Question 1

Employee rights are granted to workers by the courts,legislatures,and/or employers.

Accepted Answer

Employee rights can be granted through legal decisions (courts), laws (legislatures), and/or specific policies and agreements made by employers.

Question 2

Ethics can be defined as a set of standards of acceptable conduct and moral judgment.

Accepted Answer

Ethics are indeed defined as a set of standards that determine what is considered acceptable conduct and moral judgment in a particular society or profession.

Question 3

The failure to document earlier actions often results in management not imposing disciplinary penalty when a transgression is committed.

Accepted Answer

If earlier actions were not documented, then there is no record of the transgressions for management to reference when deciding on disciplinary actions. This can result in leniency towards the transgressor.

Question 4

In order to be effective,employee discipline must take place as soon as possible after the problem is verified.

Accepted Answer

Delaying employee discipline can allow the problem behavior to persist and can send the message that such behavior is acceptable. Addressing the issue in a timely manner can prevent further issues and demonstrate the importance of adhering to workplace policies and standards.

Question 5

Tammy Faye,a university student,is doing research on cases decided by the Supreme Court on employee dismissals for theft.Which of the following regimes of employment law is Tammy researching?

Accepted Answer

Tammy is researching cases decided by the Supreme Court, which indicates that she is researching common law, which is law made by judicial decisions. The other options, criminal law, civil law, and statutory regulation, are all forms of law but are not directly related to cases decided by the Supreme Court on employee dismissals for theft.

Question 6

During her interview,Angela is told by her future manager that if she is a good worker she will have a permanent job with the company.Her manager has likely created an implied contract with Angela.

Accepted Answer

The statement made by the future manager implies that Angela will have job security as long as she is a good worker, creating an implied contract between the two parties.

Question 7

Positive discipline relies on encouragement given to employees as a way to improve performance.

Accepted Answer

Positive discipline emphasizes the use of positive reinforcement, such as recognition and rewards, to encourage desired behavior and improve performance.

Question 8

Positive discipline is based on a mutual problem-solving approach,but resolutions are still mandated by the HR department.

Accepted Answer

Positive discipline encourages open communication and problem-solving between the parties involved in a disciplinary situation, but the final decision on resolutions is typically made by the HR department or higher management. This differs from a punitive or traditional discipline approach where the decision is solely made by management.

Question 9

In a disciplinary case against Mandy,her employer has set up a committee to hear the case.The committee includes two of Mandy's coworkers and two management personnel.What type of disciplinary process is most likely being used here?

Accepted Answer

In a peer-review system, a committee made up of coworkers and/or peers of the employee being disciplined review the case and make recommendations for discipline. This type of system is often used for minor disciplinary cases and can help maintain a sense of fairness and equal treatment among employees. The presence of both coworkers and management personnel on the committee suggests that this is a collaborative effort and not solely led by management.

Question 10

What is the key purpose of the investigative interview with an employee in a disciplinary case against him or her?

Accepted Answer

The key purpose of an investigative interview with an employee in a disciplinary case is to give the employee an opportunity to explain his or her actions and behaviors in the case. This allows the employer to gather all the relevant facts before making a decision on the appropriate disciplinary action to take. It also helps to ensure that the decision is fair and reasonable. Training HR managers with their investigative skills, recording the interview for the courts, and involving the police are not the key purposes of an investigative interview in a disciplinary case.

Question 11

An employee's legal and moral rights to privacy are clear and well-defined.

Accepted Answer

While employees do have some legal rights to privacy, such as protection from unreasonable searches and seizures under the Fourth Amendment, the extent of their privacy rights in the workplace can vary depending on the circumstances. Additionally, employers often have legitimate business reasons for monitoring employee behavior and communication, which can sometimes outweigh employees' privacy interests. Thus, the balance between an employee's privacy rights and an employer's need to monitor and manage the workplace is a complex and constantly evolving legal and ethical issue.

Question 12

British Columbia Gold Inc.is planning to implement an open-door policy to deal with employee complaints.Which of the following is a key criterion for this policy to be successful?

Accepted Answer

An open-door policy is successful when managers encourage employees to voice their complaints and actively listen to their concerns. This creates a sense of trust and respect between managers and employees, which can lead to effective problem-solving and a positive work environment. The other choices do not necessarily contribute to the success of an open-door policy.

Question 13

Step-review systems involving non-union employees are very similar to grievance procedures used in union contracts.

Accepted Answer

Step-review systems for non-union employees and grievance procedures for union contracts both involve a process for resolving disputes or issues between an employee and their employer. Both typically involve a series of steps or levels of review, which can include meetings, investigations, and appeals. The main difference is that in a union contract, the grievance procedure is often spelled out in detail, while non-union employees may have a more informal or ad-hoc system in place. However, the underlying principles and goals of both systems are similar: to provide a fair and orderly way to address and resolve workplace problems.

Question 14

Wrongful dismissal is a lawsuit filed in a court by an employee alleging that he or she was dismissed without proper contractual or reasonable notice.

Accepted Answer

Wrongful dismissal is indeed a lawsuit filed by an employee who believes they were dismissed without proper notice or in breach of their employment contract.

Question 15

What is another term used to describe a body of decisions from court cases that has developed over time?

Accepted Answer

Common law refers to the body of decisions made by judges through court cases over time, as opposed to statutory law which comes from written laws passed by legislatures.

Question 16

What is a key objective for employers in using a peer-review process in disciplinary cases with employees?

Accepted Answer

The key objective of using a peer-review process in disciplinary cases is to give employees a sense of justice. Peer-review processes involve having colleagues or peers of the employee in question participate in the disciplinary process. This provides a sense of fairness and impartiality to the proceedings, ensuring that the employee is not unfairly targeted by a single manager or supervisor. Additionally, peer-review processes can help to foster a culture of trust and collaboration within the workplace, improving overall employee morale and engagement.

Question 17

Using a positive discipline approach,which of the following is the best reason for giving an employee a paid decision-making leave?

Accepted Answer

Giving an employee a paid decision-making leave allows them to have time to consider whether they want to stay with the organization. This approach shows that the organization values the employee and wants to support their personal and professional growth. It can also help prevent turnover and promote employee retention. Choice A may be a valid reason for giving an employee leave, but it is specific to considering a new job offer rather than decision-making in general. Choice B is not a positive discipline approach as it is more focused on the needs of the organization than the employee. Choice C is not a valid reason as it is not mandatory by law.

Question 18

Claire is concerned that her performance evaluations were incorrectly entered into her personnel file.Which of the following pieces of legislation provides for Claire to ask her employer to see her personnel file?

Accepted Answer

The Personal Information Protection and Electronic Documents Act (PIPEDA) provides individuals with the right to access their personal information held by an organization, including their personnel file.

Question 19

Whatever the reason for dismissal,it should be done with primary concern for the organization.

Accepted Answer

The answer of Whatever the reason for dismissal,it should be...

Question 20

After an investigation by the relevant bodies,it was found that Darren,who works in a unionized organization,was dismissed without just cause.Who can order reinstatement after an investigation?

Accepted Answer

In a unionized organization, disputes between employers and employees are typically resolved through a collective agreement and the process of arbitration. An arbitrator is a neutral third party who is authorized to make a decision on behalf of both parties. In this case, if it is found that Darren was wrongfully dismissed, an arbitrator can order his reinstatement. A mediator and a conciliator are not authorized to make such orders, and Darren's lawyer can only represent him in the process but cannot make the order for reinstatement.

Quiz 13: Employee Rights and Discipline