Question 1

Angela is disturbed that the inactivity rate in her department is 10%.Which of the following statements is TRUE?

Accepted Answer

A)  An inactivity rate of 10% is considered within normal range.. 
B)  This metric indicates that 10% of work time in Angela's department is lost to absenteeism. 
C)  This metric indicates that 10% of Angela's employees are absent in any one day. 
D)  This metric indicates that the average time lost per employee per month is 10%. 
A)  An inactivity rate of 10% is considered within normal range.. 
B)  This metric indicates that 10% of work time in Angela's department is lost to absenteeism. 
C)  This metric indicates that 10% of Angela's employees are absent in any one day. 
D)  This metric indicates that the average time lost per employee per month is 10%.

Question 2

During routine phone surveillance,Glenda,a supervisor,heard one of her subordinates having a conversation with a client reliving in great detail a previous romantic encounter between the two of them.Glenda should not do anything because this is a private behavior between two adults.

Accepted Answer

A) True 
 B)False

Question 3

What are the consequences of substance abuse in the workplace? When can the employer legally test for drug use?

Accepted Answer

Substance abuse can have significant fin

Question 4

Examples of alternative dispute resolution procedures include all of the following EXCEPT

Accepted Answer

A)  due process. 
B)  peer review panels. 
C)  arbitration. 
D)  ombudspersons. 
A)  due process. 
B)  peer review panels. 
C)  arbitration. 
D)  ombudspersons.

Question 5

In order to be enforced in court,the rights of an employee

Accepted Answer

A)  must be contained in a formal employment contract. 
B)  must be spelled out in some written form, such as, but not limited to, an employment contract, HR policies, an employee handbook, or job descriptions. 
C)  must be covered by employment legislation at the federal, state or city level. 
D)  can be implied from employer expectations about acceptable behavior and performance. 
A)  must be contained in a formal employment contract. 
B)  must be spelled out in some written form, such as, but not limited to, an employment contract, HR policies, an employee handbook, or job descriptions. 
C)  must be covered by employment legislation at the federal, state or city level. 
D)  can be implied from employer expectations about acceptable behavior and performance.

Question 6

Austin has just taken a job with Zeta Warehouses,having previously worked for 6 years for the federal Department of Transportation.Austin will find that

Accepted Answer

A)  his work station and computer files will be more subject to search and monitoring than when we worked for the DOT. 
B)  his off-duty behavior will be more protected from employer monitoring. 
C)  most employment laws will not apply to him since he is not working for the federal government nor is Zeta Warehouses a federal contractor. 
D)  if he blows the whistle on Zeta Warehouses' for illegal operations he will have more job protection than if he blew the whistle on irregularities at the Transportation Administration. 
A)  his work station and computer files will be more subject to search and monitoring than when we worked for the DOT. 
B)  his off-duty behavior will be more protected from employer monitoring. 
C)  most employment laws will not apply to him since he is not working for the federal government nor is Zeta Warehouses a federal contractor. 
D)  if he blows the whistle on Zeta Warehouses' for illegal operations he will have more job protection than if he blew the whistle on irregularities at the Transportation Administration.

Question 7

When a major business relocated from Houston,Texas,to Bismark,North Dakota,in order to escape the annual disruption of hurricane season and to take advantage of favorable business taxes,one of the company's key specialists refused to move.She said her children were enrolled in Houston schools,her husband had a new business that was just beginning to thrive,and that she would not disrupt her family.This employee is essentially irreplaceable.

Accepted Answer

A)  This would be a good time to discuss a generous special employment contract for this individual. 
B)  The company will have to replace this employee, because "cutting a deal" for her will make other employees in the company resentful that they have to disrupt their own lives, but she doesn't. 
C)  The employer can consider the employee's refusal to move as "constructive quitting" and sue her for damages to her current projects. 
D)  Call in the company's legal counsel to see if the employee has an enforceable implied contract to remain with the firm. 
A)  This would be a good time to discuss a generous special employment contract for this individual. 
B)  The company will have to replace this employee, because "cutting a deal" for her will make other employees in the company resentful that they have to disrupt their own lives, but she doesn't. 
C)  The employer can consider the employee's refusal to move as "constructive quitting" and sue her for damages to her current projects. 
D)  Call in the company's legal counsel to see if the employee has an enforceable implied contract to remain with the firm.

Question 8

Which of the following would NOT typically be included in an employment contract?

Accepted Answer

A)  compensation 
B)  the names of the parties to the contract 
C)  the parties' statutory rights 
D)  general job duties and expectations 
A)  compensation 
B)  the names of the parties to the contract 
C)  the parties' statutory rights 
D)  general job duties and expectations

Question 9

Using security guards to escort terminated employees from the company's property has such a negative effect on employee morale that it is not a recommended practice.

Accepted Answer

A) True 
 B)False

Question 10

Kenneth works for a pharmaceutical company that is getting positive publicity by selling antibiotics at low cost to African nations.Kenneth has learned that these drugs are past their expiration dates and that the company has repackaged them.Kenneth has great respect for Anderson Cooper at CNN and he has contacted Cooper about this wrongdoing.Which of the following statements is true?

Accepted Answer

A)  The Sarbanes-Oxley Act protects Kenneth from retaliation by his employer. 
B)  Kenneth's constitutional right to freedom of speech protects him from retaliation by his employer. 
C)  Kenneth's employment contract includes a confidentiality agreement. This waives his legal protection as a whistle-blower. 
D)  Sarbanes-Oxley would protect Kenneth from retaliation if he had reported the wrongdoing to his member of Congress. 
A)  The Sarbanes-Oxley Act protects Kenneth from retaliation by his employer. 
B)  Kenneth's constitutional right to freedom of speech protects him from retaliation by his employer. 
C)  Kenneth's employment contract includes a confidentiality agreement. This waives his legal protection as a whistle-blower. 
D)  Sarbanes-Oxley would protect Kenneth from retaliation if he had reported the wrongdoing to his member of Congress.

Question 11

Which of the following rights of regular employees of private organizations can NOT be limited by the employer?

Accepted Answer

A)  the right to privacy 
B)  the right to quit 
C)  the right to free speech 
D)  the right of protection from unreasonable search and seizure 
A)  the right to privacy 
B)  the right to quit 
C)  the right to free speech 
D)  the right of protection from unreasonable search and seizure

Question 12

Jolene is aware that one of her colleagues,Bill,is biased against Asians.Bill is a supervisor at the same level as Jolene.He has told Jolene that he has refused to hire several qualified candidates referred to him by the HR recruiter."I'm just going to wait-out HR until HR finally sends me someone who is not a (racial epithet)." Which of the following statements is FALSE?

Accepted Answer

A)  Jolene is not legally obligated to blow the whistle on Bill. 
B)  Jolene may be protected against retaliation for blowing the whistle on Bill if she works for a federal agency. 
C)  If Jolene blows the whistle about Bill's behavior to a private party outside the firm, she may be considered disloyal to her employer. 
D)  If Jolene blows the whistle on Bill's behavior to the EEOC, she can be disciplined or fired by her employer for not following internal procedures. 
A)  Jolene is not legally obligated to blow the whistle on Bill. 
B)  Jolene may be protected against retaliation for blowing the whistle on Bill if she works for a federal agency. 
C)  If Jolene blows the whistle about Bill's behavior to a private party outside the firm, she may be considered disloyal to her employer. 
D)  If Jolene blows the whistle on Bill's behavior to the EEOC, she can be disciplined or fired by her employer for not following internal procedures.

Question 13

All of the following are useful methods of reducing employee tardiness EXCEPT

Accepted Answer

A)  flexible work scheduling. 
B)  HR policies that discipline repeated and frequently tardy employees. 
C)  instituting a "no fault" tardiness policy. 
D)  interview frequently tardy individuals and determine the reasons why they are late. 
A)  flexible work scheduling. 
B)  HR policies that discipline repeated and frequently tardy employees. 
C)  instituting a "no fault" tardiness policy. 
D)  interview frequently tardy individuals and determine the reasons why they are late.

Question 14

A pharmaceutical research firm,is concerned that scientific or technical employees may take company formulas or data with them when they quit or are terminated.The firm should include a/an ____ clause in its employment contracts.

Accepted Answer

A)  identification 
B)  non-compete 
C)  non-piracy 
D)  trade secrets 
A)  identification 
B)  non-compete 
C)  non-piracy 
D)  trade secrets

Question 15

Managers,not HR staff,are the main users and enforcers of rules,procedures,and policies.

Accepted Answer

A) True 
 B)False

Question 16

Essentially,the overall concern of "just cause" in disciplinary actions is fairness.

Accepted Answer

A) True 
 B)False

Question 17

Leyla has received high performance appraisals for the three years she has worked for a medium-sized insurance firm in the rural Midwest.Leyla's job involves telephone support for customers who have questions.When Leyla returned from her vacation,she had gotten three facial piercings.Leyla's supervisor informed Leyla that he did not feel this was appropriate for the workplace.Leyla replied that it was no different than some of the other workers who wore two and three earrings in each ear.The company has no appearance policy.Leyla's supervisor is asking you,the HR manager for the firm what he can do.You tell the supervisor

Accepted Answer

A)  Leyla's piercings are the equivalent of free speech and he cannot legally ask her to remove them. 
B)  Leyla's job requires her to speak clearly on the phone. If her piercings cause her speech to be poorly understood, the supervisor could require Leyla to remove those piercings that interfere with her speech. 
C)  the company has no appearance policy, so the supervisor is not restricted in the appearance rules he sets down for his employees. 
D)  if Leyla's co-workers petition the supervisor to require Leyla to remove the piercings, he can do so on the grounds that Leyla is disrupting the workplace. 
A)  Leyla's piercings are the equivalent of free speech and he cannot legally ask her to remove them. 
B)  Leyla's job requires her to speak clearly on the phone. If her piercings cause her speech to be poorly understood, the supervisor could require Leyla to remove those piercings that interfere with her speech. 
C)  the company has no appearance policy, so the supervisor is not restricted in the appearance rules he sets down for his employees. 
D)  if Leyla's co-workers petition the supervisor to require Leyla to remove the piercings, he can do so on the grounds that Leyla is disrupting the workplace.

Question 18

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)  there are no legal restrictions preventing employers from firing any employee, as long as that employee is not covered by a union contract or an employment contract. 
C)  employees are free agents, but employers must have just cause for termination. 
D)  an employer has the right to hire, fire, demote, or promote whomever it chooses except as limited by law or contract. 
A)  an employee must provide a minimum of two weeks' notice before quitting a job. 
B)  there are no legal restrictions preventing employers from firing any employee, as long as that employee is not covered by a union contract or an employment contract. 
C)  employees are free agents, but employers must have just cause for termination. 
D)  an employer has the right to hire, fire, demote, or promote whomever it chooses except as limited by law or contract.

Question 19

The best discipline is

Accepted Answer

A)  public. 
B)  immediate. 
C)  self discipline. 
D)  positive reinforcement. 
A)  public. 
B)  immediate. 
C)  self discipline. 
D)  positive reinforcement.

Question 20

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

Accepted Answer

EAW is a common law doctrine stating tha

Angela is disturbed that the inactivity rate in her department is 10%.Which of the following statements is TRUE?

During routine phone surveillance,Glenda,a supervisor,heard one of her subordinates having a conversation with a client reliving in great detail a previous romantic encounter between the two of them.Glenda should not do anything because this is a private behavior between two adults.

What are the consequences of substance abuse in the workplace? When can the employer legally test for drug use?

Examples of alternative dispute resolution procedures include all of the following EXCEPT

In order to be enforced in court,the rights of an employee

Austin has just taken a job with Zeta Warehouses,having previously worked for 6 years for the federal Department of Transportation.Austin will find that

Which of the following would NOT typically be included in an employment contract?

Using security guards to escort terminated employees from the company's property has such a negative effect on employee morale that it is not a recommended practice.

Which of the following rights of regular employees of private organizations can NOT be limited by the employer?

All of the following are useful methods of reducing employee tardiness EXCEPT

A pharmaceutical research firm,is concerned that scientific or technical employees may take company formulas or data with them when they quit or are terminated.The firm should include a/an ____ clause in its employment contracts.

Managers,not HR staff,are the main users and enforcers of rules,procedures,and policies.

Essentially,the overall concern of "just cause" in disciplinary actions is fairness.

Employment-at-will is a common-law doctrine holding that

The best discipline is

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

Human Resource Management in Organizations

Strategic HR Management and Planning

Equal Employment Opportunity

Workers,Jobs,and Job Analysis

Human Resource Planning and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent Management

Performance Management and Appraisal

Total Rewards and Compensation

Incentive Plans and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Union/Management Relations

Filters

Exam 15: Employee Rights and Responsibilities

Angela is disturbed that the inactivity rate in her department is 10%.Which of the following statements is TRUE?

During routine phone surveillance,Glenda,a supervisor,heard one of her subordinates having a conversation with a client reliving in great detail a previous romantic encounter between the two of them.Glenda should not do anything because this is a private behavior between two adults.

What are the consequences of substance abuse in the workplace? When can the employer legally test for drug use?

Examples of alternative dispute resolution procedures include all of the following EXCEPT

In order to be enforced in court,the rights of an employee

Austin has just taken a job with Zeta Warehouses,having previously worked for 6 years for the federal Department of Transportation.Austin will find that

Which of the following would NOT typically be included in an employment contract?

Using security guards to escort terminated employees from the company's property has such a negative effect on employee morale that it is not a recommended practice.

Which of the following rights of regular employees of private organizations can NOT be limited by the employer?

All of the following are useful methods of reducing employee tardiness EXCEPT

A pharmaceutical research firm,is concerned that scientific or technical employees may take company formulas or data with them when they quit or are terminated.The firm should include a/an ____ clause in its employment contracts.

Managers,not HR staff,are the main users and enforcers of rules,procedures,and policies.

Essentially,the overall concern of "just cause" in disciplinary actions is fairness.

Employment-at-will is a common-law doctrine holding that

The best discipline is

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

Human Resource Management in Organizations

Strategic HR Management and Planning

Equal Employment Opportunity

Workers,Jobs,and Job Analysis

Human Resource Planning and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent Management

Performance Management and Appraisal

Total Rewards and Compensation

Incentive Plans and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Union/Management Relations

Filters