Deck 14: Procedural Justice and Ethics in Employee Relations

Question 1

Individuals must be able to present problems,identify concerns,and challenge the organization in such a way that they are not punished for providing this input,even in the issues raised are sensitive and highly publicized.

Answer 1

True

Question 2

Federal Express Corporations "guaranteed fair treatment process" lets employees appeal problems to a peer-review board chosen by the worker involved and management.

Answer 2

True

Question 3

The Supreme Court has ruled that even where state law permits,union as well as nonunion employees do not have the right to sue over their dismissals,even if they are covered by a collective bargaining contract that provides a grievance procedure and remedies.

Answer 3

False

Question 4

Procedural justice includes all the practices that implement the philosophy and policy of an organization.

Question 5

Evidence indicates that layoff survivors who were provided explanations for the layoffs,or who received advance notice of them,had more positive reactions to layoffs and higher commitment to the organization.

Question 6

According to the red-hot-stove rule,discipline should be immediate,with warning,consistent,and personal.

Question 7

When documenting performance-related incidents it is very important to conclude a written warning by obtaining the employee's signature that he/she has read and understands the warning.

Question 8

Distributive justice in legal proceedings provides individuals with rights such as prior notice,prohibited conduct,timely procedures,etc.

Question 9

Elegance refers to systems that should be simple to understand,apply to a broad range of issues,and allow for a definitive response.

Question 10

Procedurally fair treatment has been demonstrated to result in reduced stress and increased performance,job satisfaction,commitment to an organization,trust,and organizational citizenship behaviors.

Question 11

Managers may avoid imposing discipline because of ignorance of organizational rules,fear of formal grievances,or fear of losing the friendship of employees.

Question 12

According to the fiduciary duty of loyalty,individuals in groups look to others to learn appropriate behaviors and attitudes.

Question 13

Employment at Will refers to an employment relationship where only the employer may terminate employment at anytime and for any reason.

Question 14

An ombudsperson is a neutral facilitator between employees and managers who assists them in resolving workplace disputes.

Question 15

Discipline should be immediate,with warning,consistent,and impersonal.

Question 16

For most organizations,the most important thing they can do to ensure procedural justice is to provide individuals and groups the capacity to receive punitive damages.

Question 17

A no-disclosure clause bars you from working for a competitor for six months up to five years.

Question 18

Justice refers to the maintenance or administration of what is just,especially by the impartial adjustment of conflict in claims or the assignment of merited rewards or punishments.

Question 19

Employees with contracts (bargained collectively or individually)are not at-will employees.

Question 20

When an employer has promised not to terminate an employer except for unsatisfactory job performance or other good cause,the courts will insist that the employer carry out that promise.

Question 21

The 2010 Dodd-Frank Wall Street Reform and Consumer Protection Act offers incentives for whistle blowers,as well as enhanced anti-retaliation protections.

Question 22

Whether or not a contract has been signed,executives are still required to maintain all trade secrets with which their employers have entrusted them.

Question 23

Among U.S.companies,78 percent do some form of electronic monitoring of employees.

Question 24

Distributive justice focuses on the fairness of the _____ of decisions.

A) procedures
B) outcomes
C) content
D) responses

Question 25

Bosses may view employees on video monitors,tap their phones,and rummage through their computer files with or without employee knowledge or consent 24 hours a day.

Question 26

A _____ is one whereby an employee may proceed directly to the next higher level of management above his/her supervisor.

A) just cause
B) progressive disciplinary policy
C) skip-level policy
D) choice-of-law provision

Question 27

Before deciding to dismiss an employee,managers should conduct a detailed review of all relevant facts,including the employee's side of the story.

Question 28

Which of the following is NOT an important function of voice systems?

A) They ensure fair treatment.
B) They sustain stockholder confidence and commitment.
C) They provide a context in which unfair treatment can be appealed.
D) They help to improve the effectiveness of an organization.

Question 29

_____ justice refers to the quality of interpersonal treatment that employees receive in their everyday work.

A) Interactional
B) Informational
C) Distributive
D) Blind

Question 30

Toll-free telephone numbers that employees can use anonymously to report waste,fraud,or abuse are examples of a(n):

A) union intervention.
B) employee voice system.
C) ethical dilemma.
D) grievance procedure step.

Question 31

To safeguard against possible allegations of misconduct or fair treatment,it is advisable to have a representative of the human resource department present at termination meetings.

Question 32

Research indicates that individuals cannot be conditioned to behave unethically,even if they are rewarded for it.

Question 33

_____ refers to the maintenance or administration of what is just,especially by the impartial adjustment of conflicting claims or the assignment of merited rewards or punishments.

A) Justice
B) Prejudice
C) Just cause
D) Positive discipline

Question 34

The Sarbanes-Oxley Act requires employers of more than 100 workers to grant 60 days' written notice before closing a plant or before laying off more than one-third of a workforce in excess of 150 people.

Question 35

_____ is expressed in terms of providing explanations or accounts for decisions made.

A) Informational justice
B) Distributive justice
C) Interactional justice
D) Retributive justice

Question 36

The IT department should not be notified of pending termination.

Question 37

_____ focuses on the fairness of the procedures used to make decisions.

A) Proactive behavior
B) Distributive justice
C) Due process
D) Procedural justice

Question 38

Which of the following would NOT be considered an organizational citizenship behavior?

A) Altruism
B) Sportsmanship
C) Insensitivity
D) Courtesy

Question 39

Procedural justice affects citizenship behaviors by influencing employees' perceptions of _____,the extent to which the organization values employee's general contributions and cares for their well being.

A) due process
B) management accessibility
C) non-punitiveness
D) organizational support

Question 40

The Sarbanes-Oxley Act makes it unlawful to discharge,demote,suspend,threaten,harass,or in any manner discriminate against a whistle-blower.

Question 41

__________ systems are characterized by elegance,accessibility,correctness,and responsiveness.

A) Target
B) Grievance
C) Acknowledgement
D) Employee voice

Question 42

_____ proceeds from an oral warning to a written warning to a suspension to dismissal.

A) Procedural justice
B) Positive discipline
C) Progressive discipline
D) Due process

Question 43

________ means employees may not be fired for refusing to commit illegal acts.

A) Policy exemptions
B) Collective bargaining agreements
C) No-compete agreements
D) Export systems

Question 44

Which of the following statements are true when conducting an investigatory interview?

A) Interviews should be conducted in a quiet,private place
B) Avoid aggressive accusations
C) Allow the employee to make a full defense
D) All of the above

Question 45

_____ refers to an employment relationship between an employer and an employee,under which either party can terminate the relationship without notice for any reason not prohibited by law.

A) Fiduciary duty of loyalty
B) Employment-at-will
C) Due process
D) An implied promise

Question 46

A worker being fired for actions ranging from filing a workers' compensation claim to reporting safety violations to government agencies is called:

A) unfair dismissal.
B) red-hot-stove discipline.
C) retaliatory discharge.
D) just cause.

Question 47

According to _____,discipline should be immediate,consistent,and impersonal.

A) distributive justice
B) the social learning theory
C) the red-hot-stove rule
D) due process

Question 48

A _____ clause prohibits you from divulging trade secrets or other proprietary information to outsiders during your employment at a company or after you leave.

A) no-disclosure
B) payback
C) nonsolicitation
D) mandatory matching

Question 49

A _____ clause requires that you not take another job until you have repaid the company any expenses incurred in your relocation and recruitment.

A) no-disclosure
B) payback
C) mandatory matching
D) nonsolicitation

Question 50

In a unionized firm,the _____ clause of the collective bargaining agreement typically retains for management the authority to impose reasonable rules for workplace conduct and to discipline employees for just cause.

A) employee relations
B) management rights
C) implied promises
D) organizational support

Question 51

Which theory states that individuals in groups look to others to learn appropriate behaviors and attitudes?

A) Social learning theory
B) Rational choice theory
C) Differential association theory
D) Labeling theory

Question 52

_________ includes training and written instructors for raters and uses systems that minimize subjectivity to the greatest extent possible.

A) No-disclosure agreements
B) Nonsolicitation agreements
C) Performance appraisals
D) Payback appraisals

Question 53

According to _____,an employee may not be fired because he/she refuses to commit an illegal act,such as perjury or price fixing.

A) public policy exception
B) social learning theory
C) retaliatory discharge
D) lifestyle discriminate

Question 54

Generally,disciplinary interviews are held over issues of workplace conduct or:

A) job performance.
B) collective bargaining disagreements.
C) career path possibilities.
D) organizational policy.

Question 55

In _____,workers have been fired for refusing to quit smoking,for living with someone without being married,drinking a competitor's product,motorcycling,and other legal activities outside of work.

A) constructive discharge
B) defamation
C) invasion of privacy
D) lifestyle discrimination

Question 56

A(n)_____ is a neutral facilitator between employees and managers who assists in resolving workplace disputes.

A) peer-review panel
B) grievance committee
C) ombudsperson
D) complaint team

Question 57

A(n)_____ is a neutral facilitator between employees and managers who assists them in resolving workplace disputes.

A) ombudsperson
B) aide
C) moderator
D) paralegal

Question 58

From the company's perspective,it is important to recognize that employment agreements are governed by:

A) federal law.
B) no-compete agreements.
C) union contracts.
D) state law.

Question 59

A _____ clause prohibits you from recruiting key clients or employees away from your former employer for a year or two.

A) no-disclosure
B) payback
C) mandatory matching
D) nonsolicitation

Question 60

The concept of _____ requires an employer not only to produce persuasive evidence of an employee's liability or negligence,but also to provide the employee a fair hearing and to impose a penalty appropriate to the proven offense.

A) the hot stove rule
B) positive discipline
C) progressive discipline
D) just cause

Question 61

The ________ Act contains powerful financial incentives for whistle-blowers.

A) Dodd-Frank Wall Street Reform and Consumer Protection
B) SOX
C) Wall Street Protest
D) Equal Employment Opportunity

Question 62

Discuss the implications of the 2010 Dodd-Frank Wall Street Reform and Consumer Protection Act.

Question 63

Who typically is present in a termination interview?

Question 64

In the case of _____,disclosure of fraud,waste,and abuse can lead to substantial financial gains by whistle-blowers.

A) corporate executives
B) federal contractors
C) government employees
D) union members

Question 65

What is an implied promise?

Question 66

Discuss the components of procedural justice.

Question 67

Describe the five "core" characteristics of the most effective voice systems.

Question 68

Which act requires employers of more than 100 workers to grant 60 days' written notice before closing a plant or before laying off more than one-third of a workforce in excess of 150 people?

A) The Employment discrimination Act
B) The Riot Act
C) The Federal Employers Liability Act
D) The Worker Adjustment and Retraining Notification Act

Question 69

WARN refers to:

A) Disciplinary procedures
B) Willful Actions and Retaliation Notification
C) Worker Adjustment and Retraining Notification
D) union representatives

Question 70

Under the federal False Claims Act of 1863,as amended,private citizens may sue a contractor for fraud on the government's behalf and share up to _____ percent of whatever financial recovery the government makes as a result of the charges.

A) 10
B) 20
C) 30
D) 40

Question 71

What are the basic requirements for workplace due process to work effectively?

Question 72

List at least two of the four basic requirements a nonunion grievance procedure needs to work effectively.

Question 73

A(n)_____ designates that the laws of a particular state will be used to interpret the contract.

A) choice-of-law provision
B) employment-at-will clause
C) red-hot-stove rule
D) employer protection agreement

Question 74

Companies should familiarize all supervisors with company policies and provide a(n)_____ to use when conducting dismissals.

A) copy of the collective bargaining agreement
B) termination checklist
C) security guard
D) employer protection agreement

Question 75

Among major U.S.companies,about _____ percent do some form of electronic monitoring of employees.

A) 15
B) 31
C) 78
D) 92

Question 76

Why should a contract state that it reflects the entire agreement of the parties and can only be amended in writing signed by both parties?

Question 77

What is meant by employment-at-will and why is it difficult to terminate employees despite this principal?

Question 78

Situations that have the potential to result in a breach of acceptable behavior are called:

A) implied promises.
B) conscience struggles.
C) fiduciary duties of loyalty.
D) ethical dilemmas.

Question 79

Whether or not a contract has been signed,executives are still required to maintain all trade secrets with which their employers have entrusted them.This obligation is called a:

A) skip-level policy.
B) fiduciary duty of loyalty.
C) public policy exception.
D) retaliatory discharge.

Question 80

What are reasons why managers may avoid imposing discipline?