Question 1

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

Accepted Answer

The answer of __________ systems are characterized by elegance,accessibility,correctness,and responsiveness
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Question 2

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.

Accepted Answer

The examples listed involve discrimination based on an employee's lifestyle choices. While some employers may have policies that prohibit certain activities (such as smoking or drinking), unless those activities directly interfere with job performance or safety, they should not be used as a basis for firing an employee. This type of discrimination is known as lifestyle discrimination.

Question 3

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

Accepted Answer

A payback clause is a type of employment agreement that requires an employee to repay certain expenses or compensation to the employer if they leave their position within a certain period of time. This type of clause is often used in cases where an employer has paid for the employee's relocation or provided other benefits that the employee would not have received if they had not taken the job.

Question 4

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.

Accepted Answer

The management rights clause is a common provision in collective bargaining agreements that outlines the specific management functions and tasks that are reserved to the employer. This clause includes the authority to set and enforce standards of employee conduct, as well as the ability to discipline employees for violations of workplace rules or policies. The clause is intended to provide management with the flexibility and discretion needed to manage the work environment effectively, while also ensuring that employees are treated fairly and consistently.

Question 5

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

Accepted Answer

Employment agreements are primarily governed by state law, which sets rules on issues such as minimum wage, overtime pay, and termination policies. While federal law plays a role in regulating certain aspects of employment, such as anti-discrimination laws, the form and substance of most employment agreements are determined at the state level. No-compete agreements and union contracts are specific types of employment agreements that may be governed by state law, but they are not generally indicative of the larger legal framework governing all types of employment agreements.

Question 6

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

Accepted Answer

The public policy exception is a legal doctrine that protects employees from being fired for refusing to commit an illegal act, such as perjury or price fixing, which is against public policy. It is a recognized exception to the at-will employment doctrine.

Question 7

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

Accepted Answer

Progressive discipline is a system that starts with an oral warning and becomes more severe with a written warning, suspension, and ultimately dismissal if an employee does not correct their behavior.

Question 8

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

Accepted Answer

Disciplinary interviews are typically held to address issues related to workplace conduct, such as violations of company policies, inappropriate behavior, or unethical actions. While job performance may be discussed during a disciplinary interview, it is not the primary focus. Collective bargaining disagreements and career path possibilities are not typically addressed in disciplinary interviews. Organizational policy is relevant, but it is only one aspect of the issues that may be discussed during a disciplinary interview.

Question 9

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

Accepted Answer

The red-hot-stove rule, which is a principle of discipline often used in the workplace, states that discipline should be immediate, consistent, and impersonal - just like touching a hot stove. This helps to ensure that the message is clear and the behavior is corrected. The other options, such as distributive justice, the social learning theory, and due process, are not directly related to the principles of effective discipline.

Question 10

Three __________ include public policy,implied promises,and retaliatory discharge

Accepted Answer

The three options listed are related to employment law concepts, but only option A, policy exemptions, correctly matches the three examples provided. Public policy refers to the principle that an employer may not terminate an employee for refusing to violate a law, for example, or for reporting safety violations. Implied promises refer to unwritten expectations that might be binding for an employer. Retaliatory discharge is the act of firing an employee in retaliation for a protected action, such as filing a complaint or participating in an investigation. These three concepts all involve situations where an employer might be limited in their ability to terminate an employee, and fall under the broad category of policy exemptions. The other options listed (collective bargaining agreements, no-compete agreements, and export systems) do not relate to the examples provided.

Question 11

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.

Accepted Answer

Just cause is a legal standard used to determine if disciplinary action taken against an employee is fair and reasonable. It requires an employer to prove that the employee committed the offense, and that the penalty imposed is appropriate to the offense. It also requires the employer to give the employee a fair hearing or an opportunity to defend themselves. The other options, such as hot stove rule, positive discipline, and progressive discipline, do not encompass all of these requirements, and therefore, are not the best choice.

Question 12

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

Accepted Answer

Retaliatory discharge refers to the wrongful termination of an employee in response to their protected behavior, such as reporting safety violations or filing a workers' compensation claim. This type of termination is illegal and constitutes as retaliation against the employee, hence the term retaliatory discharge.

Question 13

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

Accepted Answer

A nondisclosure clause is typically included in an employment contract to protect a company's trade secrets and other proprietary information. This clause prohibits employees from sharing the information with outsiders, including competitors and other parties, during their employment and even after they leave the company. Violating this clause can lead to legal consequences, such as a breach of contract lawsuit or a claim for damages.

Question 14

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

Accepted Answer

An ombudsperson is a neutral third party who can intervene in workplace disputes to help employees and managers find mutually acceptable solutions. They do not take sides and act as a facilitator to help both parties communicate effectively and reach a resolution. Choices A, B, and D are either not relevant or do not accurately describe the role of an ombuds.

Question 15

All of the following statements about the Weingarten mandate are true EXCEPT:

Accepted Answer

The Weingarten mandate does not require the employer to offer representation voluntarily. Instead, the employee must request union representation and the employer must grant the request if the employee has a reasonable belief that the interview may result in disciplinary action. The other statements are true - the employer has no duty to bargain during the interview, the employee must have a reasonable belief of potential discipline, and the employer is not obligated to carry on the interview or justify refusal to do so.

Question 16

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

Accepted Answer

Performance appraisals typically involve formalized training for raters and utilize objective criteria to minimize subjectivity as much as possible. No-disclosure agreements and nonsolicitation agreements are legal contracts related to employment and do not have anything to do with performance appraisals. Payback appraisals are not a recognized term in performance management.

Question 17

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

Accepted Answer

An ombudsperson is a neutral third party who assists employees and managers in resolving workplace disputes. They act as a mediator, helping both parties to come to a mutually acceptable agreement. Aides are typically assistants or helpers, moderators are usually used in discussions or debates, and paralegals provide legal support.

Question 18

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

Accepted Answer

Social learning theory, also known as observational learning or modeling, suggests that individuals learn new behaviors and attitudes by observing others in their environment and mimicking what they see. This theory emphasizes the role of reinforcement and punishment in shaping behavior, as individuals are more likely to replicate behaviors that are rewarded and avoid behaviors that are punished.

Question 19

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

Accepted Answer

A nonsolicitation clause is typically included in employment contracts to prohibit employees from taking clients or employees with them when they leave the company. This clause is meant to protect the company's business interests by preventing former employees from poaching key clients and employees.

Question 20

_____ 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..

Accepted Answer

The definition given in the question is that of employment-at-will. Fiduciary duty of loyalty refers to the responsibility of an employee to act in the best interest of the employer, due process refers to fair treatment and legal procedures in situations such as termination, and an implied promise refers to an unwritten understanding between employer and employee that may exist in some cases.

Quiz 14: Procedural Justice and Ethics in Employee Relations