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| Which of the following groups cannot grant rights to employees? | unions |
| The expectations of fair exchange of employment obligations between an employee and employer is referred to as: | psychological contract |
| Which of the following is the dominant principle governeing private-sector employment relationships? | the employment at will principle |
| Under the employment at will doctrine, employers may terminate employees for any of the following reasons except: | cooperating with authorities in regard to an OSHA complaint |
| Which of the following is not an execption to the employment at will doctrine? | established protection |
| Which of the following scenarios would be least likely to result in victory for the emplyee in a wrongful discharge lawsuit? | Patty was discharged after her employer made her work life miserable for no apparent reason |
| Discharge for refusing to violate a professional code of conduct falls under which exception to employment at will? | violation of public policy |
| Am implied employment contract: | can result from statements made in an employee handbook or HR policy manual |
| Which of the following does not apply to whistle-blowing? | employers can discipline, but not discharge employees for reporting corporate wrongdoings |
| ABC Corporation induced computer programmers to leave their old job through the promise of higher salaries. However, when the programmers started work for ABC, the company denied making any promises to them. Through its behavior, ABC had likely violated: | implied contract rules |
| Employers are prohibited from retaliating against employees under all of the following except: | the Workers' Adjustment Retraining and Notification Act |
| The minimum advance notice of plant closings or layoffs affecting 50 or more full-time employees required by the Workers' Adjustment Retraining and Notification Act of 1989 is: | 60 days |
| Privacy rights regard matters of: | personal freedom |
| Substance abusers are_______ times more likely to miss work than those who are clear and alert. | ten |
| Of the following workers, which group is most likely to be forced to submit to drug testing under present law? | firefighters |
| The Drug-Free Workplace Act of 1988 applies to organizations with: | government contracts of $25,000 or more |
| Which of the following statements regarding employee searches and electronic monitoring is false? | Random searches of toolboxes and desks are allowable so long as the employer owns the items being searched |
| Employers should use all of the following guidlines in developing a search policy except: | engage in searches publicly, so that employees understand that searches do take place |
| Employers have the right to monitor messages and materials created, received , or sent for business reasons: | and they may also monitor employees' e-mail, the internet, and voice mail |
| Which statement regarding personnel files is not true? | Employees have the right to review their files without the presence of others |
| Genetic testing is most troublesome because: | there is not evidance to show a relationship between genetic factors and job performance |
| Which management group has primary responsibility for the development of disciplinary policies and procedures? | the human resources department |
| Which of the following does not belong in the disciplinary model outlined in your text? | negotiation and mediation |
| The Thompson Corporation wishes to establish an effective disciplinary policy. Which group of managers should have primary responsibility to prevent or correct disciplinary problems? | immediate managers of employees |
| All of the following are reasons for avoiding disciplimary actions against employees except: | supervisors fail to properly document earlier offenses |
| To keep organizational rules effective, employers should do all of the following except: | make certain that all rules are communicated orally to all employees |
| A disciplinary approach that requires that punishment be immediate and a direct result of breaking rule is known as: | the hot-stove approach |
| The hot-stove approach to rule enforcement requires that discipline be applied: | with warning, immediately, consistently, and in an impersonal way |
| Which of the following questions would consider while investigating an employee offense? | Is there evidence that the offence hurt the organization |
| Carmen, a new supervisor, wants to correctly document the poor performance of an employee. Which of the following would she not have to do? | perform a current performance appraisal of the employee |
| In regard to the documentation of employee misconduct, which of the following statements is incorrect? | Most managers are trained to accfurately document employee misconduct through their management training and/or development programs |
| All of the following apply to employee representation right except: | The rights apply to any discussion between managment and the employee |
| In a typical progessive discipline program, what step immediately preceds the termination of the employee? | suspension |
| Joint discussion and problem-solving activities to overcome employee misconduct are central to: | positive discipline programs |
| The City of Carson uses positive discipline system to correct undersirable employee conduct. Managers will issue _____ to employees to improve their unacceptable performance | reminders |
| An employer -paid decision-making leave: | gives an employee time to consider whether he or she wishes to remain with the organization |
| Befors firing an employee, employers should apply: | principles of just cause |
| Termination meetings should be held: | in a neutral location, such as a conference room |
| The interpretation of due process would include all of the following except: | the right to legal representation |
| A unionized employee is likely to use which of the following complaint procedures? | a grievance procedure |
| The employee complaint process that is most similar to a grievance procedure under a union contract is the: | step-review system |
| A peer-review board consits of: | an equal number of employee reprsentatives and management appointees |
| In a peer-review board, employee representaives are: | elected by co-workers |
| An Open-Door policy: | identifies various levels of management above an employee's immediate supervisor that an aggrieced employee may contact |
| If managers want to maintain an effective open-door policy, they must: | encourage employees to voice their complaints and listen honestly to those concerns |
| The individual who listens to employees; complaints and then tries to seek solutions through negotiation adn mediation is know as a/an: | ombudsman |
| Which of the following is not true of an ombudsman system? | Ombudsmen can easily resolve a complaint by overruling a supervisor's decision |
| The cornerstone and major benefits of mediation is: | that the parties involved maintain control over the settlement outcome |
| Which of the following is not an organizational benefit from using arbitration to resolve an employer-employee discrimnation complaint? | tendency for organizations to win a higher percentage of cases than employees do |
| A set of standards of acceptable conduct and moral judgement is known as: | ethics |
