Question 1

Which of the following is NOT a progressive discipline action?
A)Oral warning
B)Termination
C)Informal coaching talk
D)Disciplinary suspension
E)Informal written warning

Accepted Answer

The answer of Which of the following is NOT a...

Question 2

What is the first option in the progressive discipline process?
A)Oral warning
B)Written warning
C)Informal coaching talk
D)Disciplinary suspension
E)Termination

Accepted Answer

The first option in the progressive discipline process is usually an informal coaching talk with the employee. This is an opportunity for the supervisor to discuss the problem behavior or performance with the employee and provide suggestions for improvement. This approach is often the most effective because it allows the supervisor to address issues before they escalate, and it gives the employee a chance to understand what is expected of them and how they can improve.

Question 3

Kelsey received a written warning after she slowed the production line twice last week when she could not keep up with her section.This happened at least four times the previous week to Sara.However, Sara only got an oral warning.The discipline of Kelsey appears to violate the __________ rule for effective discipline.
A)clearly communicate the standards and code of conduct to all employees
B)be sure that the punishment fits the crime
C)follow the standing plans yourself
D)take consistent, impartial action when the rules are broken
E)discipline in private

Accepted Answer

The situation described indicates that Kelsey and Sara received different levels of discipline for the same issue, which violates the rule of taking consistent, impartial action when the rules are broken.

Question 4

Interfering with, restraining, or coercing employees in the exercise of their rights is illegal under what law?
A)RLA
B)ADA
C)NLRA
D)CRA
E)None of the above

Accepted Answer

Interfering with, restraining, or coercing employees in the exercise of their rights is illegal under the National Labor Relations Act (NLRA), which protects employees' rights to form a union, engage in collective bargaining, and engage in other concerted activities for the purpose of mutual aid or protection. The other laws listed do not specifically address this issue.

Question 5

An employer may use a _____________, allowing the employee to determine whether or not to maintain employment.
A)paid suspension
B)reprimand
C)probation time
D)penalty time
E)demotion

Accepted Answer

The answer of An employer may use a _____________, allowing...

Question 6

_________ is designed to correct employee behavior, rather than just punish it.
A)Institutional discipline
B)Correctional analysis
C)Progressive discipline
D)Review and adjudication
E)Alternative dispute resolution

Accepted Answer

Progressive discipline is a corrective approach that aims to coach, educate, and build trust with employees to address instances of misconduct or below-standard performance. The process involves a series of graduated steps that begin with counseling or coaching and escalate to more severe measures (such as written warnings or suspension) if the issue persists. The ultimate goal is to help the employee improve their behavior, rather than simply punishing them.

Question 7

The _____ Act covers some aspects of union activities, such as strikes, rates of pay, working conditions, and work rules in the airline industry.
A)National Labor Relations
B)Railway Labor
C)Davis Bacon
D)Taft-Hartley
E)Clayton

Accepted Answer

The Railway Labor Act specifically covers labor disputes, including strikes and lockouts, rates of pay, working conditions, and work rules for employees of airlines and railroads in the United States. The National Labor Relations Act covers most other industries, while the Davis Bacon Act and the Clayton Act address prevailing wage rates and antitrust laws, respectively. The Taft-Hartley Act restricts certain union activities and regulates union elections.

Question 8

Brianne asked her assistant, Austin, to send the minutes from the last meeting out to all the staff immediately.At the meeting the following day, Brianne's boss yelled at her for not getting the meeting minutes out before the meeting.Brianne is confused because she knew she told Austin to send them out.She storms back to her office and yells at Austin without waiting for an explanation.The discipline of Austin appears to violate the __________ rule for effective discipline.
A)clearly communicate the standards and code of conduct to all employees
B)discipline immediately, but stay calm and get all the necessary facts before you discipline
C)follow the standing plans yourself
D)take consistent, impartial action when the rules are broken
E)discipline in private

Accepted Answer

The best choice would be B because Brianne did not stay calm and get all necessary facts before disciplining Austin. She immediately yelled at him without allowing him to explain himself, which violates the "stay calm and get all the necessary facts before you discipline" rule for effective discipline.

Question 9

When an employee's behavior does not improve over time through progressive disciplinary measures, _______ is the final option.
A)discharge
B)counseling
C)demotion
D)transfer
E)suspension

Accepted Answer

Discharge is the final option when an employee's behavior does not improve through progressive disciplinary measures, as it involves termination of employment. The other options may be considered earlier in the disciplinary process and may not be effective in addressing the behavior.

Question 10

Under the National Labor Relations Act, all of the following are unfair labor practices on the part of management EXCEPT:
A)interfering with or restraining employees in the exercise of their labor rights.
B)refusing to bargain collectively with the employees' representatives.
C)discussing the disadvantages of union membership with employees.
D)discharging or otherwise discriminating against employees because they file charges under the NLRA.
E)interfering with formation or administration of any labor organization.

Accepted Answer

Discussing the disadvantages of union membership with employees is not considered an unfair labor practice on the part of management under the National Labor Relations Act.

Question 11

An option in the progressive discipline process that should not generally be used, but might be valuable in some specific circumstances, would be:
A)the issuance of an oral warning
B)the issuance of a written warning
C)termination
D)the issuance of a demotion or a transfer
E)the issuance of an informal warning

Accepted Answer

Demotion or transfer is typically not a standard step in progressive discipline but may be used in specific cases where it could be beneficial for both the employee and the organization.

Question 12

Giorgio intentionally inserted an Internet worm into his company's computer system because he received low evaluation scores this period.Giorgio is guilty of:
A)gross negligence
B)Just Cause
C)a mistake
D)employee resistance to change
E)serious misconduct

Accepted Answer

Giorgio's actions constitute serious misconduct, as he intentionally caused harm to his company's computer system out of spite for receiving low evaluation scores.

Question 13

When Leticia arrived at work late for the fourth time this week, her supervisor was angry.The supervisor shouted across the office, "This is the busiest time of year and you think it is okay to come to work late? There's no room for a slacker like you on this team." The discipline of Leticia appears to violate the __________ rule for effective discipline.
A)document discipline
B)when the discipline is over, resume normal relations with the employee
C)follow the standing plans yourself
D)discipline in private
E)clearly communicate the standards and code of conduct to all employees

Accepted Answer

The discipline of Leticia violates the rule of disciplining in private. Shouting across the office could potentially embarrass and humiliate the employee, further exacerbating the situation. It is recommended to conduct disciplinary actions in private to maintain professionalism and respect for the employee.

Question 14

A 1934 amendment to the ______ created the National Mediation Board.
A)Wagner Act
B)Taft Harley Act
C)Railway Labor Act
D)WARN Act
E)Landrum Griffin Act

Accepted Answer

The National Mediation Board was created by an amendment to the Railway Labor Act in 1934. The Wagner Act (A) established collective bargaining rights for workers and prohibited unfair labor practices by employers, while the Taft-Hartley Act (B) restricted the power of unions and gave more power to employers. The WARN Act (D) requires employers to give advance notice before mass layoffs, and the Landrum-Griffin Act (E) regulates the internal affairs of labor unions.

Question 15

"Dina, do you recall our conversation about logging into other coworkers' computers?" This statement ___________ and helps refresh the employee's memory in the progressive discipline model.
A)gives discipline
B)checks for understanding
C)refers to past feedback
D)develops a plan
E)disciplines in private

Accepted Answer

This statement refers to past feedback, reminding the employee of a conversation they previously had about the issue in question. It helps to refresh their memory and emphasize the importance of addressing the behavior. This is a key part of the progressive discipline model, which involves providing feedback and guidance to employees in order to improve their performance and behavior.

Question 16

Caileen has a pattern of coming in late on Mondays.Each time this has happened, Caileen's manager has spoken to her about why it is a problem.Finally, the manager has had enough and wants to dock Caileen's pay for being tardy on so many Mondays.However, there is no evidence that Caileen has ever been told that coming in late on Mondays is a problem.The discipline of Caileen appears to violate the __________ rule for effective discipline.
A)discipline in private
B)document discipline
C)follow the standing plans yourself
D)discipline immediately, but stay calm and get all the necessary facts before you discipline
E)when the discipline is over, resume normal relations with the employee

Accepted Answer

According to the information given, there is no evidence that Caileen's manager has documented any instances of Caileen being told that coming in late on Mondays is a problem. Without documentation, it may be difficult to argue that Caileen was aware of the consequences of her tardiness. Therefore, the discipline may be ineffective and potentially unfair. Documenting disciplinary actions is a crucial component of effective discipline in order to avoid miscommunication or misunderstandings between the employer and employee.

Question 17

Aaron intimidated coworkers on his shift by showing a knife clipped to his waistband and threatened to use the knife on anyone who told on him.Aaron's behavior is known as ________________.
A)gross negligence
B)serious misconduct
C)dismissive actions
D)aggravated assault
E)dismissive misconduct

Accepted Answer

The answer of Aaron intimidated coworkers on his shift by...

Question 18

A strike is also known as a _____________.
A)legal quagmire
B)reasonable accommodation
C)work stoppage
D)financial review
E)warning act

Accepted Answer

A strike is commonly known as a work stoppage, where employees of an organization collectively refuse to work as a form of protest or to negotiate better working conditions or compensation.

Question 19

Taylor did not lock the safety guard on the vertical saw at the lumber yard, despite being trained on safety protocol.Taylor's conduct could have harmed coworkers or customers.This type of conduct is called:
A)gross negligence
B)legal violation
C)a coaching attempt
D)plan commitment
E)aggravated assault

Accepted Answer

Gross negligence refers to a severe lack of care, often resulting in potential harm or injury to oneself or others. Taylor's failure to lock the safety guard on the saw poses a significant risk of harm to coworkers or customers and is an example of gross negligence.

Question 20

Executives at Acme Global are concerned that airline workers will go on strike and prevent shipments of products from reaching customers.However, the National Mediation Board is keeping airline management and labor in mediation to avoid a strike.The executives at Acme Global are relieved that the ________ limits the potential for strikes of airline workers.
A)Railway Labor Act of 1926
B)National Labor Relations Act of 1935 (Wagner Act)
C)Labor Management Relations Act of 1947 (Taft-Hartley Act)
D)Labor Management Reporting Disclosure Act of 1959
E)None of the above

Accepted Answer

The Railway Labor Act of 1926 governs labor relations in the airline and railroad industries. It provides a framework for collective bargaining and dispute resolution, with an emphasis on mediation and negotiation rather than strikes or lockouts. As such, it limits the potential for strikes of airline workers and was likely the main driver behind the National Mediation Board's involvement in the situation described in the scenario.

Quiz 9: Employee Rights and Labor Relations

Which of the following is NOT a progressive discipline action?

What is the first option in the progressive discipline process?

Interfering with, restraining, or coercing employees in the exercise of their rights is illegal under what law?

An employer may use a _____________, allowing the employee to determine whether or not to maintain employment.

_________ is designed to correct employee behavior, rather than just punish it.

The _____ Act covers some aspects of union activities, such as strikes, rates of pay, working conditions, and work rules in the airline industry.

When an employee's behavior does not improve over time through progressive disciplinary measures, _______ is the final option.

Under the National Labor Relations Act, all of the following are unfair labor practices on the part of management EXCEPT:

An option in the progressive discipline process that should not generally be used, but might be valuable in some specific circumstances, would be:

Giorgio intentionally inserted an Internet worm into his company's computer system because he received low evaluation scores this period.Giorgio is guilty of:

A 1934 amendment to the ______ created the National Mediation Board.

"Dina, do you recall our conversation about logging into other coworkers' computers?" This statement ___________ and helps refresh the employee's memory in the progressive discipline model.

Aaron intimidated coworkers on his shift by showing a knife clipped to his waistband and threatened to use the knife on anyone who told on him.Aaron's behavior is known as ________________.

A strike is also known as a _____________.

Taylor did not lock the safety guard on the vertical saw at the lumber yard, despite being trained on safety protocol.Taylor's conduct could have harmed coworkers or customers.This type of conduct is called: