Chapter 13 Practice Test
What is a key difference between a step-review process of dealing with employee complaints in nonunionized workplaces versus a grievance procedure in a collective bargaining agreement?
Step-reviews do not provide for a neutral third party as a judge of last resort.
Management's failure to communicate rules to employees is one of the major reasons for reversing disciplinary action. :T/F
T
Ombudspeople help management by providing a check on itself. :T/F
T
One of the goals of discipline is that it should be seen as training that moulds and strengthens the desirable conduct—or corrects undesirable conduct—and develops self-control. :T/F
T
One of the major reasons for investigative interviews is to establish the facts surrounding an employee's offence. :T/F
T
The HR department is responsible for developing disciplinary policies and procedures. :T/F
T
The Juniper Corporation wishes to establish an alternative dispute-resolution procedure that will provide a sense of justice for employees. A peer-review board would offer this benefit. :T/F
T
The employment-at-will doctrine states that either the employee or the employer may terminate the employment relationship for any reason. :T/F
T
The failure to document earlier actions often results in management not imposing disciplinary penalty when a transgression is committed. :T/F
T
Wrongful dismissal is a lawsuit filed in a court by an employee alleging that he or she was dismissed without proper contractual or reasonable notice. :T/F
T
To keep organizational rules effective, employers should do all of the following, EXCEPT which one?
make certain that all rules are communicated orally to all employees
The University of Lalaland has decided to move to a new system in dealing with employee complaints. It has hired a retired judge whose job is to listen to employees' complaints and then try to seek solutions through negotiation and mediation. What is the most likely title of this person's job?
ombudsperson
In a nonunion workplace, which of the following complaint processes is most similar to a grievance procedure under a union contract?
step-review system
What is a key characteristic of an implied employment contract?
It contains terms that judges read into employment contracts when the written contract does not expressly deal with the matter.
Using a positive discipline approach, giving an employee a paid decision-making leave would allow for which of the following?
It gives an employee time to consider whether he or she wishes to remain with the organization.
Which of the following best describes an open-door policy?
It identifies various levels of management above an employee's immediate supervisor that an aggrieved employee may contact.
When applying either progressive or positive discipline, it is important to maintain complete records of each step of the procedure. :T/F
T
The courts have ruled that employers can monitor computer use and Internet access of employees when they are at work. Which of the following is a key reason suggested by the courts for this?
The employer owns the computer
Which of the following conditions must be met for an employer to summarily dismiss an employee in a nonunion environment for off-duty conduct?
The employer would have to prove that its interests are adversely affected by the conduct.
Johnny Damon, the human resource manager at Damon Electric Utility, wants to reduce the pay for one of his employees. The pay is included in the employee's employment contract. How can Mr. Damon legally change the employee's pay?
get the employee to agree to the change and provide a new benefit
ABC Corporation induced computer programmers to leave their old jobs through the promise of higher salaries. However, when the programmers started to work for ABC, the company denied making any promises to them. Through its behaviour, what has ABC likely violated?
implied contract rules
Where should termination meetings be held?
in a neutral location, such as a conference room.
Assume that the governing political party does not like how some employers have been taking advantage of a loophole in the law to discriminate against women and they want this situation corrected. What should the government do?
introduce a motion in the legislature to amend the legislation
When a supervisor decides to dismiss an employee, which of the following suggestions should NOT be followed?
keep an open mind in case the subordinate offers an acceptable plan to correct his or her disciplinary problem
Which of the following does NOT belong in the disciplinary model outlined in your text?
negotiation
In a recent Society for Human Resource Management study, which of the following factors was found to be the most important driver of employee trust and loyalty?
perceptions of ethical behaviour by leaders in organizations
Assume that Rajas Cable Inc. uses a positive discipline system to correct undesirable employee conduct. In this system, which of the following actions will the firm take to deal with unacceptable performance?
reminders
After repeated instances of poor work performance, Robert was given a written warning. In a typical progressive discipline program, what is the most likely next step?
suspension
Which of the following is an example of an employee's statutory right?
the Pay Equity Act
Which of the following pieces of legislation provides for an employee to see his or her personnel file?
the Personal Information Protection and Electronic Document Act (PIPEDA)
How should the hot-stove approach to rule enforcement be applied?
with warning, immediately, consistently, and in an impersonal way
Positive discipline is different from progressive discipline in that it is based on a "problem-solving" approach to discipline. :T/F
T
Positive discipline relies on encouragement given to employees as a way to improve performance. :T/F
T
Step-review systems involving nonunion employees are very similar to grievance procedures used in union contracts. :T/F
T
Based on the research evidence on summary dismissal cases, in which of the following scenarios does the employer stand the least chance of winning in the courts?
A secretary is dismissed because of poor typing skills.
Dismissal is the final disciplinary action. :T/F
T
Managers have virtually unlimited discretion in taking disciplinary action against an employee. :T/F
F
Mediation is a formal process resulting in compromise. :T/F
F
Organizations are required by law to comply with ethical guidelines. :T/F
F
Positive discipline is based on a mutual problem-solving approach, but resolutions are still mandated by the HR department. :T/F
F
Progressive discipline is designed to force an employee to improve his or her performance. :T/F
F
Documentation of employee misconduct includes stating the improvement expected by the employer.:T/F
T
In an organizational setting, discipline should be viewed as an educational process rather than a punishment. :T/F
T
Which of the following is NOT an organizational benefit of using arbitration to resolve an employer-employee discrimination complaint?
Arbitration does not involve anyone external to the organization.
The Hot Stove Rule refers to waiting until both the employee and the manager "cool down" before ever taking disciplinary action. :T/F
F
The correct sequence of progressive discipline is as follows: (1) written warning, (2) oral warning, (3) suspension, and (4) discharge. :T/F
F
The primary responsibility for preventing or correcting disciplinary problems rests with the HR department. :T/F
F
The step between a verbal warning and termination in progressive discipline is the disciplinary interview. :T/F
F
Whatever the reason for dismissal, it should be done with primary concern for the organization. :T/F
F
With an open-door policy, decisions tend to be consistent across managers. :T/F
F
A peer-review system, also called a "complaint committee" is composed only of people whose jobs are similar to the person appearing before the board. :T/F
F
An employee's legal and moral rights to privacy are clear and well-defined. :T/F
F
Because personnel files are the employer's property, an employee may be barred from seeing his or her file. :T/F
F
Bill has been found guilty of theft, a termination offence. Before he is dismissed, his manager must apply all the steps of progressive discipline. :T/F
F
Employees are correct in assuming that their rights to privacy extend to e-mail and voice mail messages. :T/F
F
Employees are rarely successful when they attempt to sue employees for wrongful dismissal. :T/F
F
Employees have statutory rights that are derived from contracts. :T/F
F
In law, negligence is the failure to honour established contracts. :T/F
F
It is not necessary that the employee be given an opportunity to explain his or her side of the issue during the investigative interview. :T/F
F
Alberta Oil Corporation is planning to implement an open-door policy to deal with employee complaints. What is a key criterion for this policy to be successful?
Managers must encourage employees to voice their complaints and listen honestly to those concerns
In order to be effective, employee discipline must take place as soon as possible after the problem is verified. :T/F
T
During her interview, Angela is told by her future manager that if she is a good worker she will have a permanent job with the company. Her manager has likely created an implied contract with Angela. :T/F
T
Employee rights are granted to workers by the courts, legislatures, and/or employers. :T/F
T
Employee rights issues frequently involve an employer's alleged invasion of an employee's right to privacy. :T/F
T
In regard to the documentation of employee misconduct, which of the following statements is INCORRECT?
Most managers are trained to accurately document employee misconduct through their management training and/or development programs.
The HR manager at Stacco Ltd. is planning to fire Paul for poor job performance. He is aware that he has to give "reasonable notice" to Paul. What are two factors that he has to take in consideration when determining the amount of notice?
Paul's length of service and the nature of his work
Ethics can be defined as a set of standards of acceptable conduct and moral judgment. :T/F
T
2. What are some of the pros and cons of "open-door" policies?
On the positive side, open-door policies provide an avenue for employees to voice complaints about their work. Open-door policies are especially useful when the subject of the complaint is an employee's immediate supervisor. Moreover, complaints made through an open-door program can provide valuable information to upper-level management. While open-door policies can work quite well, problems are not unusual under these programs. First, there may be large differences in managers' commitment to the policy. This situation creates doubt in the minds of employees. Second, some employees may be reluctant to raise a complaint under this system. If an employee has concerns about the supervisors "hanging together" against complainants, it is unlikely that he or she will issue a complaint. Furthermore, there may be inconsistencies between managers in terms of their decisions. Perceptions of inequity and unfairness will prevent employees from using the open-door system effectively. Finally, there are concerns that some managers do not listen honestly to employees who raise complaints through this system.
It is standard practice for employers and contingent employees to utilize formal employment contracts. :T/F
T
HR departments strive to ensure ethical treatment of employees by communicating the organization's values and communicating and enforcing standards throughout the organization. :T/F
T
1. What is progressive discipline? How does it differ from positive discipline?
Progressive discipline is the application of corrective measures by increasing degrees. The intent is to stop the undesired behaviour using the minimum amount of corrective action necessary. In practice, progressive discipline starts as a low-key, informal reminder and moves through several levels of more intensive measures until the behaviour is extinguished. If the behaviour cannot or will not be altered, the progression ends at terminating the employee. In short, using progressive discipline allows the employer several opportunities to correct undesired employee behaviour before terminating the employment relationship. Positive discipline is similar to progressive discipline in that both methods involve a multistep approach to employee discipline that favours early correction of problem behaviours. However, positive discipline differs in several ways. First, under positive discipline, the employee has primary responsibility for resolving his or her behavioural problem. Second, positive discipline involves a spirit of cooperation and problem solving rather than confrontation. Instead of being strictly punitive, supervisors are expected to encourage and work with employees with performance problems. In sum, the positive discipline relationship seems more like parental guidance than the adversarial relationship inherent in the progressive model.
An example of a statutory right is an employee right to a safe workplace. :T/F
T
An implied contract terms that judges read into employment contracts when the written contract does not expressly deal with the matter. :T/F
T
An ombudsperson solves problems through negotiation and mediation activities between supervisors and subordinates. :T/F
T
Canadians' privacy with respect to personal information is protected by federal legislation that came into effect January 1, 2001. :T/F
T
Constructive dismissal occurs when an employer unilaterally changes an employee's working conditions such that compensation, status, or prestige is reduced. :T/F
T
Decision-making leave is typically paid leave, and eliminates the negative effects of loss of pay. :T/F
T
A major responsibility of the HR department is to develop, and to have top management approve, its disciplinary policies and procedures. :T/F
T
Alternative dispute resolution (ADR) is a relatively recent development utilized in nonunion workplaces. :T/F
T
In which of the following scenarios can an employer summarily dismiss an employee in a nonunion environment for his or her activities outside of the workplace?
The employee discloses confidential information on a personal blog
Which of the following is the cornerstone and major benefit of mediation?
The parties involved maintain control over the settlement outcome.
Which of the following best describes alternative dispute resolution mechanisms?
They are a relatively recent development in nonunion organizations.
All of the following statements regarding the Personal Information Protection and Electronic Document Act (PIPEDA) are true, EXCEPT which one?
This legislation is applicable to all Canadians
Susan is a fast-track employee slotted for a vice-president position. Her next job assignment is a foreign position in a South American country as director of your manufacturing division. Unfortunately, this position requires supervising foreign male managers who are largely opposed to supervision by females. To not send Susan on this assignment would "short-step" her promotion to vice-president, and possibly be viewed as discriminatory. How would you handle this ethical situation? Be specific
To treat Susan in a fair and equitable manner, a sound decision would be to send Susan to the next job assignment in South America. There are two primary issues involved in this decision. First, it is critical that managers comply with government regulations to promote an environment free from discrimination. If a manager does not send Susan on the foreign assignment, he or she could face the possibility of being accused of gender discrimination. As a consequence, her manager must provide Susan with the same opportunities that would be provided to a male in her position. Second, beyond what is required by the law is the question of organizational ethics. Ethics are defined as the set of standards of acceptable conduct and moral judgment that provide cultural guidelines that help decide between proper and improper behaviour. In this situation, the ethical decision is not an easy one to make because there are multiple cultures, countries, and ethical standards involved. However, one possible solution to handling this situation would be to refer to the organization's code of ethics. Many organizations have their own code of ethics that governs relations with employees that may prove useful. Even if a code of ethics does not exist, from an ethical perspective, it is important that Susan's personal and work-related rights are respected and valued.
ABC Inc. has a disciplinary system whereby its programs are designed to motivate an employee to correct his or her misconduct voluntarily. What type of disciplinary program is ABC Inc. most likely using?
a positive discipline program
The human resource manager has invited Tammy for a meeting to discuss reports of her misconduct. The two parties will have joint discussion and problem-solving activities to address and overcome any proven misconduct. What type of disciplinary program is evident here?
a positive discipline program
What does a peer review board consist of?
an equal number of supervisors and nonsupervisors
Tammy Faye, a university student, is doing research on cases decided by the Supreme Court on employee dismissals for threatening co-workers on the job. Which of the following regimes of employment law is Tammy doing research on?
common law
Bob Barker's employer has moved him to a job that is three to four levels below his current position; it also pays much less. He has been advised by his lawyer that he can challenge this decision in the courts. What do you think Bob will claim happened to him?
constructive dismissal
Carmen, a new supervisor, wants to correctly document the ineffective performance of an employee. Which of the following would she NOT have to do?
do a current performance appraisal of the employee
Under the employment-at-will concept, who can terminate the employment relationship?
employees or employers
In the Ontario legislature, members of the provincial parliament (MPPs) voted to increase minimum wage. What type of employment law does this represent?
statutory legislation
ATV Media Inc. wants to "send a message" that it is serious about employee misconduct, so the company has implemented a disciplinary approach that requires that punishment be immediate and a direct result of breaking a rule. Which of the following terms refers to this disciplinary approach?
the hot-stove rule
As a result of a lawsuit, the Gamma Corporation has decided to institute and communicate its disciplinary policies. Which of the following management groups has primary responsibility for the development of disciplinary policies and procedures?
the human resources department
The Field Corporation wishes to establish an effective disciplinary policy. Which of the following groups of managers should have primary responsibility to prevent or correct disciplinary problems?
the immediate supervisors of employees
Which of the following is NOT a primary goal of ethics training?
to gain publicity
Under a step-review appeal procedure, the last step involves which of the following employee groups?
top management
