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Question
Statements in employee handbooks can be construed as employment contracts.
Answer
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Related questions
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Which of the following is true regarding temporary employees?
A. Temporary employees are considered to be employees of the organization which is using their services, not the temporary help agency.
B. During job assignments, temporary workers are on the payroll of the organization using their services.
C. Use of temporary workers can often raise issues of "co-employment."
D. All of these are correct.
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The common law principle which states that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time is called _________.
A. employment-at-will
B. affirmative action
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Claims of disparate treatment focus on the effect of employment practices, rather than on the motive or intent underlying them.
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The Civil Rights Act prohibits discrimination on the basis of age or disability status.
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When determining if an organization large enough to be covered by ADA law, only full-time employees should be included in the employee count.
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Whether an organization is covered by the Civil Rights Act, Age Discrimination in Employment Act (ADEA), and Americans With Disabilities Act (ADA) depends on its number of employees.
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The Civil Rights Act is a statutory source of law/regulations.
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The Civil Rights Act specifically mentions employment practices that are permitted for employers.
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There are some restrictions on employment-at-will, such as statutory requirements for nondiscriminatory termination.
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An employer does not incur any legal responsibilities or liabilities regarding its employees.
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A _____________ staffing strategy is when organizations decide to go to locations where there are ample labor supplies.
A. transfer system
B. relocate system
C. factional system
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When forced to choose between addressing short-term labor shortages or identifying talent for the long term, most organizations focus on developing the long-term concerns.
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The recruitment stage of the staffing process involves identification and attraction activities by both the organization and the individual.
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The initial stage in the staffing system components model is recruitment.
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Matching concerns that involve the larger organization include organizational values, new job duties, multiple jobs, and future jobs.
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Staffing the organization requires attention to both the quantity and quality of people brought into, moved within, and retained by the organization.
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Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness.
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Trend analysis directly takes into account external factors that might change trends.
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The four major internal and external influences on HR and planning are organizational strategy, organizational culture, labor markets, and technology.