Question 1

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

Wrongful dismissal refers to the termination of an employee in a way that violates the law or contractual arrangement. This includes dismissals that are discriminatory, retaliatory, or in breach of an employment agreement.

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

Accepted Answer

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

Question 3

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

Accepted Answer

While some courts may take family responsibilities into consideration in determining the length of notice to be awarded, it is not generally considered a factor in wrongful dismissal cases. The other choices listed (length of service, level of job, salary, and age) are typically considered in determining the length of notice to be awarded.

Question 4

An alternative to layoffs in which all employees agree to reductions in pay in order to keep everyone working is called a

Accepted Answer

The described alternative to layoffs is referred to as a voluntary reduction in pay plan, as employees voluntarily agree to have their pay reduced in order to prevent job loss.

Question 5

A layoff,in which workers are sent home for a time,is a situation in which all of the following conditions are present EXCEPT

Accepted Answer

There is no mention of employees receiving vacation pay in the question stem, so it cannot be a condition present in the situation described. All the other conditions are present, including management's intention to recall employees, the absence of available work, and the expectation that the situation is short-term and temporary.

Question 6

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

Accepted Answer

The amount of notice required to be given to employees under group termination laws varies by jurisdiction and with the number of employees being terminated. Different jurisdictions have different laws and regulations around group termination notices. In many cases, there are specified requirements around the number of employees being terminated that trigger notice requirements. Therefore, the number of employees being terminated is a key factor in determining the amount of notice required.

Question 7

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

Accepted Answer

In the second step of a termination interview, it's important for the manager to be direct and get to the point by informing the person of the decision. This approach respects the employee's time and reduces unnecessary stress or confusion.

Question 8

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 that they have been dismissed or terminated from their job. The other options do not refer specifically to the act of terminating an employee.

Question 9

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

Accepted Answer

The answer of In the third step of the termination...

Question 10

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

Accepted Answer

The answer of If a wrongful dismissal suit is taken...

Question 11

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

Accepted Answer

The definition of constructive dismissal is a situation where an employee is forced to resign as a result of the employer's behaviour, such as reducing pay or benefits, demoting, or transferring them against their will. Forced termination, on the other hand, is not considered constructive dismissal as the employee did not resign voluntarily.

Question 12

The sixth step in the termination interview process is

Accepted Answer

The answer of The sixth step in the termination interview...

Question 13

The temporary withdrawal of employment for workers based on economic or business reasons is called

Accepted Answer

A layoff refers to the temporary withdrawal of employment for workers based on economic or business reasons. Option A (voluntary time off) implies that the worker chooses to take time off themselves, which is different from a layoff. Option C (a ring of defence) and option E (partial termination) are not terms commonly used in relation to layoffs. Option D (downsizing) can also refer to permanent reductions in workforce, whereas a layoff is temporary.

Question 14

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

Accepted Answer

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

Question 15

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

Accepted Answer

It is important for the termination interviewer to remain objective and provide information on any outplacement or career counselling to be provided, even if the employee reacts with hostility and anger. Becoming defensive or confronting the anger could escalate the situation and make the employee feel even more upset. Deferring mention of the counselling process is also not recommended as the employee may benefit from the support immediately.

Question 16

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 could create an implied contract, making it harder to terminate employment at will and potentially leading to wrongful dismissal suits if the employee is later terminated for reasons they perceive as not meeting the "just cause" standard. The other options are indeed recommended practices to avoid wrongful dismissal suits.

Question 17

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 process is considered complete when the terminated person leaves the interview, as this marks the final step in the formal process of termination, ensuring that all necessary information has been communicated and the severance package has been explained.

Question 18

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

Wrongful dismissal refers to situations in which an employee is terminated without reasonable notice and without just cause. This is considered unfair and can result in legal action taken by the employee against the employer. Without an employment contract or just cause for termination, the employer is required to provide reasonable notice before terminating the employment of an employee.

Question 19

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

Accepted Answer

The other four choices are typically considered valid reasons for dismissal, whereas alcoholism may be considered a disability and may require accommodations under the Americans with Disabilities Act. However, if an employee's alcoholism is causing significant problems in their job performance or behavior, it may still be just cause for dismissal.

Question 20

The "vendetta effect" is

Accepted Answer

The "vendetta effect" refers to a situation where negative treatment of employees becomes extreme, leading to an increase in wrongful dismissal claims as a form of retaliation or revenge. Therefore, the best choice is B.

Quiz 11: Managing Employee Separations: Foundations of Employee Engagement, communication, and Turnover Management