Accounting
Anthropology
Archaeology
Art History
Banking
Biology & Life Science
Business
Business Communication
Business Development
Business Ethics
Business Law
Chemistry
Communication
Computer Science
Counseling
Criminal Law
Curriculum & Instruction
Design
Earth Science
Economic
Education
Engineering
Finance
History & Theory
Humanities
Human Resource
International Business
Investments & Securities
Journalism
Law
Management
Marketing
Medicine
Medicine & Health Science
Nursing
Philosophy
Physic
Psychology
Real Estate
Science
Social Science
Sociology
Special Education
Speech
Visual Arts
Question
If the employee departs the organization without following the organizations harassment prevention procedures, can the employee file a complaint with the EEOC?
A) No, the employee must immediately follow the organizations harassment prevention procedures in order to qualify to file with the EEOC
B) Yes, as long as the complaint is filed in and EEOC office within 180 days of when the harassment occurred.
C) No, since the employee plans to voluntarily terminate the employment relationship, it is too late to file with the EEOC
D) Yes, as long as the complaint is filed in an EEOC office within 180 days of the date employment was terminated.
E. No, however the employee may decide to file with the state agency responsible for charges of discrimination, because they do no have a time constraint on harassment related charges.
Answer
This answer is hidden. It contains 1 characters.
Related questions
Q:
Podcasts are an effective method of training because:
A) It allows for trainees to learn new motor skills
B) Trainees are more engaged in the training
C) It allows for two-way communication
D) Whole learning is most effective
E) Use of computers is in decline
Q:
When training for international assignments, __________ are recommended to provide a more in-depth view of the host country's customs, values, and behaviors.
A) informational approaches
B) use of CITs
C) field experiences
D) cultural assimilators
E) TV films
Q:
Which of the following statements is FALSE regarding employee orientation programs?
A) Fewer companies are placing their new employees in orientation programs as the cost does
not outweigh the benefits.
B) The intent of the orientation is to increase an employees job satisfaction and to reduce
turnover.
C) One objective of an employee orientation program is to get the employee to understand the
organization's culture and quickly adopt the organization's goals, values, and behaviors.
D) Most employee orientation programs are not properly planned, implemented, or evaluated.
E) Most orientation programs consist of a follow-up meeting to verify that the important
issues have been addressed and employee questions have been answered.
Q:
__________ practice is more productive for long-term retention and for transfer of
learning to the work setting.
A) Massed
B) Part
C) Spaced
D) Whole
E) Continuous
Q:
If employees no longer want to be represented by their union, they may petition the NLRB for which of the following? A) Mini arbitration B) Deauthorization C) Contract bar D) Decertification E) Statutory bar
Q:
A(n) __________ analysis helps identify what should be taught in training.
A) content
B) design
C) job
D) organizational
E) person
Q:
A consultant has been contracted by an organization to develop a training program. What
is the first step the consultant should take?
A) Determine whether a need for training actually exists.
B) Determine whether trainees are trainable.
C) Gain the support of trainees.
D) Derive objectives for the training program.
E) Meet with the president to determine a budget for the training program.
Q:
One of the barriers to conducting training evaluation is leaderships lack of interest.
Q:
As a component of its management training program, a restaurant used a case study of a manufacturing firm; this is a critical strategy to ensure trainees are able to transfer the learning back to the job.
Q:
Audiovisuals involve recording a portion of audio or video content that is punchy and useful and posting it online or on the firms intranet site and providing a link to download the recording.
Q:
Massed practice is more effective than spaced practice when learning a complex task.
Q:
A difference between the desired production rate and the actual production rate could be an indication that training is needed.
Q:
List the recommendations for implementing a multirater/360-degree appraisal system.
Q:
Briefly explain the management by objectives (MBO) rating method.
Q:
List the three basic ways in which raters can make performance assessments.
Q:
What is the criterion for recommending MBO as a method for comparing people or units?
Q:
What are the administrative concerns that must be addressed in performance appraisal system? Provide a description of each.
Q:
Each of the following is legally desirable regarding performance appraisal procedures EXCEPT:
A) Providing a formal appeal process.
B) Outlining specific, objective performance standards.
C) Providing written instructions for raters to follow.
D) Training raters on rating errors and EEO laws.
E) Adapting procedures to meet unique requirements of employees of different races.
Q:
Performance refers to:
A) Brief descriptions of the traits, personal characteristics, or competencies of the performer.
B) A process that requires raters to rank ratees on the basis of quantifiable goals.
C) Efforts to control rating bias by requiring raters to indicate how frequently the ratee has performed listed behaviors.
D) Comparison between specific, quantifiable target goals and the actual results achieved by an employee.
E) Record of outcomes produced on a specified job function or activity during a specified period of time.
Q:
The concept of liability without fault provides that workers who are victims of work-related injury or illness are granted benefits regardless of who is responsible for the accident, injury, or illness.
Q:
List and explain three services that are offered by the Occupational Safety and Health Administration for assistance with the education and enforcement of health and safety standards.
Q:
Highlight the types of violations that may be cited and the penalties that may be proposed.
Q:
Highlight some of the Workers Compensation law applying to employers.
Q:
Which of the following has the top priority for OSHA inspection?
A) Random inspections
B) Re-inspections
C) High hazard industries
D) Imminent danger
E) Employee complaints
Q:
Which of the following is true regarding ergonomics?
A) Employers need not worry about ergonomics issues because the standard was repealed by Congress.
B) Employers should take steps to solve ergonomics issues under the general duty clause.
C) Elder care programs are available under the standard.
D) Management need only spend 10% of the operating budget on ergonomic remedies.
E) Ergonomics is the process of handling injury cases that have resulted in loss of consciousness.
Q:
Which of the following does NOT lead to job stress?
A) Organizational downsizing
B) Job demands
C) Role ambiguity
D) Family responsibilities
E) Telecommuting
Q:
Workers compensation is based upon the principle that, victims of a work-related injury or illness:
A) are granted benefits regardless of who is responsible for the accident, injury, or illness.
B) must prove that the employer directly or indirectly caused the accident, injury, or illness in order to receive benefits.
C) must sue the company in order to receive benefits.
D) are most likely to sue OSHA for wrongful-doing.
E) should be granted compensation only at the discretion of the employer and the union.
Q:
Selective hiring is achieved through the selective exclusion of high-risk employees.
Q:
All employees, including workers who are self-employed and public employees in state and local government are covered under OSHA.
Q:
In civil law, negligence must be established through litigation before any compensation is awarded.