Deck 16: Terminating Employees

Question 1

Discharge and dismissal are synonymous concepts.

Answer 1

False

Question 2

Discharge usually occurs after employees break organizational rules or violate organizational policies.

Answer 2

True

Question 3

Occasionally managers will assign extra work to unwanted employees, making their lives miserable, until the people quit.

Answer 3

True

Question 4

Individuals who are approaching termination for cause should be allowed to resign in lieu of discharge.

Question 5

When laying off employees, seniority is the fairest and safest means of determining who leaves and who remains.

Question 6

A hiring freeze should be imposed after laying-off temporary employees.

Question 7

Dismissal occurs for reasons related to performance.

Question 8

An employee who is discharged for cause is legally eligible for unemployment compensation.

Question 9

When a contested claim results in a hearing before an administrative law judge, the department manager and an HR representative usually attend the session.

Question 10

Security commonly has the responsibility to recover keys, employee identification cards and other organizational property.

Question 11

Which statement regarding termination represents a mistake?

A) Terminations that involve the least risk to an organization are those for which good cause is evident.
B) The supervisor or HR must ensure that organizational policies have been followed.
C) Adherence to the progressive disciplinary policy is critical.
D) All required documentation may be completed after the offending employee is discharged.

Question 12

Which statement about charges of discrimination, would be a mistake for HR to follow?

A) Members of protected classes usually claim discrimination when they are discharged.
B) An organization's best protection against wrongful termination policies are fair personnel policies that are consistently applied.
C) Performance appraisal systems must be fair with complete documentation.
D) Organizations must have clear evidence of employee wrongdoing.

Question 13

Which statement about dismissal and discharge is true?

A) Discharge follows the inability to meet job standards.
B) Dismissal follows violation of organizational policies.
C) An individual is considered to be at fault in a dismissal.
D) An employee who is dismissed is considered to be eligible for unemployment compensation.

Question 14

Which statement regarding unemployment compensation is accurate?

A) One who is dismissed for reasons related to performance or laid off for lack of work or economic reasons is considered ineligible for unemployment.
B) Any discharged employee is free to apply for unemployment.
C) Many claims are given unfavorable determinations even though an organization considered them to be eligible.
D) Discharged employees claiming hardship are infrequently granted unemployment compensation benefits.

Question 15

Which statement about HR responses to claims for unemployment compensation is true?

A) HR should initially respond to selected claims for unemployment compensation.
B) The evaluation of each unemployment claim should involve an assessment of the probability of winning the challenge.
C) HR should determine which claims to contest and which to concede.
D) All claims for unemployment compensation should be contested.

Question 16

Why do employees who are involuntarily separated file unemployment claims?

Question 17

How should terminations be handled?

Question 18

What procedures should be followed when an organization discharges an employee?

Question 19

What guidelines should organizations follow concerning outplacement?