File: Ch05, Chapter 5, Employee Rights and Discipline

TRUE/FALSE

The Fair Credit Reporting Act of 1971 allows employers to secretly check the credit history of job applicants.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

The Privacy Act of 1974 requires federal government agencies to allow workers to allow workers to inspect their employment file.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

The Drug-Free Workplace Act of 1988 requires federal contractors to actively pursue a drug-free environment.

Difficulty: Easy

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Companies employing 50 or more employees are required to give employees 30 days’ notice when closing a plant or laying off large numbers of workers.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Long-haul truck drivers, regulated by the Department of Transportation, are required to take drug tests.

Difficulty: Easy

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

The Drug-Free Workplace Act requires all federal contractors to test employees for drugs.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

If theft in an organization is discovered, an employer has the right to give a polygraph test to every employee to determine the guilty party under the guidelines of the Polygraph Protection Act of 1988.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Employers are required to keep most job-related documents for seven years.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

The number of employees testing positive for drugs has risen steadily since 2012.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Employees posting workplace issues on social media may be protected if the comments are directed to other employees about work related concerns.

Difficulty: Medium

Learning Objective 2: Discuss employer concerns about social media use and the components of an effective social media policy.

Concerted Activity on social media is not protected by the NLRB.

Difficulty: Medium

Learning Objective 2: Discuss employer concerns about social media use and the components of an effective social media policy.

Social media policies should not explain possible legal consequences of defamation to employees.

Difficulty: Medium

Learning Objective 2: Discuss employer concerns about social media use and the components of an effective social media policy.

Private employers are not required to respect free speech rights of employees.

Difficulty: Medium

Learning Objective 2: Discuss employer concerns about social media use and the components of an effective social media policy.

Social media policies may restrict employees from using the company name on social media or posting photos while wearing a company uniform.

Difficulty: Medium

Learning Objective 2: Discuss employer concerns about social media use and the components of an effective social media policy.

The Sarbanes-Oxley Act protects whistle-blowers from retaliation in both federal and private employment.

Difficulty: Medium

Learning Objective 3: Identify current issues regarding employee rights.

Employees have surprisingly few privacy rights in the workplace.

Difficulty: Easy

Learning Objective 3: Identify current issues regarding employee rights.

The number of employers doing workplace drug testing has been dropping for decades.

Difficulty: Easy

Learning Objective 3: Identify current issues regarding employee rights.

Individuals who tend to be dishonest also tend to be very consistent in answering questions on pre-employment integrity tests.

Difficulty: Easy

Learning Objective 3: Identify current issues regarding employee rights.

State laws regarding employee whistleblowing are very consistent.

Difficulty: Easy

Learning Objective 3: Identify current issues regarding employee rights.

At a minimum, these drug tests screen for marijuana, cocaine, amphetamines, opioids, and phencyclidine (PCP).

Difficulty: Easy

Learning Objective 3: Identify current issues regarding employee rights.

Surprisingly, romance in the workplace tends to increase morale and reduce sexual harassment complaints.

Difficulty: Easy

Learning Objective 3: Identify current issues regarding employee rights.

Title VII of the Civil Rights act allows private employers to fire or discipline employees for off-duty behavior such as participating in a protest march even if it creates an adverse impact based on a characteristic protected by Title VII.

Difficulty: Easy

Learning Objective 3: Identify current issues regarding employee rights.

Employee-tracking software is commonly used in restaurants to find patterns that may indicate employee theft.

Difficulty: Easy

Learning Objective 4: Explain legal and ethical issues involved in monitoring employees in the workplace.

Employers track employees to track productivity, protect organizational information and property, and protect employees.

Difficulty: Easy

Learning Objective 4: Explain legal and ethical issues involved in monitoring employees in the workplace.

Many employers choose not to monitor remote employees because it produces little usable information on productivity.

Difficulty: Easy

Learning Objective 4: Explain legal and ethical issues involved in monitoring employees in the workplace.

Employee monitoring policies may inform that there is no expectation of privacy when usine computers, phones, offices, desks, lockers or company vehicles.

Difficulty: Easy

Learning Objective 4: Explain legal and ethical issues involved in monitoring employees in the workplace.

Under new regulations employers are not permitted to electronically monitor employees, unless given permission by the employee to do so.

Difficulty: Medium

Learning Objective 4: Explain legal and ethical issues involved in monitoring employees in the workplace.

Employment-at-will means that employees are protected from arbitrary dismissal by employers.

Difficulty: Easy

Learning Objective 5: Discuss the implications of the employment-at-will doctrine and identify the exceptions to it.

Interestingly, other than a good cause, an employer cannot terminate an employee under the terms of the employment-at-will doctrine.

Difficulty: Medium

Learning Objective 5: Explain the employment-at-will doctrine and relevant exceptions.

Wrongful discharge has been proven not to be an exception to employment-at-will.

Difficulty: Medium

Learning Objective 5: Explain the employment-at-will doctrine and relevant exceptions.

Employee handbooks often make specific statements that it does not create an employment contract.

Difficulty: Medium

Learning Objective 5: Explain the employment-at-will doctrine and relevant exceptions.

Constructive discharge is a situation where the job becomes so dangerous or intolerable that the employee quits.

Difficulty: Medium

Learning Objective 5: Explain the employment-at-will doctrine and relevant exceptions.

The Hot-Stove Rule was established by the Supreme Court for safety in the hospitality industry.

Difficulty: Easy

Learning Objective 6: Explain the elements of effective discipline policies.

Discipline is a situation where employees understand the organization’s rules and standards of acceptable behavior and conduct themselves accordingly.

Difficulty: Easy

Learning Objective 6: Explain the elements of effective discipline policies.

The first step in the progressive discipline process is secret probation.

Difficulty: Easy

Learning Objective 6: Explain the elements of effective discipline policies.

Disciplinary actions should be taken in a public setting so that there are witnesses in case the employee being disciplined should become violent.

Difficulty: Easy

Learning Objective 6: Explain the elements of effective discipline policies.

Documentation is an important part of any disciplinary action.

Difficulty: Easy

Learning Objective 6: Explain the elements of effective discipline policies.

Inconsistent disciplinary actions lead to low morale, anxiety and low productivity.

Difficulty: Medium

Learning Objective 6: Explain the elements of effective discipline policies.

Employees who fail to meet the requirements of a performance improvement plan will be reassigned, suspended or terminated.

Difficulty: Medium

Learning Objective 6: Explain the elements of effective discipline policies.

The __________________ is an analogy with four points that explains best practices for applying discipline effectively.

Difficulty: Easy

Learning Objective 6: Explain the elements of effective discipline policies.

Research suggests that discipline should be punitive rather than corrective.

Difficulty: Easy

Learning Objective 6: Explain the elements of effective discipline policies.

All disciplinary warnings, including written verbal warnings are forwarded to HRM for inclusion in the employee’s personnel file.

Difficulty: Medium

Learning Objective 6: Explain the elements of effective discipline policies.

The progressive discipline process starts with a written warning, followed by a suspension, then a written verbal warning, and ending with a dismissal.

Difficulty: Medium

Learning Objective 6: Explain the elements of effective discipline policies.

For total effectiveness, under the hot-stove rule, discipline should be delayed until the periodic performance review between the employee and manager.

Difficulty: Medium

Learning Objective 6: Explain the elements of effective discipline policies.

Most HR professionals enjoy firing problem employees.

Difficulty: Easy

Learning Objective 7: Identify important procedures to follow when firing an employee.

Terminated employees should be required to leave the premises the same day.

Difficulty: Easy

Learning Objective 7: Identify important procedures to follow when firing an employee.

Employment-at-will is very common in countries around the world.

Difficulty: Medium

Learning Objective 8: Explain how issues of employee relations differ in global environments.

Nearly all industrialized nations except the United States provide paid maternity leave.

Difficulty: Medium

Learning Objective 8: Explain how issues of employee relations differ in global environments.

Union membership in China is high.

Difficulty: Medium

Learning Objective 8: Explain how issues of employee relations differ in global environments.

MATCHING KEY TERMS AND DEFINITIONS

a) Suspension

b) Drug-Free Workplace Act of 1988

c) Fair Credit Reporting Act of 1971

d) Polygraph Protection Act of 1988

e) Hot-stove rule

f) Drug testing

g) Written verbal warning

h) Implied employment contract

i) Dismissal

j) Employment-at-will doctrine

k) Discipline

l) Whistle-blowing

m) Honesty test

n) Privacy Act of 1974

o) Written warning

A specialized question-and-answer test designed to assess one’s honesty.

Difficulty: Easy

Learning Objective 3: Identify current issues regarding employee rights.

This is the first formal stage of the disciplinary procedure that becomes part of an employee’s official personnel file.

Difficulty: Medium

Learning Objective 6: Explain the elements of effective discipline policies.

This act was passed to help keep the problem of substance abuse from entering the workplace.

Difficulty: Easy

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

A concept rooted in nineteenth-century common law, which permitted employers to discipline of discharge employees at their discretion.

Difficulty: Medium

Learning Objective 5: Explain the employment-at-will doctrine and relevant exceptions.

Requires the federal government agencies to make information available in an individual’s personnel file available to him or her.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Requires an employer to notify job candidates of its intent to check into their credit.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Any organizational guarantee or promise about job security.

Difficulty: Medium

Learning Objective 5: Explain the employment-at-will doctrine and relevant exceptions.

A condition in the organization when employees conduct themselves in accordance with the organization’s rules and standards of acceptable behavior.

Difficulty: Medium

Learning Objective 6: Explain the elements of effective discipline policies.

A situation in which an employee reports the organization to an outside agency for what the employee believes is an illegal or unethical practice.

Difficulty: Easy

Learning Objective 3: Identify current issues regarding employee rights.

Discipline should be immediate, provide ample warning, be consistent, and be impersonal.

Difficulty: Medium

Learning Objective 6: Explain the elements of effective discipline policies.

Temporary record that a verbal reprimand has been given to an employee.

Difficulty: Medium

Learning Objective 6: Explain the elements of effective discipline policies.

The process of testing applicants/employees to determine if they are using illicit substances.

Difficulty: Easy

Learning Objective 3: Identify current issues regarding employee rights.

Final step of the disciplinary process.

Difficulty: Easy

Learning Objective 7: Identify important procedures to follow when firing an employee.

A period of time off from work as a result of a disciplinary process.

Difficulty: Easy

Learning Objective 6: Explain the elements of effective discipline policies.

Prohibits the use of lie detectors in screening all job applicants.

Difficulty: Easy

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

FILL-IN THE BLANKS

The __________ gives federal employees the right to review letters of recommendation written on their behalf.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Under the ________ government agencies, federal contractors, and those receiving federal funds ($100,000 or more) are required to actively pursue a drug-free environment.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Under the _________, a company employing 100 or more individuals must notify workers 60 days in advance if it is going to close its facility or lay off 50 or more workers.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

______________ applies to employees discussing workplace conditions with each other, in person or on social media.

Difficulty: Medium

Learning Objective 2: Discuss employer concerns about social media use and the components of an effective social media policy.

_________ is a situation in which an employee notifies authorities of wrongdoing in an organization.

Difficulty: Easy

Learning Objective 3: Identify current issues regarding employee rights.

__________ are also known as integrity tests.

Difficulty: Easy

Learning Objective 3: Identify current issues regarding employee rights.

________________ involves tracking employee activity and use of phones, vehicles and computers.

Difficulty: Easy

Learning Objective 4: Explain legal and ethical issues involved in monitoring employees in the workplace.

Broken promises by employers such as working conditions that are dangerous or extremely intolerable are examples of________________.

Difficulty: Medium

Learning Objective 5: Discuss the implications of the employment-at-will doctrine and identify the exceptions to it.

Typically, _________ begins with a verbal warning and proceeds through a written warning, suspension, and only in the most serious cases, dismissal.

Difficulty: Easy

Learning Objective 6: Explain the elements of effective discipline policies.

A _________ is the second step in the progressive discipline process.

Difficulty: Easy

Learning Objective 6: Explain the elements of effective discipline policies.

A disciplinary layoff is also known as a/an __________.

Difficulty: Easy

Learning Objective 6: Explain the elements of effective discipline policies.

Under a contractual employee relationship, discharge may occur only if it is based on _______ cause.

Difficulty: Easy

Learning Objective 7: Identify important procedures to follow when firing an employee.

MULTIPLE-CHOICE QUESTIONS

Which act requires federal government agencies to make information in an individual’s file available to him or her?

a) The Fair Credit Reporting Act of 1971

b) The Privacy Act of 1974

c) The Polygraph Protection Act of 1988

d) The Drug-Free Workplace Act of 1998

e) The Employment-At-Will Doctrine

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Sharon is reviewing the company procedures for keeping employment files. All of the following statements are appropriate EXCEPT:

a) Most records must be kept for at least seven years.

b) Employees must be informed on the process necessary to examine their own files.

c) Medical records relating to a disability must be kept separate from other employment documents.

d) I-9 forms must be kept separately for government inspection.

e) The Privacy Act of 1974 does not apply to private employers.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

A bank would like to obtain information regarding the credit history of applicants as well as their lifestyle and spending habits. What should the bank do to obtain this information?

a) The bank cannot obtain this information because it is illegal to check the credit of job applicants.

b) The bank should just ask friends and relatives of the applicants.

c) The bank should obtain the information through a third-party investigation.

d) The bank should contact a credit reporting agency without notifying the applicants that their credit is being checked.

e) The bank should contact a credit reporting agency and notify the applicants that their credit is being checked.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Which of the following is NOT a law affecting employee rights?

a) The Privacy Act

b) The Drug-Free Workplace Act

c) The Fair Credit Reporting Act

d) The Fairness in Employment Act

e) The Employee Polygraph Protection Act

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Ethel applied for a job as a credit card account manager with a major financial institution. Your organization obtained her credit report through a third party investigation. She was not hired because of her recent bankruptcy and poor credit history. As the vice-president of human resources, you are aware of this situation because Ethel is suing the company for your hiring practices. Which of these facts of the case shows that your procedures were faulty?

a) Ethel received a copy of her credit report.

b) Ethel was not given written notice the third-party investigation was being conducted.

1. Ethel was asked questions about how she made account decisions for credit applicants during the interview.

d) Ethel’s resume was incomplete.

e) Credit problems are not reasonable exclusions for this job.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

The Drug-Free Workplace Act of 1988 requires all of the following EXCEPT:

a) mandatory drug testing of certain employees.

b) providing substance-free awareness programs for employees.

c) a drug-free work environment policy must be established.

d) mandatory dismissal for employees found in violation of any part of the policy.

e) the policy must spell out employee expectations in terms of being substance free and infraction penalties.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Which of the following is NOT true regarding the Polygraph Protection Act of 1988?

a) It prohibits employers in the private sector from using polygraph tests in all employment decisions.

b) Polygraph tests have been found to have very strong job-related value.

c) Polygraph tests can be used when theft occurs in the organization.

d) When theft occurs in the organization, a suspected employee has the right to refuse to take a polygraph test without fear of retaliation from the employer.

e) If an employee failed a polygraph test, he or she has the right to challenge the results.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

The Worker Adjustment and Retraining Notification Act includes all of the following EXCEPT:

a) Unforeseen circumstances such as severe damage to an employer’s facility such as a tornado or hurricane would not be included.

b) It applies to employers with over 50 individuals for over one year.

c) 60 days’ notice to workers of covered employers is required prior to closing or layoff.

d) State officials must be notified.

e) Severe financial difficulties of the employer may exempt it from the requirements.

Difficulty: Easy

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Last month a large consumer electronics wholesaler reported a 27% stock loss due to "breakage." The average loss is less than 1% a month. There are over 100 employees at the facility. The only recent hires, Tom, Dick, and Harry, were hired six weeks ago. Dan, the plant manager has come to you, the vice-president of human resources, for advice on how to stop the stealing in a fair and ethical way. What is your advice?

a) Drug tests should be administered immediately to all employees.

b) A polygraph test could be administered to Tom, Dick, and Harry if they were given a baseline polygraph at the time of employment.

c) Encourage Dan to install additional surveillance cameras immediately.

d) A polygraph test should be administered immediately, with no warning or explanation, to Tom, Dick, and Harry.

e) Provide written notice to Tom, Dick, and Harry that they will be scheduled for a polygraph test.

Difficulty: Hard

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

A company with 350 workers is laying off 75 employees. How much notice is this company required to provide to the laid-off employees?

a) 30 days

b) 40 days

c) 50 days

d) 60 days

e) 70 days

Difficulty: Easy

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Rajiv has worked for 22 years at a 40-employee branch of a large auto parts chain which is the only one in his state. Business has been very bad lately, and there are rumors of consolidation, reorganization, even bankruptcy. What protection is Rajiv given under the Worker Adjustment and Retraining Notification Act?

a) With less than 25 years seniority, he can be laid off with less than six months’ notice.

b) Rajiv will be given 60 days warning if his location closes.

c) No protection. His industry is not covered by the act.

d) No protection. His branch is too small for coverage.

e) Rajiv will be given 30 days warning, but only if the whole organization closes.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Luis has worked for a 2500-employee chemical manufacturer, ABCHEM, for two years. He went to work Monday morning to find his key no longer fit the front door lock and a new sign "FUTURE HOME OFFICE OF ALLIED PLASTICS” on the front door. He called his office and found that the telephone had been disconnected. He then noticed the local paper with headlines, "ABCHEM sells plastics subsidiary: 2000 layoffs!!" Luis remembered the letter he received from the HRM department three months earlier which had warned of this probable plant closing, but he ignored it as a rumor. What protection is Luis given under W.A.R.N.?

a) He is entitled to an amount equal to pay and benefits for up to 60 days.

b) His job must be given back to him.

c) No protection. He was notified in an appropriate manner.

d) No protection. The employee layoff number is too small.

e) No protection. He hasn’t worked there long enough.

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Dwight, vice-president of human resources for a large textile firm, is in a strategic restructuring meeting. The discussion topics include which one of three production facilities to close. There are 40 employees at each of the facilities. When asked, "What should we tell the employees?" Dwight responds,

a) "Tell them we are keeping the newest plant open for another 2 years. Transfer all employees with 20 years of seniority to that plant."

b) "Notify all workers immediately of probable plant closings within the next 4 years."

c) If we close, workers in affected areas get 30 days’ notice or 90 days’ pay and benefits upon closing."

d) "Legally, we are not required to tell the employees anything unless we lay off 50 or more individuals."

e) "Bankruptcy would let us charge workers for the past year’s medical benefits."

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

What is the purpose of conducting a credit report on a job candidate?

a) To assess the individual’s character and general reputation

b) To maintain compliance with the Privacy Act of 1974

c) To maintain compliance with the Fair Credit Reporting Act of 1971

d) To eliminate the need for drug or polygraph testing

e) To ensure that the applicant is a U.S. citizen

Difficulty: Medium

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

When storing employee records, what should be stored separately from other job-related documents?

a) Job descriptions

b) Resumes

c) Disciplinary action records

d) Emergency contact information

e) Form I-9

Difficulty: Easy

Learning Objective 1: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information.

Employers need to craft Social Media policies that protect employers and employees by including all of these EXCEPT:

a) Information outlining the company’s policy on monitoring Internet use.

b) Explaining that employees have no expectation of privacy when using the Internet at work.

c) Explaining the possibility of legal repercussions from defamation.

d) Reminding employees about privacy settings.

e) Explaining to employees that comments will have a negative impact on their drug-free status.

Difficulty: Medium

Learning Objective 2: Discuss employer concerns about social media use and the components of an effective social media policy.

Admir was fed up with the rudeness and incompetence of the manager at the fitness center where he worked. After a rack collapsed during an exercise class, sending unused weights all over the floor, he expressed his frustration on social media stating, “What kind of dumb a** refuses to repair faulty equipment after being told a hundred times that it endangers staff and customers?” Seventeen of his co-workers responded or shared his comment. His company had a policy that prevented employees from posting negative comments about the employer on social media. He was fired the next day. Can he get his job back?

a) No. Whistleblowers in private employment are not protected.

b) No. He is an employee-at-will.

c) No. This type of behavior has been prohibited by the National Labor Relations Act.

d) Yes. Sarbanes-Oxley protects employees from retaliation.

e) Yes. His communication was protected because he was discussing employment conditions with other employees.

Difficulty: Medium

Learning Objective 2: Discuss employer concerns about social media use and the components of an effective social media policy.

Which of the following jobs is subjected to drug tests under the Drug-Free Workplace Act of 1988?

a) Elementary school teacher in a private school

b) Cashier at a retail store

c) Taxi driver

d) Technician in a company regulated by the Nuclear Regulatory Commission.

e) Software designer at Microsoft

Difficulty: Medium

Learning Objective 3: Identify current issues regarding employee rights.

A majority of all U.S. organizations use some form of drug testing. Which of the following is NOT true regarding substance abuse in the U.S. workplace?

1. Workplace testing has been declining.
2. Legalization of marijuana has reduced the number of applicants passing drug screening.
3. Applicants who test positive for substance abuse cannot be dropped from consideration.
4. Some employers allow employees who fail drug tests to seek treatment and retain their jobs.
5. Some employers are re-examining their tolerance for marijuana use.

Difficulty: Medium

Learning Objective 3: Identify current issues regarding employee rights.

Which if these types of employers is NOT required to do drug screening for employees?

a) Railways

b) Airlines

c) Hazardous materials transport

d) Healthcare

Difficulty: Easy

Learning Objective 3: Identify current issues regarding employee rights.

Which of these is NOT a purpose of “love contracts”?

a) Reduce risk of sexual harassment claims.

b) Reduce perceptions of favoritism.

c) Provide an opportunity to discuss professional behavior in the workplace.

d) Remind employees that they have little privacy in the workplace

e) Prohibit all relationships between employees.

Difficulty: Medium

Learning Objective 3: Identify current issues regarding employee rights.

Which of these is NOT an element of the Hot-Stove Rule?

a) Advance warning.

b) Interpersonal action

c) Immediate consequence

d) Consistent action

e) Impersonal application

Difficulty: Medium

Learning Objective 3: Identify current issues regarding employee rights.

Which of the following is NOT true regarding honesty tests?

a) Honesty tests tend to focus on theft and drug use.

b) Since honesty tests are very expensive, very few companies use them.

c) Honesty tests mostly entice applicants to provide information about themselves that otherwise would be difficult to obtain.

d) Individuals are frequently truthful about their dishonesty.

e) Honesty tests are designed with multiple questions to assess consistency.

Difficulty: Medium

Learning Objective 3: Identify current issues regarding employee rights.

Research studies suggest that

a) honesty tests are not reliable.

b) honesty tests are very expensive to administer.

c) a small number of companies in the United States are using honesty tests to screen applicants.

d) honesty tests can be effective devices to screen applicants.

e) honesty tests are not valid.

Difficulty: Medium

Learning Objective 3: Identify current issues regarding employee rights.

Lynne, an officer of a major corporation, noticed that David, her boss, reported personal expenses on his expense account when they traveled. He usually bought new clothes on a trip (suit, shoes, jacket), brought along a family member or friend, and attended sight-seeing or cultural events with them. All of these items ended up on David’s expense report. When Lynne reported these practices to federal authorities, she was

a) employee surveillance.

b) whistle-blowing.

c) integrity testing.

d) reengineering work processes.

e) utilizing graphology.

Difficulty: Medium

Learning Objective 3: Identify current issues regarding employee rights.

A major automobile manufacturer is considering a product recall, due to a design flaw that could cause its vehicles to burst into flames after a rear-end collision. After determining it would be less expensive to settle individual lawsuits that might be filed claiming negligence, the manufacturer drops the recall idea. Andrew, a product engineer who found and reported the flaw up through the organization’s chain of command, is shocked. He complains to his manager but is told to keep quiet and go do his job. Andrew becomes a whistle-blower and reports his findings to the federal government. He is protected from termination under the ________.

a) Occupational Safety and Health Act

b) Consumer Product Safety Act

c) Polygraph Protection Act

d) Privacy Act

e) Worker Adjustment and Retraining Notification Act

Difficulty: Medium

Learning Objective 3: Identify current issues regarding employee rights.

Which of the following may offer some protection against termination for comments about an employer on a personal social media account such as Facebook or Twitter?

a) The National Labor Relations Board

b) The WARN Act

c) The Privacy Act

d) Employee Polygraph Protection Act

e) Employee Rights Act

Difficulty: Medium

Learning Objective 3: Identify current issues regarding employee rights.

Why should an HR department be concerned about, and establish policies for workplace romance?

a) Most sexual harassment charges are the result of a workplace romance that ended.

b) To reduce the perception of favoritism

c) To increase the privacy of employees and coworkers involved

d) To eliminate the need to discuss professional behavior on the job

e) They provide a basis for promotion and moves within the organization.

Difficulty: Difficult

Learning Objective 3: Identify current issues regarding employee rights.

Which of the following is not a benefit of workplace monitoring?

a) Tracking productivity

b) Identify highly effective employees

c) Improved safety and security

d) Protecting whistle-blowers

e) Design better workspaces

Difficulty: Medium

Learning Objective 3: Identify current issues regarding employee rights.

What results from an employer and an employee entering into a legal agreement regarding how employee issues are handled, including termination procedures?

a) Statutory considerations

b) A contractual relationship

c) Good faith

d) Constructive discharge

e) An implied employment contract

Difficulty: Easy

Learning Objective 3: Explain the employment-at-will doctrine and relevant exceptions.

Discipline generally follows the typical sequence of the following four steps:

a) suspension, written verbal warning, dismissal, written warning.

b) dismissal, suspension, written warning, written verbal warning.

c) written warning, suspension, written verbal warning, dismissal.

d) written verbal warning, written warning, suspension, dismissal.

e) suspension, written warning, dismissal, writing verbal warning.

Difficulty: Medium

Learning Objective 3: Identify current issues regarding employee rights.

Gloria works for a large appliances store in the Midwest. She has heard a rumor that all employees will be issued new badges that include location sensors and microphones in order to prevent theft and determine which employees are most efficient. Can this rumor be true?

a) No, because it would violate the Privacy Act of 1974.

b) No, because it would violate the Decent Workplace Act of 1985.

c) No. It is unethical listen in on employees.

d) Yes, if the employer included this type of employee monitoring in a written policy and explained the policy to the employees.

e) Yes, because of the Employment-at-Will doctrine.

Difficulty: Medium

Learning Objective 4: Explain legal and ethical issues involved in monitoring employees in the workplace.

Which of the following is NOT true regarding workplace security?

a) Workplace security has become a critical issue for employers.

b) Workplace security is defined as actions on behalf of an employer to ensure that the employer’s interests are protected.

c) Workplace security issues have become less prevalent in U.S. organizations over the last five years.

d) Smart badges have advanced technology that allow employers to track employees’ movements.

e) Most large companies monitor their employees’ email and Internet usage.

Difficulty: Medium

Learning Objective 4: Explain legal and ethical issues involved in monitoring employees in the workplace.

Nineteenth-century common law permitted employers to discipline or discharge employees at their discretion. This concept is the basis for:

a) Employment-at-will doctrine.

b) Hot stove rule.

c) Property rights.

d) Employee surveillance.

e) Labor arbitration.

Difficulty: Easy

Learning Objective 5: Explain the employment-at-will doctrine and relevant exceptions.

Raoul began with his employer two years ago and was told that it was a family friendly workplace and working at home occasionally for family reasons was an accepted practice. When his family expanded with their first child’s birth last year, Raoul began to work from home 2-3 days a week when his spouse went back to work. His manager told him that other employees felt he was abusing the policy and to try to show up in the office more often. After working from home for a full week when his spouse was out of town, Raoul was fired. He claimed that during her job interview she had been told about the family friendly work from home policy and was not told of a limit on working from home. What type of wrongful discharge suit could he file?

a) Contractual relationship

b) Breach of good faith

c) Statutory considerations

d) Public policy violation

e) Implied contract

Difficulty: Hard

Learning Objective 5: Explain the employment-at-will doctrine and relevant exceptions.

Erica was fired for refusing to sign her name to a financial report that she knew was inaccurate. What type of wrongful discharge suit could she file?

a) Public policy violation.

b) Breach of good faith.

c) Employment-at-will doctrine.

d) Contractual relationship.

e) Implied contract.

Difficulty: Medium

Learning Objective 5: Explain the employment-at-will doctrine and relevant exceptions.

Which of the following is NOT an exception to the employment-at-will doctrine?

a) Contractual relationship

b) Public policy violations

c) Implied employment contract

d) Closed employment clause

e) Statutory considerations

Difficulty: Easy

Learning Objective 5: Explain the employment-at-will doctrine and relevant exceptions.

Diane had been Frank's secretary for 35 years. Frank fired Diane last month because he could hire an entry-level secretary for about half the money he paid Diane. What type of wrongful discharge suit could Diane file?

a) Contractual relationship

b) Breach of good faith

c) Statutory considerations

d) Public policy violation

e) Implied employment contract

Difficulty: Medium

Learning Objective 5: Explain the employment-at-will doctrine and relevant exceptions.

Carrying a concealed weapon, gross insubordination, and sexually harassing another employee are examples of which type of disciplinary problem?

a) Attendance.

b) On-the-job behaviors

c) Dishonesty

d) Outside activities

e) Shirking

Difficulty: Easy

Learning Objective 6: Explain the elements of effective discipline policies.

Nala needs to address the behavior of Tiffany who was transferred into her department a few months ago. Her work ethic is poor and productivity is minimal. Her numerous breaks and frequent personal calls are annoying her co-workers. Her previous supervisor was fired for his poor work ethic and failure to train new employees adequately. He pulled Tiffany out of her orientation and onboarding sessions to do personal errands for him. What contingency factor should Nala consider as she begins the disciplinary process?

a) Seriousness of the problem

b) Extenuating factors

c) Communication

d) Management backing

e) Disciplinary ethics

Difficulty: Medium

Learning Objective 6: Explain the elements of effective discipline policies.

Sam is a night watchman for a small computer manufacturer. He is working his way through college and usually either sleeps or studies during his shift. His supervisor told him that studying was permissible, as long as he scanned the monitors every 10 minutes and walked the building every hour. Sleeping, however, is grounds for dismissal. Sam has been written up two times for sleeping during his work shift. After the last time, he was told there would be no more chances. Last week, $1 million worth of equipment vanished from inventory. When the thieves were caught, they mentioned the sleeping night watchman. Sam’s boss fired him immediately, yelling at him that he was just like his brother, a no good lazy bum. What was wrong with the boss’ actions?

a) The boss should not have made personal comments.

b) Sam should have been warned.

c) The boss should have waited several weeks before firing Sam.

d) Sam should be transferred to a less responsible job.

e) The boss should have inquired about extenuating circumstances in the offense.

Difficulty: Medium

Learning Objective 6: Explain the elements of effective discipline policies.

Andrew, a twenty-year veteran in computer software development management, always follows the hot stove rule for discipline. He would support which of the following actions?

a) He waits until he has several issues to reprimand an employee. That avoids excessive bad moods on the employee’s part.

b) He doesn’t bother employees with the organization’s rules and standards of behavior. That tends to make them feel less professional.

c) He skips the first step and goes straight to written warnings for problem employees.

d) Once the action is taken, he makes every attempt to let it go and get on with work, treating the person like before.

e) He makes allowances for his star performers.

Difficulty: Medium

Learning Objective 6: Explain the elements of effective discipline policies.

Which of the following is NOT an element of Performance Improvement Plans?

a) Document performance issues.

b) Develop an action plan.

c) Meet with employee.

d) Employee surveillance.

e) Follow-up.

Difficulty: Easy

Learning Objective 6: Explain the elements of effective discipline policies.

Ortega has been warned twice about eavesdropping on his manager’s phone calls then discussing the information. This type of action can be punished with firing. The former incidents were documented, and Ortega was told there would be no more chances. It has just been reported that he, again, discussed a proposed merger over lunch with his friends. What action should be taken?

a) Verbal warning

b) Dismissal

c) Suspension

d) Harsh warning

e) Hot stove rule

Difficulty: Medium

Learning Objective 7: Identify important procedures to follow when firing an employee.

Which is the most appropriate course of action when firing an employee?

a) Have the former employee return one week later for severance pay and to discuss how the employee has moved on.

b) Explain the details of the termination to all remaining employees to avoid rumors.

c) Be very clear about the termination and the reasons for it.

d) Change passwords and programs and collect keys from the former employee within one week.

e) Give the terminated employee the rest of the afternoon to say “good bye” to coworkers and colleagues.

Difficulty: Medium

Learning Objective 7: Identify important procedures to follow when firing an employee.

Chris and David both arrived one hour late for work today. Chris was fired. David was given a verbal warning. Such disparate treatment for the same offense could be considered fair and equitable for all of these reasons EXCEPT:

a) Chris was a long-term employee. David was a new hire.

b) Chris comes in late three or four days a week. He has been warned repeatedly about consequences for such behavior. David has never been late before.

c) Chris has proven to be an unreliable employee. He is inaccurate and late in written work. He often misses meetings that he says he attends. David is a reliable employee in other aspects of the job.

d) Upper management demands that time rules be followed by all employees.

e) Chris missed the annual board review. David had nothing scheduled until noon.

Difficulty: Hard

Learning Objective 7: Identify important procedures to follow when firing an employee.