Question 1

How does Edwards (2005) characterize dismissal?&#10;A) The ultimate sanction&#10;B) The 'dark' or 'murky' side of HRM&#10;C) A normal part of organizational justice&#10;D) The end of procedure

Accepted Answer

Edwards (2005) characterizes dismissal as the 'dark' or 'murky' side of HRM, as it involves the termination of employment and can have significant negative consequences for the individual being dismissed.

Question 2

Which organization provides the code of conduct that governs grievance and discipline in the UK?&#10;A) The Confederation of British Industry&#10;B) The Trades Union Congress&#10;C) The Advisory, Conciliation and Abitration Service&#10;D) Employment Tribunal

Accepted Answer

The Advisory, Conciliation and Arbitration Service (ACAS) provides the code of conduct that governs grievance and discipline in the UK. The Confederation of British Industry (CBI) and the Trades Union Congress (TUC) are not directly involved in this area, and the Employment Tribunal is a judicial body that hears employment-related disputes.

Question 3

Environmental conflict within organizations is primarily concerned with?&#10;A) Working conditions&#10;B) Personality conflicts&#10;C) Perceptions of inequity&#10;D) All of the above

Accepted Answer

A

Question 4

Employees would normally raise a formal grievance in the first instance with?&#10;A) An HR manager&#10;B) A colleague&#10;C) Their line manager&#10;D) A lawyer

Accepted Answer

The first point of contact for raising a formal grievance should be the employee's line manager. This is because the line manager is responsible for managing the employee's work and addressing any concerns they may have. If the issue cannot be resolved at this level, then the employee may escalate the grievance to HR or a senior manager. Consideration of involving a lawyer should only come after other internal processes have been exhausted. Therefore, option C is the best choice.

Question 5

Which of the following is not gross misconduct?&#10;A) Theft or fraud&#10;B) Poor performance&#10;C) A serious breach of health and safety rules&#10;D) Poor timekeeping

Accepted Answer

The answer of Which of the following is not gross...

Question 6

The current qualifiying period for unfair dismissal for those starting work after 6 April 2012 in the UK is?&#10;A) Six months&#10;B) One year&#10;C) Two years&#10;D) 18 months&#10;E) 0

Accepted Answer

The answer of The current qualifiying period for unfair dismissal...

Question 7

Which of the following are potentially fair reasons for dismissal?&#10;A) Some other substantial reason&#10;B) Whistleblowing&#10;C) Reaching retirement age&#10;D) Lack of capability

Accepted Answer

Some other substantial reason and lack of capability are potentially fair reasons for dismissal.

Question 8

Which of the following are automatically unfair dismissal?&#10;A) Dismissal on grounds of pregnancy&#10;B) Dismissal for refusing to work nights&#10;C) Dismissal where no reason is given&#10;D) All of the above

Accepted Answer

The answer of Which of the following are automatically unfair...

Question 9

There is no upper limit on compensatory awards for unfair dismissal in cases based on?&#10;A) Discrimination&#10;B) Where an employee belonged to a trade union&#10;C) When an employee is dismissed without notice&#10;D) When an employee is dismissed as part of a transfer of undertaking

Accepted Answer

There is no upper limit on compensatory awards for unfair dismissal in cases based on discrimination. This is because discrimination is considered a serious offense and the compensation awarded should reflect the severity of the impact on the individual. In other cases, there may be limits on the compensatory award, such as when an employee is dismissed without notice or as part of a transfer of undertaking. Similarly, belonging to a trade union does not automatically entitle an employee to unlimited compensatory awards.

Question 10

Statutory redundancy pay for workers aged 22-40 is?&#10;A) Half a week's pay for each complete year worked in the organization&#10;B) A full year's salary&#10;C) One week's pay for each complete year worked between these ages&#10;D) Six months' salary

Accepted Answer

According to UK law, statutory redundancy pay for workers aged 22-40 is one week's pay for each complete year worked between these ages.

Deck 12: Grievance and Disciplinary Procedures