Chapter 14: Test Your Knowledge

At the _____ stage of the positive discipline approach, the employee being disciplined might be asked to take a day off with pay to develop a specific written action plan to remedy the problem behaviors. "written documentation" "suspension" "final warning" "counseling"

"final warning"

The average loss from fraud is $500,000 when an executive is involved compared to _____ when the fraud is committed by a lower-level employee. $75,000 $1,000,000 $100,000 $25,000

$75,000

_____ allows workers who have a complaint to talk directly with someone in management. Arbitration Mediation Public policy An open-door policy

An open-door policy

_____ is a process that uses a neutral third party to make a binding decision, thereby eliminating the need to involve the court. Due process Arbitration Interactional justice Just cause termination

Arbitration

Which of the following statements is true of arbitration? Arbitration is part of a court process. Arbitration is costlier and more time consuming than court cases. Arbitration is a common feature in union contracts. Arbitration decisions are not binding.

Arbitration is a common feature in union contracts.

Following the progressive discipline approach, at what point is employee suspension recommended? At the second offense At the fourth offense At the third offense At the first offense

At the third offense

Which of the following sections of an employee handbook is likely to contain a vacation entitlement policy? General employment policies Compensation and benefits Workplace conduct Introduction

Compensation and benefits

_____ are rights based on a specific agreement between an employer and an employee. Human rights Moral rights Contractual rights Statutory rights

Contractual rights

_____ is a process of corrective action used to enforce organizational rules. Procedural justice Guidance Discipline Constructive discharge

Discipline

Which of the following recommended steps for monitoring employees' electronic communications is NOT stated correctly? Do not notify employees that communications will be monitored. Enforce the electronic communications policy through disciplinary procedures. Monitor for business purposes only. Develop an electronic communications policy.

Do not notify employees that communications will be monitored.

_____ occurs when an employer is determining if there has been employee wrongdoing and uses a fair process to give an employee a chance to explain and defend his or her actions. Due process Arbitration Interactional justice Distributive justice

Due process

Which of the following statements regarding fraud in the workplace is NOT true? Employees at lower levels in an organization commit more serious acts of fraud. The average loss is $500,000 when an executive is involved in fraud. A competitive workplace is likely to encourage fraud. The average company loses five percent of its annual revenues to fraud.

Employees at lower levels in an organization commit more serious acts of fraud.

If an employer does use polygraph testing, which of the following guidelines does NOT apply? Employees must be allowed to stop the exam at any time. Employees can be terminated on the basis of polygraph test results. Employees can refuse to take a polygraph test without the fear of being terminated. Employees must be advised of their rights to refuse to take a polygraph exam.

Employees can be terminated on the basis of polygraph test results.

Which of the following is true in states that have legalized marijuana? Employees who cannot perform their jobs properly due to marijuana use are not immune from reprimand. Employers are required to allow marijuana use in designated smoking areas. Employers are free to restrict employees from using marijuana at any time, including their personal time. Employers cannot establish restrictions on the use of marijuana.

Employees who cannot perform their jobs properly due to marijuana use are not immune from reprimand

Which of the following statements regarding intellectual property and trade secrets is NOT true? Employees who make innovations while on the job have the right to own and copyright those works. Employers have the right to have employees bring business opportunities to them first before pursuing them elsewhere. Employers have the right to require employees to limit their discussion of trade secrets and competitive actions and keep them confidential. A 1996 law made theft of trade secrets a federal crime punishable by fines up to $5 million and 15 years in jail.

Employees who make innovations while on the job have the right to own and copyright those works.

_____ is a common-law doctrine stating that employers have the right to hire, fire, demote, or promote whomever they choose, and employees can quit at any time with or without notice. Employment at will Constructive discharge The doctrine of tenure An open-door policy

Employment at will

Which of the following keys for preparing a defense against wrongful discharge is stated incorrectly? Provide employees with a written warning. Develop documentation justifying dismissals. Ensure that the direct supervisor made the dismissal decision. Put together accurate performance evaluations.

Ensure that the direct supervisor made the dismissal decision.

Which of the following statements regarding privacy rights and employee records is NOT true? For the most part, federal rather than state law regulates private employers on the issue of employee privacy. All medical-related information should be maintained separately from all other confidential files, and both paper and electronic files must be safeguarded. By law, employers must keep personnel records up to date and keep only the details that are needed. A company must accurately and completely identify all data collected from mobile apps so that users are aware of how their personal information is being handled.

For the most part, federal rather than state law regulates private employers on the issue of employee privacy.

Which of the following sections of an employee handbook is likely to contain a bring your own device (BYOD) policy? General employment policies Compensation and benefits Workplace conduct Introduction

General employment policies

Which of the following is a recommended way to handle employee expression of controversial, divisive, and/or political views on the job? Start with a formal inquiry to demonstrate the seriousness of the issue. Have a signed nondisclosure privacy agreement. Verbally outline the boundaries and standards for appropriate behavior. Make a note of the behavior during performance appraisal.

Have a signed nondisclosure privacy agreement.

_____ are unwritten agreements created by the actions of the parties involved. Nonpiracy agreements Implied contracts Employment contracts Noncompete agreements

Implied contracts

Which of the following is a provision under the Americans with Disabilities Act (ADA)? Individuals in treatment for an addictive substance are protected by provisions in the ADA. The ADA specifies that dependency on illegal drugs is a disability. Employees who are poor performers because of their drug problems are not subject to disciplinary action. The ADA specifies that alcoholism is not a disability.

Individuals in treatment for an addictive substance are protected by provisions in the ADA.

Which of the following is a provision under the Employee Polygraph Protection Act? It enables employers to prosecute employees who refuse to take a polygraph test. It allows employers to terminate employees if the exam results show them to be guilty. It requires that employees must be advised of their rights to refuse to take a polygraph exam. It requires employees to complete the polygraph test once they begin it.

It requires that employees must be advised of their rights to refuse to take a polygraph exam.

Which of the following statements is true of the progressive discipline approach? It uses verbal and written reprimands and suspension before resorting to dismissal. It is not a process-oriented approach to discipline. It usually does not clearly communicate the seriousness of a problem to employees. It is designed to punish employees rather than change their inappropriate behavior.

It uses verbal and written reprimands and suspension before resorting to dismissal.

Which of the following guidelines regarding employer access and storage of employee records is NOT correctly stated? Inform employees about which types of data are retained. Release employee information only with employee consent. Maintain complete historical data of employees. Restrict access to records to a limited number of individuals.

Maintain complete historical data of employees.

_____ are the main users and enforcers of policies, procedures, and rules in an organization. Managers Production employees Attorneys HR professionals

Managers

_____ prohibit individuals who leave an organization from working with an employer in the same line of business for a specific period of time. Nonpiracy agreements Implied contracts Psychological contracts Noncompete agreements

Noncompete agreements

_____ bar former employees from soliciting business from former clients for a specified period of time. Nonpiracy agreements Implied contracts Psychological contracts Noncompete agreements

Nonpiracy agreements

Which of the following recommended steps for monitoring employees' electronic communications is NOT correctly stated? Communicate the electronic communications policy to employees. Monitor for business purposes only. Obtain verbal permission from employees. Develop an electronic communications policy.

Obtain verbal permission from employees.

_____ are individuals within an organization but outside the normal chain of command who act as independent problem solvers for both management and employees. Exempt employees Employee advocates Arbitrators Ombuds

Ombuds

Which of the following is NOT a recommendation on creating an employee handbook? Place disclaimers in small text. Customize the handbook to fit a company's current situation. Keep the handbook current. Eliminate controversial phrases, such as probationary and permanent employee, which may be misinterpreted if a company has an employed-at-will policy.

Place disclaimers in small text.

Which of the following is general in nature? Procedures Methods Rules Policies

Policies

_____ are general guidelines that help focus organizational actions. Procedures Regulations Rules Policies

Policies

_____ is the perceived fairness of the processes used to make decisions about employees. Procedural justice Interactional justice Distributive justice Restorative justice

Procedural justice

_____ provide customary methods for handling activities. Procedures Regulations Rules Policies

Procedures

_____ are specific guidelines that regulate and restrict individuals' behavior. Procedures Recommendations Rules Policies

Rules

_____ are rights based on specific laws passed by federal, state, or local governments. Natural rights Human rights Contractual rights Statutory rights

Statutory rights

Employers generally use one of three policies when current employees are required to undergo drug testing. Which of the following is NOT one of those three policies? Testing only in cases of probable cause Subjecting everyone to random testing at periodic intervals Testing after accidents Testing everyone at specified times

Testing everyone at specified times

_____ requires that all medical-related information of employees be maintained separately from all other confidential files. The Americans with Disabilities Act The Data Protection Act The Affordable Health Care Act The Privacy Act of 1974

The Americans with Disabilities Act

Which of the following provides protection for corporate whistle-blowers? The Labor-Management Reporting and Disclosure Act The Privacy Act of 1974 The Fair Labor Standards Act The Sarbanes-Oxley Act

The Sarbanes-Oxley Act

Which of the following actions should an employer take when an employee engages in counterproductive behavior off the job? The employer should not do anything as the counterproductive behavior outside work hours is outside the employer's purview. The employer should meet privately with the employee to discuss concerns, give feedback, and explain expectations. The employer should immediately terminate the employee to show that the behavior is not condoned by the employer. The employer should investigate the charges of the counterproductive behavior without due diligence.

The employer should meet privately with the employee to discuss concerns, give feedback, and explain expectations.

Which of the following statements regarding the positive discipline approach is NOT accurate? The goal of the counseling phase of the positive discipline approach is to heighten employee awareness of organizational policies and rules. At the third stage of the positive discipline approach, some firms require the employee to take a day off with pay to develop a specific written action plan to remedy the problem behaviors. At the second stage of the positive discipline approach, written solutions are identified with the aim of preventing further problems from occurring. The positive discipline approach builds on the philosophy that violations are actions that usually can be corrected constructively with punishments and penalties.

The positive discipline approach builds on the philosophy that violations are actions that usually can be corrected constructively with punishments and penalties.

_____ is an individual's freedom from unauthorized and unreasonable intrusion into personal affairs. The right to privacy A reasonable accommodation The right to redress Just cause

The right to privacy

Which of the following statements is true of pulse surveys? They are usually not anonymous. They have short questionnaires. They usually do not provide useful feedback. They are conducted infrequently.

They have short questionnaires.

Which of the following statements regarding the Drug-Free Workplace Act of 1988 is NOT accurate? Failure to eliminate employee drug use can lead to disqualification for government contracts. Off-the-job drug use is not included under the act. Tobacco and alcohol qualify as controlled substances under the act. The act requires government contractors to take steps to eliminate employee drug use.

Tobacco and alcohol qualify as controlled substances under the act.

_____ U.S. states have enacted legislation preserving the rights of employees to carry firearms on an employer's premises. Fifteen Twenty-five Twenty Ten

Twenty

The _____ expanded legislation to allow government investigators to engage in broader monitoring of individuals and workplaces to protect national security. Dodd-Frank Act Lilly Ledbetter Act USA PATRIOT Act Sarbanes-Oxley Act

USA PATRIOT Act

Which of the following best practices for workplace investigations is NOT stated accurately? Specify whether HR or another party (e.g., an attorney or accountant) will conduct the actual investigations of workplace incidents. Present the results of investigations to key decision makers and make appropriate recommendations. Investigate problems quickly before evidence can be tampered with or destroyed and begin interviewing key witnesses. When a crisis occurs, immediately develop a good working plan that outlines how the company should respond.

When a crisis occurs, immediately develop a good working plan that outlines how the company should respond.

From a policy standpoint, in which of the following conditions is testing an employee for drugs appropriate? When written consent of the employee's family is obtained When job-related consequences of the abuse are severe enough that they outweigh privacy concerns When the employer is launching employee assistance program for nondrug users When verbal consent of the employee is obtained

When job-related consequences of the abuse are severe enough that they outweigh privacy concerns

Which of the following statements regarding separation agreements is NOT accurate? For international employees, different legal requirements may exist in various countries, including certain requirements for severance pay and benefits. Separation agreements should be reviewed by legal counsel and comply with all regulations, including the Older Workers' Benefit Protection Act. When using separation agreements, care must be taken to show the appearance of constructive discharge of employees. A firm may provide more generous severance pay or extended outplacement as consideration.

When using separation agreements, care must be taken to show the appearance of constructive discharge of employees.

With cases involving serious infractions, termination should happen: without a suspension period. without a thorough review. after confirming that the decision is free from bias. in the heat of the moment, clean and simple.

after confirming that the decision is free from bias.

In the context of challenges in employee discipline, documentation should focus on all of the following EXCEPT: expectations for future conduct. consequences for failure to correct the deficiencies. an employee's intentions. company performance and behavior expectations.

an employee's intentions.

To become enforceable, a noncompete agreement should: have a duration of three years or more. restrict solicitation of current employees. restrict activity nationwide. be confined to jobs of a similar type.

be confined to jobs of a similar type.

Question Content Area In the context of technology and employer-employee issues, BYOD is an acronym for: block your own device. boot your own device. bring your own device. browse your own device.

bring your own device.

A court is most likely to find an employee's resignation as being involuntary in a case of _____. constructive discharge good-faith exception just cause action wrongful discharge

constructive discharge

All of the following can lead to immediate termination of employment EXCEPT: fighting and other workplace violence. theft. disagreement with supervisor. intoxication on the job.

disagreement with supervisor.

A company newsletter articulating top management's vision for the company is an example of: outward communication. horizontal communication. downward communication. upward communication.

downward communication.

The courts have recognized all of the following exceptions to employment at will (EAW) EXCEPT: implied contract exception. good-faith and fair-dealing exception. due process exception. public policy exception.

due process exception.

A(n) _____ is a physical or electronic manual that explains a company's essential policies, procedures, and benefits. implied contract user guide employee handbook employment contract

employee handbook

Companies are more likely to use a formal employment contract in all of the following conditions EXCEPT when: the employment situation is highly risky and uncertain. employees are internally promoted. the compensation is unusually generous. employees are hired from outside the organization.

employees are internally promoted.

Monitoring electronic communication of employees in the workplace is likely to: worsen the ways that employees interact with each other. endanger corporate resources. reduce overall productivity. harm work unit cohesion and trust among employees.

harm work unit cohesion and trust among employees.

National restrictions on employment at will (EAW) include prohibitions against the use of all of the following as a basis for termination EXCEPT: religion. insubordination. age. national origin.

insubordination.

The three elements of organizational justice are: procedural justice, distributive justice, and restorative justice. transformative justice, restorative justice, and interactional justice. distributive justice, interactional justice, and transformative justice. interactional justice, distributive justice, and procedural justice.

interactional justice, distributive justice, and procedural justice.

Maria's manager gruffly delivers the news that she has not been selected for promotion but does not explain why she has not been selected. Maria believes she has been treated unfairly. The given scenario illustrates a lack of: procedural justice. interactional justice. distributive justice. restorative justice.

interactional justice.

When using video surveillance at work, employers should do all of the following EXCEPT: limit the number of employees who are aware of the surveillance policy. strictly limit those who view the surveillance results. conduct surveillance only for legitimate business purposes. develop a video surveillance policy.

limit the number of employees who are aware of the surveillance policy.

In the context of challenges in employee discipline, perceptions of equity are likely to improve when: allowances for protected status characteristics, such as age, gender, race, or religion, are made. employees with dependency on illegal drugs are given leeway in the discipline procedure. levels of reprimand are kept consistent over the years despite the changes in work conditions. past misbehaviors are taken into consideration when administering punishments.

past misbehaviors are taken into consideration when administering punishments.

A statement that employees are awarded vacations according to years of service is an example of a: procedure. method. regulation. policy.

policy.

Unlike the progressive discipline approach, the positive discipline approach: does not require extensive training time for supervisors. does not focus on solving problems. requires more supervisory time. is administrative in nature.

requires more supervisory time.

The statement that a vacation day may not be scheduled the day before or after a holiday is an example of a: procedure. method. rule. policy.

rule.

A _____ is a formal contract in which a terminated employee agrees not to sue the employer in exchange for specified benefits. separation agreement nonpiracy agreement noncompete agreement clawback agreement

separation agreement

Distributive justice refers to: fairness in distribution of resources. the perceived fairness of the processes used to make decisions about employees. the perceived fairness in the distribution of outcomes. uniform salary structure for same types of jobs.

the perceived fairness in the distribution of outcomes.

In the context of challenges in employee discipline, there can be a downside to documentation if it is any of the following EXCEPT: inconsistent. too specific. incomplete. sloppy.

too specific.

Terminated employees should be: allowed to access their computer systems to retrieve personal documents. treated with respect so that they a good perception of their company. given time to calm down before interacting with other employees. given time to bid farewell to their colleagues.

treated with respect so that they a good perception of their company.

It is recommended that investigations into wrongdoings in the workplace be completed within: two months. one year. three months. two weeks.

two weeks.

Pulse surveys are an example of: outward communication. horizontal communication. downward communication. upward communication.

upward communication.