Managers have virtually unlimited discretion in taking disciplinary action against an employee.

The HR department is responsible for developing disciplinary policies and procedures.

An ombudsperson helps management by providing a check on itself.

HR departments strive to ensure ethical treatment of employees by communicating the organization's values and communicating and enforcing standards throughout the organization.

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

Decision-making leave is typically paid leave,and eliminates the negative effects of loss of pay.

The University of Lalaland has decided to move to a new system in dealing with employee complaints.It has hired a retired judge whose job is to listen to employees' complaints and then try to seek solutions through negotiation and mediation.What is the most likely title of this person's job?

Which of the following best describes alternative dispute resolution mechanisms?

In order to be effective,employee discipline must take place as soon as possible after the problem is verified.

To keep organizational rules effective,employers should do all of the following EXCEPT which one?

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

What is the key purpose of the investigative interview with an employee in a disciplinary case against him or her?

When applying either progressive or positive discipline,it is important to maintain complete records of each step of the procedure.

In a disciplinary case against Mandy,her employer has set up a committee to hear the case.The committee includes two of Mandy's coworkers and two management personnel.What type of disciplinary process is most likely being used here?

Under the employment-at-will concept,who can terminate the employment relationship?

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