Deck 10: Employee Relations in the Healthcare Industry

Question 1

Which of the following is not a statutory right?

A) Federal and state regulations
B) Equal employment opportunity
C) Health and safety regulations
D) Retention agreements

Answer 1

Retention agreements

Question 2

What occurs when an employee is fired for reporting illegal activities by the employer as required by federal or state law?

A) Contract violation
B) Public-policy violation
C) Illegal termination
D) None of the above

Answer 2

Public-policy violation

Question 3

Which of the following is a formal agreement between an employer and an employee about their working relationship?

A) Employment contract
B) Statutory rights
C) Non compete provisions
D) Retention agreement

Answer 3

Employment contract

Question 4

The opportunity to explain and defend their actions against charges of misconduct during disciplinary process is know as __________.

A) Progressive discipline
B) Due process
C) Legal constraints
D) At-will discharge

Question 5

The Drug-Free Workplace Act of 1988 requires __________.

A) The establishment of on-site drug awareness programs
B) Employers to make workplaces safe, healthy, and efficient for all
C) Employers to cease testing for the off-the-job drug use of its workers
D) All of the above

Question 6

Which is not a contractual right?

A) Employment contracts/agreements
B) Workers' compensation
C) Training contracts
D) Drug testing permission

Question 7

An alternative dispute resolution method that is binding is __________.

A) Arbitration
B) Peer review panels
C) Employee ombudsman
D) None of these are binding

Question 8

To obtain EPLI coverage an organization must submit to an HR audit of its policies and practices including __________.

A) Policy manuals
B) Employment forms
C) Employee handbooks
D) All of the above

Question 9

Employment agreements often include __________.

A) Termination rights
B) Length of employment
C) Protection from claims based on federal and state laws
D) All of the above

Question 10

__________ should not be kept in personnel files.

A) Compensation records
B) Employee health files
C) Application for employment
D) Employee group insurance benefit forms

Question 11

When it comes to monitoring employees' e-mail and voicemail,which of the following is most important for employers to do?

A) Establish policies
B) Train employees frequently
C) Enforce policies consistently
D) All of the above are equally important

Question 12

Wrongful discharge refers to __________.

A) Employers discharging their employees for illegal reasons
B) Employees disagreeing with the reason they were terminated
C) When an employee voluntarily leaves before his/her employment contract is up
D) None of the above

Question 13

Responsibilities of the employee to his/her employer are spelled out in which of the following?

A) Statutory law
B) Reciprocal agreement
C) Job descriptions
D) An employment-at-will understanding

Question 14

When facilitating investigations,it is advisable to __________.

A) Explain to the employee that he/she may record the meeting
B) Have two witnesses present for observation and note-taking
C) Inform the employee that they are free to leave the meeting at any time
D) Read the employee their Miranda rights

Question 15

What is referred to as rights of employees that may be extended by a contract based on terms and conditions agreed to by employers and employees?

A) Reciprocal rights
B) Legal rights
C) Contractual rights
D) Statutory rights

Question 16

Public policy decisions,implied contractual disputes,and good faith and fair dealings are three exceptions to __________.

A) The Employment-at-will doctrine
B) Wrongful discharge
C) Retention agreements
D) Just cause

Question 17

Which of the following actions can an employer take in response to an employee's off-the-job behavior?

A) Terminate a homosexual worker when other employees refuse to work with him/her
B) Forbid employees from dating one another
C) Take disciplinary actions when there are clear job related consequences
D) Prohibit the private use of legal products (tobacco and alcohol)

Question 18

Whistleblowers are protected from retaliation when they __________.

A) Report employer public-policy violations
B) Testify on behalf of a governmental agency
C) Report illegal actions by co-workers that result in the co-worker's termination of employment
D) Terminate other employees who have committed medical fraud

Question 19

The following are the result of specific laws passed by federal,state,or local governments:

A) Statutory rights
B) Responsibilities
C) Contractual obligations
D) Contractual rights

Question 20

An agreement that is designed to retain key employees during mergers,consolidations,or changes in organizational leadership is know as __________.

A) Non-compete agreements
B) Employment contracts
C) Retention agreements
D) None of the above

Question 21

Employee assistance programs provide counseling and other help to employees who have __________.

A) Emotional problems
B) Physical problems
C) Personal problems
D) All of the above

Question 22

Non-compete provisions are always offered in exchange for contracting opportunities for the departed employee.

Question 23

The second step in the progressive discipline process is __________.

A) Counseling
B) Verbal warning
C) Written warning
D) Suspension

Question 24

Employment-At-Will provisions state that employers do not have the right to hire,fire,and promote whomever they chose with due process.

Question 25

What should be the goal of counseling as a part of the discipline process?

A) Heighten employee awareness of policies and rules
B) Using penalties to discourage undesirable behavior
C) Reinforcing organizational procedures and rules
D) Avoiding lawsuits

Question 26

If an employee is terminated for reasons that are inconsistent with organizational policies,the employee may claim that they have been wrongfully discharged.

Question 27

To counter the reasons why managers are reluctant to use discipline,the employer should __________.

A) Require managers to sign disciplinary policy statements
B) Provide a more senior manager for assistance in disciplinary situations
C) Provide training to supervisors on the effective and fair use of discipline
D) Provide the manager with an attorney in case of employee lawsuits

Question 28

Constructive discharge is when a healthcare employer creates positive working conditions but not to the satisfaction of the employee,forcing them to resign.

Question 29

__________ define expected behaviors of employees at work.

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

Question 30

Employers and employees often define their rights and responsibilities with contractual agreements.

Question 31

Monitoring employees' e-mail and voicemail is a privacy issue that employees need to be mindful of.

Question 32

Because the employment relationship only applies to the workplace,employers may not take punitive action against employees for their behavior when they are off-the-job.

Question 33

Just cause is typically defined by whether the organization acted impartially in administering discipline.

Question 34

The good faith and fair dealing exception to the employment-at-will doctrine applies to the negotiation of the employment offer between the employer and the job candidate selected.

Question 35

An employee ombudsman is a representative for the employee who will meet with management to negotiate a settlement for the employee.

Question 36

The customary way an organization deals with a policy issue is through __________.

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

Question 37

If an employee refuses to respond in an investigatory meeting,the employer should state that such behavior is insubordination,and they may take discipline against the employee.

Question 38

Drug testing policies used by employers include each of the following except __________.

A) Random testing of everyone periodically
B) Testing only when there is probable cause
C) Testing before new, complicated equipment is installed
D) Testing after an accident occurred

Question 39

Which of the following is described as a general statement about the organization's position on an issue?

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

Question 40

A retention agreement is designed to retain key employees during mergers,consolidations,or changes in organizational leadership.

Question 41

In a separation agreement,the employee agrees not to sue the employer in exchange for specified benefits.

Question 42

EAP counselors need not be qualified to treat and refer employees.

Question 43

Progressive discipline is designed to alert the employee to the need to change his/her work performance or behavior.