Question 1

Laws that require an employer to notify employees in the event that the employer decides to terminate a group of employees are called

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The answer of Laws that require an employer to notify...

Question 2

Employees are often hired under an implied contract where the understanding is that the employment is for an indefinite period of time and may be terminated by either party only

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The answer of Employees are often hired under an implied...

Question 3

If the employee who is terminated reacts with hostility and anger, Hay Associates suggests the termination interviewer should respond by

Accepted Answer

It is important for the termination interviewer to remain objective and professional in such situations. They should provide information on any outplacement or career counselling that will be provided to the employee, but do so in a calm and understanding manner. Deferring mention of the counselling process or becoming defensive and confrontational can escalate the situation and make it more difficult to handle. Taking a subjective approach is also not recommended as it is important to stick to the facts and remain neutral.

Question 4

The sixth step in the termination interview process is

Accepted Answer

The sixth step in the termination interview process is to identify the next step, which involves outlining what will happen following the termination, such as final pay, benefits, and any support services offered.

Question 5

The amount of notice required to be given to employees under group termination laws varies by jurisdiction and with

Accepted Answer

Group termination laws typically mandate a minimum notice period that employers must provide to employees before their termination. The notice period required may depend on the number of employees being terminated. For example, in Canada, the notice period ranges from 8 to 16 weeks depending on the number of employees being terminated. Other factors such as the time of year, type of work performed, industry, and unemployment rate may impact the notice period required in some jurisdictions, but they are not typically the primary factors that determine the notice period.

Question 6

An employee dismissal that does not comply with the law or does not comply with a written or implied contractual arrangement is referred to as

Accepted Answer

A dismissal that does not comply with the law or a contractual arrangement is referred to as wrongful dismissal. This can result in legal action taken by the employee against the employer. "At will" termination refers to the ability of an employer to terminate an employee at any time and for any reason not prohibited by law. Firing an employee is a general term for terminating an employee's employment, which can be done in a legal or illegal manner. Furloughing an employee refers to a temporary layoff or suspension from work, often due to financial or other reasons outside of the employee's control. A contract violation refers to the breach of a specific agreement between the employer and employee, which may or may not be related to dismissal.

Question 7

In wrongful dismissal cases, courts generally award notice based on the following except for

Accepted Answer

Family responsibilities are not typically considered when determining the amount of notice to be awarded in wrongful dismissal cases. The other factors listed are commonly taken into account.

Question 8

If there is no employment contract and just cause is not present, then a termination without reasonable notice is considered unfair and is known as

Accepted Answer

Without an employment contract or just cause for termination, an employee is entitled to reasonable notice before being terminated. If this notice is not provided, it is considered wrongful dismissal and can be challenged legally.

Question 9

All of the following acts are considered insubordination, whenever and wherever they occur, except

Accepted Answer

Strict adherence to the chain of command is not considered insubordination, as it follows a structured and hierarchical system of communication within the organization. The other choices involve disobedience, defiance or disregard for the boss's authority and are considered insubordination.

Question 10

A systematic process by which a terminated person is trained and counselled in the techniques of self-appraisal and securing a new position is called

Accepted Answer

Outplacement counselling is a process of supporting a terminated employee in finding a new job. The process involves self-assessment, career counselling, job search strategies, and resume writing. The aim of outplacement counselling is to help the employee to move on to a new career as soon as possible. Option A, C, D, and E do not accurately describe the process of outplacement counselling.

Question 11

In the third step of the termination interview, the manager should

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Question 12

In a termination interview, do not promise anything beyond what is contained in the severance package.The termination should be complete

Accepted Answer

The termination is considered complete when the terminated person leaves the interview, as this marks the end of the formal process.

Question 13

The following acts are considered insubordination, whenever and wherever they occur, except

Accepted Answer

Blatantly following the boss's unreasonable instructions is not considered insubordination; it is the opposite, as insubordination involves refusal to follow orders or showing disrespect.

Question 14

The following are all expert recommendations for avoiding wrongful dismissal suits except

Accepted Answer

Reassuring new employees that they can only be dismissed for just cause is not a recommended practice as it may create unrealistic expectations and potential legal issues if the employment is actually at-will.

Question 15

The interview in which an employee is informed of the fact that he or she has been dismissed is called the

Accepted Answer

The termination interview is the interview in which an employee is informed of their dismissal. The other options are not applicable in this context - a nonpunitive interview is focused on providing feedback or guidance, an exit interview is conducted when an employee is voluntarily leaving the company, a punitive interview is not a recognized term in HR, and an "at-will" interview is not a standard practice.

Question 16

The "vendetta effect"is

Accepted Answer

The "vendetta effect" refers to an increase in wrongful dismissal claims as a result of extreme negative treatment by employers towards their employees. It is not related to improper documentation or limited to employees of a certain level or unionized employees. While frequent wrongful dismissal claims may be a possible outcome, B best represents the concept of the "vendetta effect."

Question 17

Constructive dismissal can be considered to occur in the all of following circumstances except

Accepted Answer

Forced termination is not considered constructive dismissal as it involves an explicit termination by the employer, rather than a situation where the employee feels compelled to resign due to the employer's conduct.

Question 18

Just cause for dismissal is usually considered to include any of the following except

Accepted Answer

Alcoholism is considered a disability and cannot be used as just cause for dismissal. The other options listed (insubordination, disobedience, incompetence, fighting) are typically considered valid grounds for dismissal.

Question 19

In the second step of the termination interview, the manager should

Accepted Answer

The second step of the termination interview requires the manager to get to the point by informing the person of the decision. It is important to be clear and direct to avoid any confusion or misunderstandings. While it is important to be empathetic and respectful, starting with small talk or moving slowly may give the wrong impression or prolong the conversation unnecessarily. It is also important to take responsibility for the decision and not pass the blame onto others.

Question 20

If a wrongful dismissal suit is taken against the organization, it should

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Quiz 15: Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management