Question 1

When the company decides that discharge is the appropriate disciplinary action,the affected employee is issued a last chance agreement that informs them that they are being discharged.

Accepted Answer

A) True 
 B)False  False

Question 2

Arbitrators regard discharge as a last resort to be used only when all other corrective attempts have failed and the employee totally lacks usefulness to the firm.

Accepted Answer

A) True 
 B)False  True

Question 3

Evidence indicates that a majority of discharged employees who are reinstated by an arbitrator perform their work in a below-average capacity following reinstatement.

Accepted Answer

A) True 
 B)False  True

Question 4

Which of the following is NOT characteristic of progressive discipline?

Accepted Answer

A)   Progressive discipline does not allow employees an opportunity to correct their behavior.
B)   The focus of progressive discipline is on correction.
C)   Progressive discipline impresses on the employee the seriousness of repeated offenses.
D)   Provides employee opportunities to correct his or her behavior.
E)   Provides an oral warning,or reprimand to an employee.

Question 5

Management would generally prefer that an arbitrator rely on a "preponderance of evidence" instead of "beyond a reasonable doubt" since it is frequently difficult for management to meet this more stringent standard for evidence of employee misconduct.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following statements about the managerial implications of discipline is false?

Accepted Answer

A)   Arbitrators have the power to overturn a manager's disciplinary action,including reinstating a discharged employee with full back pay.
B)   First-line supervisors are the level of management most intimately and frequently involved in disciplinary issues.
C)   The manager's authority can be compromised when one of their discharge decisions is overturned and the affected employee returns to the workplace.
D)   The majority of reinstated employees perform in a below-average manner after returning to the workplace following reinstatement.
E)   A disciplinary action carries the most significance for the employer.

Question 7

A "reasonable" rule:

Accepted Answer

A)   Must be jointly established by management and the union.
B)   Relates to the orderly,efficient,and safe operation of the employer's business.
C)   Must apply to all employees and operations at a particular organization equally.
D)   Can be unrelated to the necessities of business operations.
E)   Is not outweighed by the employee's personal rights on and off the job.

Question 8

Under the implied contract exception to the employment-at-will doctrine,an employee is wrongfully discharged if and when the discharge is inconsistent with an explicit,well-established public policy of the state.

Accepted Answer

A) True 
 B)False

Question 9

Employers overestimate the potential costs of a wrongful discharge suit and incur indirect costs,such as not terminating employees who perform poorly,costly hiring and decision-making processes,or use severance payments to deter wrongful termination claims.

Accepted Answer

A) True 
 B)False

Question 10

Discipline cases where arbitrators focus on whether the substance of the message violates an employer policy or infringes on some legitimate employer interest involves:

Accepted Answer

A)   ​Sit down strikes.
B)   ​Secret meetings.
C)   ​Social media.
D)   ​Informational handouts.
E)   ​Soapbox speeches.

Question 11

Under due process element of double jeopardy,the employer cannot first suspend an employee indefinitely and then subsequently discharge the employee.

Accepted Answer

A) True 
 B)False

Question 12

The passage of the Wagner Act of 1935 and the creation of the NLRB provided the first legal means for holding employers accountable for at least some of their disciplinary decisions and actions.

Accepted Answer

A) True 
 B)False

Question 13

I​t is not possible to introduce some level of restriction on supervisors to protect employee rights without adversely affecting supervisors' belief in the effectiveness of the disciplinary system.

Accepted Answer

A) True 
 B)False

Question 14

Employee discipline represents both organizational conditions,which can lead employees to form a disciplined,self-regulated group,and organizational conditions,where managerial actions are taken against an employee who has violated organizational rules.

Accepted Answer

A) True 
 B)False

Question 15

A manager terminates an employee because of a personal grudge against the employee.This discharge could be contested in at least 20 states under the covenant-of-good faith and fair dealing exception to the employment-at-will doctrine.

Accepted Answer

A) True 
 B)False

Question 16

Arbitrators often reduce suspensions given to employees,even if other employees have received similar suspensions under identical circumstances

Accepted Answer

A) True 
 B)False

Question 17

The concept that an employer may dismiss employees at will,for no cause,and even for cause morally wrong,without being guilty of legal wrong is called:

Accepted Answer

A)   Wrongful discharge.
B)   Disciplinary action.
C)   Indefinite suspension.
D)   Immediate action.
E)   Employment-at-will doctrine.

Question 18

Even though all of the following rationale may be legitimate from a managerial perspective,arbitrators consider which one of the following to be the only legitimate/ necessary purpose of employee discipline?

Accepted Answer

A)   To maintain respect for the supervisor's authority.
B)   To promote efficient production.
C)   To correct and improve the employee's behavior.
D)   To set an example of appropriate behavior to other employees.
E)   To transmit the rules of the organization to other employees.

Question 19

The interim measure decided by the union and employer when an employee is threatened with a termination which gives the employee a chance to improve his or her performance or conduct in order to keep his or her job is called a:

Accepted Answer

A)   ​Disciplinary penalty.
B)   ​Last chance agreement.
C)   ​Second chance agreement.
D)   ​Mitigating circumstance.
E)   ​Price list penalty.

Question 20

Under the Weingarten decision,union representation cannot be given to an employee until the employer has concluded its investigation and notified the employee of discharge,and the employee has elected to fight the decision.

Accepted Answer

A) True 
 B)False

Exam 12: Employee Discipline

When the company decides that discharge is the appropriate disciplinary action,the affected employee is issued a last chance agreement that informs them that they are being discharged.

Arbitrators regard discharge as a last resort to be used only when all other corrective attempts have failed and the employee totally lacks usefulness to the firm.

Evidence indicates that a majority of discharged employees who are reinstated by an arbitrator perform their work in a below-average capacity following reinstatement.

Which of the following is NOT characteristic of progressive discipline?

Management would generally prefer that an arbitrator rely on a "preponderance of evidence" instead of "beyond a reasonable doubt" since it is frequently difficult for management to meet this more stringent standard for evidence of employee misconduct.

Which of the following statements about the managerial implications of discipline is false?

A "reasonable" rule:

Under the implied contract exception to the employment-at-will doctrine,an employee is wrongfully discharged if and when the discharge is inconsistent with an explicit,well-established public policy of the state.

Employers overestimate the potential costs of a wrongful discharge suit and incur indirect costs,such as not terminating employees who perform poorly,costly hiring and decision-making processes,or use severance payments to deter wrongful termination claims.

Discipline cases where arbitrators focus on whether the substance of the message violates an employer policy or infringes on some legitimate employer interest involves:

Under due process element of double jeopardy,the employer cannot first suspend an employee indefinitely and then subsequently discharge the employee.

The passage of the Wagner Act of 1935 and the creation of the NLRB provided the first legal means for holding employers accountable for at least some of their disciplinary decisions and actions.

It is not possible to introduce some level of restriction on supervisors to protect employee rights without adversely affecting supervisors' belief in the effectiveness of the disciplinary system.

Employee discipline represents both organizational conditions,which can lead employees to form a disciplined,self-regulated group,and organizational conditions,where managerial actions are taken against an employee who has violated organizational rules.

A manager terminates an employee because of a personal grudge against the employee.This discharge could be contested in at least 20 states under the covenant-of-good faith and fair dealing exception to the employment-at-will doctrine.

Arbitrators often reduce suspensions given to employees,even if other employees have received similar suspensions under identical circumstances

The concept that an employer may dismiss employees at will,for no cause,and even for cause morally wrong,without being guilty of legal wrong is called:

Even though all of the following rationale may be legitimate from a managerial perspective,arbitrators consider which one of the following to be the only legitimate/ necessary purpose of employee discipline?

The interim measure decided by the union and employer when an employee is threatened with a termination which gives the employee a chance to improve his or her performance or conduct in order to keep his or her job is called a:

Under the Weingarten decision,union representation cannot be given to an employee until the employer has concluded its investigation and notified the employee of discharge,and the employee has elected to fight the decision.

Exam 12: Employee Discipline

When the company decides that discharge is the appropriate disciplinary action,the affected employee is issued a last chance agreement that informs them that they are being discharged.

Arbitrators regard discharge as a last resort to be used only when all other corrective attempts have failed and the employee totally lacks usefulness to the firm.

Evidence indicates that a majority of discharged employees who are reinstated by an arbitrator perform their work in a below-average capacity following reinstatement.

Which of the following is NOT characteristic of progressive discipline?

Management would generally prefer that an arbitrator rely on a "preponderance of evidence" instead of "beyond a reasonable doubt" since it is frequently difficult for management to meet this more stringent standard for evidence of employee misconduct.

Which of the following statements about the managerial implications of discipline is false?

A "reasonable" rule:

Under the implied contract exception to the employment-at-will doctrine,an employee is wrongfully discharged if and when the discharge is inconsistent with an explicit,well-established public policy of the state.

Employers overestimate the potential costs of a wrongful discharge suit and incur indirect costs,such as not terminating employees who perform poorly,costly hiring and decision-making processes,or use severance payments to deter wrongful termination claims.

Discipline cases where arbitrators focus on whether the substance of the message violates an employer policy or infringes on some legitimate employer interest involves:

Under due process element of double jeopardy,the employer cannot first suspend an employee indefinitely and then subsequently discharge the employee.

The passage of the Wagner Act of 1935 and the creation of the NLRB provided the first legal means for holding employers accountable for at least some of their disciplinary decisions and actions.

I​t is not possible to introduce some level of restriction on supervisors to protect employee rights without adversely affecting supervisors' belief in the effectiveness of the disciplinary system.

Employee discipline represents both organizational conditions,which can lead employees to form a disciplined,self-regulated group,and organizational conditions,where managerial actions are taken against an employee who has violated organizational rules.

A manager terminates an employee because of a personal grudge against the employee.This discharge could be contested in at least 20 states under the covenant-of-good faith and fair dealing exception to the employment-at-will doctrine.

Arbitrators often reduce suspensions given to employees,even if other employees have received similar suspensions under identical circumstances

The concept that an employer may dismiss employees at will,for no cause,and even for cause morally wrong,without being guilty of legal wrong is called:

Even though all of the following rationale may be legitimate from a managerial perspective,arbitrators consider which one of the following to be the only legitimate/ necessary purpose of employee discipline?

The interim measure decided by the union and employer when an employee is threatened with a termination which gives the employee a chance to improve his or her performance or conduct in order to keep his or her job is called a:

Under the Weingarten decision,union representation cannot be given to an employee until the employer has concluded its investigation and notified the employee of discharge,and the employee has elected to fight the decision.

It is not possible to introduce some level of restriction on supervisors to protect employee rights without adversely affecting supervisors' belief in the effectiveness of the disciplinary system.