Ch9 Test Bank Docx Terminating Healthcare Employees

Chapter 9 Test Bank

Twenty /Questions. Twenty Multiple Choice Questions. 10 Matching Exercise.

Twenty /Questions.

1). Terminating an employee is one of the most disliked responsibilities of supervisors. p. 219

2) Employee handbooks have been upheld in court cases as employment contracts. p. 221

3) One of the reasons healthcare employee terminations occurred because of poor job performance and theft. p. 221

4) Employee discharge occurs when an employee has not improved their job performance. p. 220 employee dismissal.

5). Employee separation occurs in four different ways: an employee resigns, retires, is laid off, or is terminated.p. 220

6) Employment at will doctrines is more prevalent in public organizations than private. Private orgs. P. 221

7) The public policy exception states that an employer cannot terminate an employee if they refuse to comply with an employer’s request to perform an illegal action, violating public policy. p. 221

8) Due process methods provide employers with the opportunity to build a case against an employee they would like to terminate. p. 222 Provides a process for the employee to dispute a termination.

9) Alternative dispute resolution methods are opportunities to resolve labor disputes outside the court system. p. 222

10) Peer review panels are examples of third-party external mediators who review labor complaints and make recommendations to resolve the issue. p. 264 Internal

11) The easiest methods of alternative dispute resolution are open door policies which are external methods of resolution. p. 222 internal.

12) Implied contracts can occur when a potential employer makes a verbal promise such

as “if you do a great job, you will have a job for life” to an employee or an employee

handbook or manual suggests a type of contract. p. 221

13) In 2001, AAA launched the Healthcare Payer Provider Arbitration Rules, which

focuses on reimbursement disputes between providers and payers in the health care

industry. p. 222

14) The step in the progressive discipline approach is to give the employee an official written warning for their personnel file. p. 223

15) The first step in the positive discipline approach is to counsel the employee. p. 223

16) When the new employee is hired, one of the first pieces of documentation given to the

individual is their benefits package. p. 224 employee handbook

17) Managers should have an exit interview with the terminated employee in a comfortable environment to ensure the employee is treated with respect and understands what has happened. p. 226

18) It is important that all supervisors know who is being terminated so they can share that information with their employees. p. 226 Confidentiality is crucial

19) An administrative termination is a termination of employment without cause such as a layoff of employees. p. 224

20). Employees are terminated for cause when they make a serious judgment error. Examples are stealing or threatening another employee. p. 224

Twenty Multiple Choice Questions

1. An external procedure for resolving employment disputes is:
2. Peer review panels
3. Open door policy
4. A and B
5. Arbitration P. 222
6. The ______________________ which is the largest alternative dispute resolution provider, trains individuals in resolving employment issues through
7. Arbitration and Mediation Services
8. Mediation and Conciliation Services
9. American Arbitration Association (AAA) p 222
10. Alternative Dispute Resolution Association
11. These insurance products became popular in the 1990s when the Civil Rights Act of 1991 (amendment to the Civil Rights Act of 1964) was passed, which allowed financial damages for discrimination and harassment suits.
12. Managed care insurance
13. Indemnity insurance
14. Social media insurance
15. Employment practices liability insurance p. 222
16. Most states adhere to the___________________, which means that, in the absence

of a legal employment contract, employees and employers can end their relationship

for any reason.

1. Public policy doctrine
2. Employment-at-will doctrine p. 221
3. Discharge at will doctrine
4. Termination at will doctrine
5. The ___________________________has been adopted into the Uniform Commercial Code

and the American Law Institute’s Restatement of Contracts.

1. Good Faith Pact
2. Honesty and Integrity Pact
3. Breach of implied covenant of good faith and fair dealing p. 221
4. None are correct
5. An alternative to employment-at-will doctrines is the establishment of ___________________ which provide employees with the opportunity to appeal the organization’s decision to terminate the employee.
6. Due process methods p. 222
7. Due diligence methods
8. Due force methods
9. A and B
10. This external negotiator,______________, intercedes to resolve a dispute, but his/her suggestion is not legally binding.
11. Peer review panelist
12. Open door negotiator
13. Arbitrator
14. Mediator p. 222
15. Most employers use the_____________________, which is a formal discipline process in which repeated negative behavior results in more serious disciplinary measures.
16. Positive discipline approach
17. Hot stove approach
18. Employment at will approach
19. Progressive discipline approach p. 223
20. Which type of termination allows an employee to collect unemployment benefits?
21. Involuntary termination
22. Voluntary termination
23. Administrative termination p. 224
24. Absolute termination
25. Employees are terminated ________________which occurs when an employee jeopardizes other employees— examples are stealing or threatening another employee.
26. Just cause
27. Lack of cause
28. Due cause
29. For cause p. 224
30. Supervisors should be very familiar with the content of what employment document?
31. Employee handbook p. 224
32. Health insurance handbook
33. Orientation handbook
34. None of the above
35. __________________ consist of specially trained employees that become involved in evaluating employee disputes. They are required to sign confidentiality agreements regarding the process.
36. Open door policy
37. Arbitration panel
38. Open door panel
39. Peer review panels p. 222
40. If an employer fires an employee for refusing to violate public policy, this would be construed as _________________.
41. Illegal discharge
42. Wrongful termination p. 221
43. Illicit discharge
44. Due cause
45. if you do a great job, you will have a job for life” is an example of what?
46. Employee handbook
47. Implied contract p. 221
48. Wrongful contract
49. Hot air
50. A __________________ consists of several conferences that focus on changing

employee behavior from positive to negative.

1. Progressive discipline approach
2. Positive discipline approach. p.223
3. Termination discipline approach
4. Voluntary discipline approach
5. _________________ is a relationship between an employee and an employer with expectations

by each that the responsibilities of the other will be fulfilled.

1. Employment p. 219
2. Employment at will
3. Work at will
4. None are correct
5. Which is the easiest way to terminate an employee?
6. Employment at will
7. Public policy exception
8. Due cause
9. For cause p. 224
10. When a new employee is given a copy of the handbook, what should the organization do?
11. Ask for their input immediately
12. Test them on the material
13. Ask the employee to sign a receipt indicating he or she has

received the handbook, maintaining the receipt in the employee personnel file. p.224

1. Tell them they can put it in their desk and forget about it.
2. To ensure that a termination process is fair and legal, the organization should:
3. Conduct routine performance appraisals
4. Provide consistent employee feedback
5. Communicate employer expectations to the employee
6. All are correct p. 225

20) Which statement is correct about an open door policy?

a) It is the easiest method of providing an avenue for discussion of employee issues.

b) There is only one person listening to the employee about an issue

c) Although there are limitations, it is better than no due process policy

d) All are correct p. 222

10 Matching Exercise

A. The decision of the _____________ is a binding decision that both parties must abide by and is enforceable under federal and state laws.

B.. The __________________ states that an employer cannot terminate an employee

if the employee refuses to comply with an employer’s request to perform an illegal

action that would violate a public policy

C. __________________occurs when an employee exhibits behavioral problems

that are offenses for termination

D. ________________ can occur when a potential employer makes a verbal promise such

as “if you do a great job, you will have a job for life”

E. The __________________which is the largest alternative dispute resolution provider, trains individuals in resolving employment issues through arbitration and mediation.

F An employer initiates________________-of an employee for poor performance.

G. ________________- consist of specially trained employees that become involved in evaluating employee disputes. They are required to sign confidentiality agreements regarding the process.

H. ________________intercedes to resolve a dispute, but the suggested agreement is not legally binding

I. ________________covers employer legal fees, settlements, and judgments due to employment matters.

J. If an employer fires an employee for refusing to violate public policy, this would be construed as _________________.