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Q:
Employee Assistance Programs (EAPs)
A.were originally designed to help employees with any problems they might have.
B.allow the employer to identify the problems affecting individual employees.
C.have expanded their scope of assistance since they originated.
D.have a punitive element to them, although it is rarely used.
Q:
Guidelines for designing a drug testing program include all of the following except
A.any report to the employer should provide only the information needed for work placement purposes or as required by government regulations.
B.companies would provide clear documentation of the reason for conducting the drug testing.
C.companies should have written policies and procedures applied impartially.
D.all level of employees should be subject to drug testing.
Q:
The due-process resistance to drug testing is based on
A.protecting employees' constitutional rights.
B.the poor conviction record of drug-related crimes in the court systems.
C.the questionable accuracy of the tests.
D.potential harm to the accuser.
Q:
The biggest reason for performing drug tests is to
A.protect lives.
B.protect assets.
C.increase customer confidence.
D.increase company profits.
Q:
Reasons that companies have historically been reluctant to perform drug tests on workers or job applicants include all of the following except
A.privacy rights.
B.reputational damage to those found to use drugs.
C.high cost.
D.inaccuracy of tests.
Q:
An umbrella term that encompasses employer screening for suspected substance abuse is
A.steroid challenges.
B.drug testing.
C.illegal substance checking.
D.doping.
Q:
Critics of integrity tests claim each of the following except:
A.They are intrusive and invade privacy.
B.They are unreliable.
C.They are effective when used as part of a screening process.
D.They reject many honest candidates.
Q:
Which of the following is not one of the major workplace privacy issues?
A.integrity testing
B.drug testing
C.monitoring employees
D.hourly pay and benefits
Q:
The Employee Polygraph Protection Act (EPPA) of 1988
A.requires employee consent before administration of a polygraph test.
B.banned most private sector uses of the lie detector.
C.allows lie detector tests to be admitted as evidence in cases involving fraud.
D.banned all uses of the lie detector.
Q:
Which of the following is not a principle that should guide corporate decision-making about the collection and use of employee information?
A.companies should base their information policies on FBI procedures that have stood the test of time.
B.companies should allow employees to correct any information that is inaccurate.
C.when collecting information, it should only be used in ways that are appropriate.
D.companies should collect only that employee information that is absolutely necessary.
Q:
The American with Disabilities Act (ADA)
A.is limited to companies that contract with the federal government.
B.makes it illegal to collect information about employees' medical information.
C.makes it illegal to base employment decisions on a medical condition that does not impair the person's ability to perform essential function of the job.
D.makes it illegal to base employment decisions on a medical condition.
Q:
One of the few places in which guidelines for the handling and use of information exists is
A.the state of Maryland.
B.the health care field.
C.the consumer credit industry.
D.Japan.
Q:
Monitoring of employees in the workplace
A.has become the norm in businesses today.
B.is driven by concerns over workplace violence.
C.requires the express consent of employees.
D.is done primarily through video cameras.
Q:
The Privacy Act of 1974
A.was repealed by the USA Patriot Act of 2001.
B.restricts the use of personal information by private companies.
C.set controls on the right of government to collect, use, and share data about individuals.
D.set time limits for how long personal data could be maintained by government and private companies.
Q:
Most experts say that privacy means
A.being able to approve all uses of personal information.
B.the right to keep personal affairs to oneself and to know how information about one is being used.
C.the right to deny all requests for personal information.
D.the right for personal information to not be shared with any users other than the ones that already have access to it.
Q:
Surveillance has become more simple and less expensive in the workplace is a result of
A.higher rates of employee theft.
B.higher rates of workplace violence.
C.concerns about sexual harassment.
D.technological developments.
Q:
A loophole allowing employers to bypass the FCRA is
A.employment decision restrictions.
B.the interview process.
C.having adverse employment decisions made for reasons related to the background check.
D.employers can opt to do the background checks themselves.
Q:
Workplace violence is one of the four leading causes of death in the workplace and leading cause of death for women.
Q:
Background screening is an unprofitable business.
Q:
The EEOC monitors employer use of background checks.
Q:
The best protection employers can offer is to establish a zero-tolerance policy toward workplace violence against or by their employees.
Q:
One study estimates that passive smoke was responsible for 2,400 lung cancer deaths, in one year, in the United States.
Q:
Secondary, or passive, smoke can cause death of lung cancer even in non-smokers.
Q:
Workplace violence is a rare occurrence in the United States.
Q:
OSHA's budget has generally been tight, but adequate to fully carry out its mission.
Q:
The Occupational Safety and Health Administration (OSHA) has had more than enough resources to accomplish its mission since it was formed.
Q:
The main reason that Morgan Stanley employees fared so well in the 9/11 attacks on the World Trade Center was the company's preparation for terrorist attacks.
Q:
Managers of a business can actually be convicted of murder for violations of safety standards.
Q:
One privacy guideline states that firms should respect and preserve the boundary between work and home.
Q:
The state laws that address drug testing usually ban them altogether.
Q:
The primary ethical argument in favor of drug testing is the responsibility companies have to their employees and the public to provide safe workplaces, secure asset protection, and safe places in which to transact business.
Q:
Drug testing by companies has risen continuously since first introduced.
Q:
Integrity tests, unlike the polygraph, are not subject to legal constraints on their use.
Q:
Psychologists disagree about the validity and effectiveness of integrity tests.
Q:
Integrity tests are known as the father of the polygraph.
Q:
Use of the polygraph has been banned in virtually all situations.
Q:
Modern polygraph machines and techniques have benefited from significant advances in technology, and are much more reliable than earlier methods of lie detection.
Q:
The overriding principle for corporations collecting employee information is to collect all information possible.
Q:
Federal privacy protections were eroded after the 9/11 attacks.
Q:
Part of the price we pay for the advances in technology is that information about us is stored in dozens of places.
Q:
Utilize the knowledge you have gained to respond to the following essay questions. Your answers should state your position and use logical arguments and content from this and other chapters in the textbook to support it.
Compare and contrast the models for responding to potential whistle-blowing situations.
Q:
Utilize the knowledge you have gained to respond to the following essay questions. Your answers should state your position and use logical arguments and content from this and other chapters in the textbook to support it.
Watch one of the movies listed in Figure 17.5. Describe some of the difficulties the whistle-blower encountered as a result of his or her actions.
Q:
Utilize the knowledge you have gained to respond to the following essay questions. Your answers should state your position and use logical arguments and content from this and other chapters in the textbook to support it.
In the example of whistle-blowing in which the Bradley Fighting Vehicle was improperly manufactured and tested, the U.S. Army attempted to avoid an investigation into the matter. Why would the Army, whose soldiers would be using the defective vehicles, want to cover it up?
Q:
Utilize the knowledge you have gained to respond to the following essay questions. Your answers should state your position and use logical arguments and content from this and other chapters in the textbook to support it.
Is the employment-at-will doctrine fair to both employer and employee?
Q:
Utilize the knowledge you have gained to respond to the following essay questions. Your answers should state your position and use logical arguments and content from this and other chapters in the textbook to support it.
Evaluate the differences between the old and new social contracts between employer and employee. Does one seem more fair than the other? If so, why?
Q:
Provide a short answer to each of these questions. Be sure to fully explain your answer.
Discuss the shortcomings of the whistle-blower portion of the Sarbanes-Oxley Act.
Q:
Provide a short answer to each of these questions. Be sure to fully explain your answer.
Using the authors' definition of whistle-blowing, the complaint must be lodged with some party outside the organization in question. By this definition, the actions of Sherron Watkins at Enron, Colleen Riley at the FBI, and Cynthia Cooper at WorldCom would not be considered whistle-blowing. Does the complainant have to report to an outside party for the action to qualify as whistle-blowing? Why or why not?
Q:
Provide a short answer to each of these questions. Be sure to fully explain your answer.
To whom does an employee owe a duty? How does your answer affect the whistle-blowing process?
Q:
Provide a short answer to each of these questions. Be sure to fully explain your answer.
Describe the range of duties covered by due process.
Q:
Provide a short answer to each of these questions. Be sure to fully explain your answer.
Contrast the roles of ombudsman and human resource manager.
Q:
Provide a short answer to each of these questions. Be sure to fully explain your answer.
Courts have interpreted some communications from employer to employee as implied contracts, even though the employer did not intend them as contracts. Evaluate the reasonableness of the courts' interpretations.
Q:
Provide a short answer to each of these questions. Be sure to fully explain your answer.
Does an employee maintain her civil rights when she is at work? If so, how are they prioritized relative to other rights and duties at work?
Q:
Provide a short answer to each of these questions. Be sure to fully explain your answer.
Explain why the private sector has historically not had to observe individuals' rights.
Q:
Provide a short answer to each of these questions. Be sure to fully explain your answer.
Why does employee loyalty remain important under the new social contract? Why is it important?
Q:
Provide a short answer to each of these questions. Be sure to fully explain your answer.
What are the impacts of a global economic recession on employee loyalty?
Q:
Legal challenges to the employment-at-will doctrine include all the following except
A.public policy exceptions.
B.contractual actions.
C.firing exceptions.
D.breach of good faith actions.
Q:
All of the following are key elements that comprise the whistle-blower process except
A.the arbitrator.
B.whistle-blower.
C.the act or complaint about which the whistle-blower is concerned.
D.the organization against which the complaint is made.
Q:
Each of the following suggestions are encouraged for free and open speech in the workplace except
A.Invite suggestions from employees
B.Actively refute assumptions and myths that discourage communication
C.Hesitate and make excuses for not implementing suggestions
D.Tailor rewards so that employees share directly in cost savings or sales increases from ideas they offer.
Q:
Under Sarbanes-Oxley, who bears the responsibility for investigation of complaints of the whistle-blower being terminated, harassed, or demoted?
A.local law enforcement officials
B.the FBI
C.the Labor Department
D.the Treasury Department
Q:
What incentives are provided to claimants under the False Claims Act?
A.immunity from prosecution
B.15 to 25 percent of the proceeds from any settlement joined by the government
C.guaranteed reinstatement and double back pay
D.witness protection program
Q:
Short of being fired, what forms of retaliation might be aimed at a whistle-blower?
A.demotion
B.less desirable work assignments
C.transfer to foreign offices
D.mandatory early morning meetings
Q:
Which of the following is not something that potential whistle-blowers should do?
A.Identify sources of support
B.Act out of public interest rather than for personal gain
C.Maintain anonymity for as long as possible.
D.Think about the outcomes
Q:
Which of the following is true about the average whistle-blower?
A.They are more highly paid than inactive observers.
B.They have lower job performance reviews than inactive observers.
C.They are less likely to hold supervisory or professional status than inactive observers.
D.They are more likely to be single than inactive observers.
Q:
Which of the following is not a key element in the whistle-blowing process?
A.the act or complaint
B.the party to whom the report is made
C.the organization against which the complaint is made
D.the law under which to complaint it lodged
Q:
An individual who reports to some outside party some wrongdoing that he or she knows or suspects his or her employer of committing is a(n)
A.informant.
B.corporate traitor.
C.whistle-blower.
D.muckraker.
Q:
A process in which a neutral party resolves a dispute between two or more parties and the resolution is binding is known as
A.mediation.
B.negotiation.
C.adjudication.
D.arbitration.
Q:
The peer review panel
A.has no professional community to provide standards or procedural guidelines.
B.is made up of senior managers from the company's headquarters.
C.is housed in the legal department.
D.is typically not well trusted within an organization.
Q:
An ombudsman
A.hears all formal employee complaints.
B.is part of the human resources department.
C.is a consultant hired by a company to chair hearing procedures.
D.investigates reported complaints and helps to achieve equitable settlements.
Q:
An alternative dispute resolution method that allows the employee to be represented by an attorney in front of a neutral company executive is called
A.mediation.
B.arbitration.
C.a hearing procedure.
D.trial by fire.
Q:
One of the most used alternative dispute resolution methods is
A.the open door policy.
B.the suggestion box.
C.the complaint box.
D.employee complaint hotlines.
Q:
Methods of providing due process for employees outside of the legal system are called
A.arbitration.
B.mediation.
C.adjudication.
D.alternative dispute resolution.
Q:
Requirements of a due process system include all of the following except
A.institutionalization.
B.ease of use.
C.subject to review and appeal.
D.applicable to all employees.
Q:
Which of the following is not a requirement of a due process system?
A.It must follow rules and not be arbitrary.
B.It must be well documented.
C.It must be predictably effective.
D.It must be perceived as equitable.
Q:
The right to receive an impartial review of one's complaints and to be dealt with fairly is known as
A.the right to a fair and speedy trial.
B.the right to trial by a jury of one's peers.
C.good faith bargaining.
D.due process.
Q:
Which of the following is not an action that managers should take when terminating employees?
A.Fire employees in a private space
B.Email the employee the termination
C.Preserve the employee's dignity
D.Use transparent criteria for layoffs
Q:
The good cause norm is
A.the employment at will doctrine.
B.the reason for wrongful discharge.
C.the belief that employees should be discharged only for good reasons.
D.based on private property rights.
Q:
If employers do not give unsatisfactory employees every reasonable opportunity to improve their performance before being fired, the company may have violated
A.the worker's right to free speech.
B.the Equal Employment Opportunity Act.
C.fair trade agreements.
D.the good faith principle.
Q:
Employer promises that they may not even know they made are called
A.inherent intentions.
B.implied contracts.
C.public policies.
D.good faith promises.
Q:
____ was protection for federal employees who expose illegal, corrupt, or wasteful government activities.
A.Employment-At-Will Doctrine
B.False Claims Act
C.Civil Service Reform Act
D.Michigan Whistle-Blowers Protection Act
Q:
The exception that protects employees from being fired because they refuse to commit crimes or take advantage of privileges to which they are entitled by law is
A.common law.
B.the employee protection principle.
C.the public policy exception.
D.the fair employment loophole.