Deck 9: Risk Management and Employee Relations

Question 1

was passed to "assure as far as possible every working man or woman in the Nation safe and healthful working conditions and to preserve our human resources."

A)Worker's Compensation legislation
B)The Occupational Safety and Health Act
C)The Fair Labor Standards Act
D)The Wagner Act

Answer 1

B

Question 2

An OSHA inspector has arrived at the reception desk of Poultry Land Processors and has presented her credentials.The CEO refuses to allow the inspector into the plant.Which of the following statements is TRUE?

A)The CEO must allow the inspector to enter because the poultry processing industry has been identified by OSHA as a high-risk industry.
B)The CEO has the right to appeal to the regional OSHA office and reschedule the inspection.
C)The OSHA inspector must have probable cause to search the premises.
D)The OSHA inspector must leave, but may return with a search warrant.

Answer 2

D

Question 3

Employers who make accommodations for injured employees through light-duty work may unwittingly _______________.

A)increase their workers' compensation premiums due to the increased risk of having an injured employee at work
B)violate FMLA regulations which require leave time rather than accommodation
C)be held liable for any accidents caused by the injured employee
D)undercut what really are essential job functions, as defined by the ADA

Answer 3

D

Question 4

What is the purpose of workers' compensation laws?

A)to protect employees from dangerous and unhealthy working conditions
B)to promote worker safety through the enforcement of safety regulations
C)to compensate employees for injuries received while on the job
D)to deter employees from being careless and getting injured on the job

Question 5

Under the Americans with Disabilities Act, _______________.
A)recovering substance abusers are not considered disabled

A)those addicted to legal substances are considered disabled
B)current illegal drug users are considered disabled
C)addiction to alcohol is not considered a disability

Question 6

At the heart of safety management is/are _______________.

A)an organizational commitment to a comprehensive safety effort
B)routine inspections by OSHA compliance officers
C)safety policies and enforcement
D)a safety committee consisting of employees from all departments

Question 7

Every employer engaged in commerce with _____ employees is covered by OSHA.

A)one or more
B)two or more
C)ten or more
D)twenty or more

Question 8

The approach to safety management focuses on designing jobs, developing and implementing safety policies, using safety committees, and coordinating accident investigations.

A)engineering
B)systems
C)organizational
D)individual

Question 9

Under OSHA's record-keeping requirements, injuries that require treatment by a physician but do not cause an employee to miss a regularly scheduled work turn are called, _______________.

A)minor injuries
B)medical care injuries
C)lost-time or disability injuries
D)incidental injuries

Question 10

Which of the following is not one of the four types of injury or illness defined by OSHA?

A)deaths
B)lost-time injuries
C)blood-borne pathogen accidents
D)minor injuries

Question 11

The________ safety management approach focuses on design of work settings and equipment.

A)individual
B)organizational
C)engineering
D)comprehensive

Question 12

Which of the following was not listed as part of the engineering approach to safety management?

A)applying ergonomic principles
B)designing jobs
C)designing work settings and equipment
D)reviewing equipment
E)

Question 13

Safety is defined as _______________.

A)the protection of employees while on work premises or work assignments
B)the protection of employer facilities from unauthorized access
C)a general state of physical, mental, and emotional well-being
D)a condition in which the physical well-being of people is protected

Question 14

The Occupational Safety and Health Act states that employers have a general duty to _______________.

A)obey all rules and regulations developed by the OSHA
B)inform OSHA when there are no rules to apply in a specific situation
C)provide safe and healthy working conditions
D)develop safety and health standards applicable to their place of employment

Question 15

The main purpose of effective programs in organizations is to prevent work-related injuries and accidents.

A)safety
B)health
C)ergonomics
D)security

Question 16

Who is responsible for workers' compensation costs?

A)employers
B)employees
C)employees and employers jointly
D)state and local government

Question 17

In an OSHA compliance inspection, the HR representative should first__________

A)contact the facility manager
B)refer the inspector to the company attorney
C)notify any union representatives
D)ask to see the inspector's credentials

Question 18

Which of the following is a restriction under the child-labor laws, as found in the Fair Labor Standards Act?

A)The FLSA has set the minimum age for most employment at 14.
B)Individuals from 14-16 years old are restricted to an eight-hour day.
C)The minimum age is 18 for hazardous occupations.
D)Children under 18 are restricted to an eight-hour day on weekends.

Question 19

The purpose of is the protection of employees and organizational facilities.

A)ergonomics
B)enforcement
C)security
D)safety

Question 20

The first phase of accident investigation is _______________.

A)notify OSHA
B)review the scene
C)interview employees/others
D)prepare a report
E)

Question 21

are customary methods of handling activities.

A)Procedures
B)Practices
C)Rules
D)Policies

Question 22

are general in nature, while are specific to the situation.

A)Procedures and rules; policies
B)Procedures; rules and regulations
C)Rules; policies and procedures
D)Policies; procedures and rules

Question 23

Employees' rights to free speech, as protected by the U.S.Constitution, only applies to _______________.

A)private, non-public companies
B)government employees
C)volunteer organizations and other non-profits
D)situations outside the workplace

Question 24

Because of persistent problems with tardiness, Paul has been through counseling and written documentation. Now he has been given a "decision day-off" to develop an action plan to solve his tardiness behavior. Paul's employer uses a _______________ discipline approach.

A)pragmatic
B)positive
C)progressive
D)punitive

Question 25

"This handbook is not a contract, express or implied, guaranteeing employment for any specific duration. Although we hope that your employment relationship with us will be long term, either you or the Employer may terminate this relationship at any time, for any reason, with or without cause or notice." This is an example of a/an _______________.

A)common law doctrine
B)implied contract
C)employment contract
D)employment-at-will statement

Question 26

When Claudette was hired, her supervisor said that she had a job with the company as long as she performed well.Which of the following statements is true?

A)Claudette is an at-will employee.
B)The supervisor violated federal law when he made this statement.
C)Claudette has an implied contract.
D)The supervisor's promise is non-binding because it is not documented.

Question 27

It has been stated that: "rights do not exist in the abstract. They exist only when _______________."

A)public policy accepts something as a right
B)someone is successful in demanding their applications
C)the judicial system rules that certain activities are rights
D)they are fully documented and accepted

Question 28

Where there is a choice among actions, act as general guidelines that focus organizational actions.

A)procedures
B)policies
C)practices
D)HR recommendations

Question 29

"Specific guidelines that regulate and restrict the behavior of individuals" is a definition of _______________.

A)policies
B)procedures
C)rules
D)practices

Question 30

Discipline is that enforces organizational rules.

A)an outcome
B)negative reinforcement
C)a punishment
D)a form of training

Question 31

incorporates a sequence of steps that are designed to change the employee's inappropriate behavior.

A)Progressive discipline
B)Step-wise punishment
C)Behavior modification
D)Employee counseling

Question 32

The question, "Was the investigation fair and impartial?" is an example of a _______________ determination; while the question, "Were the actions and processes viewed as fair by outside entities?" is an example of a _______________ consideration.

A)fairness; due process
B)just cause; due process
C)investigatory; fairness
D)fairness; just cause

Question 33

Individuals who report real or perceived wrongs committed by their employers are called _______________.

A)snitches
B)public watchdogs
C)witnesses
D)whistle-blowers

Question 34

The approach builds on the philosophy that violations are actions that usually can be constructively corrected without penalty.

A)behavior modification
B)positive discipline
C)progressive discipline
D)problem-solving

Question 35

Obligations to perform certain tasks and duties are called _______________.

A)contracts
B)laws
C)responsibilities
D)rights

Question 36

A "good reason" for taking an employment-related action such as dismissal is called ______________. Though the definition of this term may vary, the overall concern is _______________.

A)just cause; fairness
B)due process; fairness
C)just cause; employment-at-will
D)policy or rule violation; employment-at-will

Question 37

An employee's right to a minimum wage is guaranteed by federal law.Consequently, it is a _______________.

A)statutory right of the employee
B)moral obligation of the employer
C)contractual obligation of employer to employee
D)reciprocal relationship of employer and employee

Question 38

The best discipline is _______________.

A)administered in public
B)administered off-the-job
C)self discipline
D)positive reinforcement

Question 39

is most often found when an employer deliberately makes conditions intolerable in an attempt to get an employee to quit.

A)Employment harassment
B)At-will discharge
C)Constructive discharge
D)Just-cause dismissal

Question 40

In which of the following are rights and responsibilities of the employee to the employer most likely to be spelled out?

A)statutory laws
B)reciprocal agreements
C)a job description
D)an employment-at-will understanding

Question 41

Disputes between management and employees that require a neutral third party to decide use a process called arbitration.

Question 42

The__________system can be viewed as an application of behavior modification to a problem employee.

A) employee relations
B) employment at will
C) probationary
D) disciplinary

Question 43

Employers in the private sector do not have the right to monitor company e-mail and voice mail unless employees waive their rights to free speech.

Question 44

Employers have criticized OSHA for what has seemed an unreasonable number of workplace inspections.

Question 45

From a legal standpoint, terminating employees because they do not keep their own promises:

A) is considered a form of harassment
B) has no bearing in any subsequent legal action
C) is not considered just cause
D) appears equitable and defensible in many courts

Question 46

A wrongful discharge is when an employer deliberately makes conditions intolerable in an attempt to force an employee to resign.

Question 47

In general, unionized workers cannot pursue employment-at-will actions as at-will employees, because they are covered by an alternative remedy: the grievance arbitration process.

Question 48

Emotional/mental illnesses such as schizophrenia and depression are not covered disabilities under the ADA.

Question 49

The three components of disaster planning are organizational assessment, financial impact planning, and disaster training.

Question 50

All medical-related information on employees must be maintained separately from other confidential files because of provisions in the Americans with Disabilities Act.

Question 51

Policies, recordkeeping, training, inspection, and safety committees are all important components of a good safety management program.

Question 52

Health promotion is a supportive approach of facilitating and encouraging healthy actions and lifestyles among employees.

Question 53

The final stage in the discipline process is _______________.

A)arbitration
B)counseling
C)termination
D)mediation

Question 54

Define health and safety. Identify the main workplace health and safety issues that concern employers, and any legal responsibility they have for providing a healthy and safe workplace.

Question 55

One of the ways in which employers can address substance abuse issues is to offer employees a firm-choice option, whereby the employee has a choice between help and discipline.

Question 56

Firms that do not screen employees adequately may be subject to liability if an employee commits crimes later.

Question 57

Risk management considers physical, human, and financial factors in the protection of the organizational and individuals in it.

Question 58

Rights and responsibilities are reciprocal in nature.

Question 59

An agreement that outlines the details of employment is called an employee handbook.

Question 60

The term "health" refers to the general state of physical, mental, and emotional well-being.

Question 61

Define the term "security" with respect to the workplace, and describe what actions an employer can take to minimize the risk of workplace violence.

Question 62

There are three different approaches to safety management - organizational, engineering, and individual. Discuss the focus of each of these approaches, giving examples of actions that can be taken to improve worker safety.

Question 63

Identify which employers are covered by OSHA, and explain OSHA's recordkeeping requirements.

Question 64

Identify the purpose of the progressive discipline approach and outline the process.