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Q:
An employer's rights under employment-at-will are unlimited.
Q:
All developed countries have employment-at-will systems.
Q:
Employment-at-will is a common-law rule that tends to favor the employer.
Q:
Residual rights are the same as employer rights.
Q:
Due to the legal conflict over employment-at-will discharges, many employers are now:
A) documenting causes for all wrongful dismissals.
B) requiring employees to sign at-will statements.
C) revising employee handbooks more frequently.
D) training all managers on the employment-at-will concept.
Q:
When an employer discharged two women during and shortly after they returned from maternity leave, the women sued. The court found that the employer had:
A) acted in good faith.
B) acted legally but had violated a psychological contract.
C) made a legitimate exercise of employment-at-will powers.
D) wrongfully discharged the women and fined the employer.
Q:
Legal limitations to employment at will:
A) do not exist in the private sector.
B) exist only for businesses with more than 50 employees.
C) include public policy and implied contract exceptions.
D) include criminal misconduct and psychological contract exceptions.
Q:
An employee refuses to lobby for his boss' favorite political candidate and is fired as a result. The courts would most likely:
A) rule this to be a just cause termination.
B) call this insubordination and uphold the termination.
C) hold this to be a public policy exception to employment-at-will.
D) see this as a lack of good faith and fair dealing on the part of the employer.
Q:
Harrison, an American citizen, has recently taken a computer technician job in Belgium. The chances that Harrison will be discharged from this position without good cause are:
A) more likely than if he worked in the United States.
B) less likely than if he worked in the United States.
C) very likely since he is not a citizen of Belgium.
D) impossible, since he is an American citizen.
Q:
Employees who are wrongfully discharged under the employment-at-will doctrine:
A) are guaranteed severance pay.
B) typically sue for due process.
C) are protected by union contracts.
D) usually have no legal recourse.
Q:
A common-law rule that allows employers the right to terminate employees at any time for any cause is best known as:
A) due process.
B) an implied contract.
C) employment at will.
D) a good faith contract.
Q:
The rights to hire, promote, and determine pay levels for employees are examples of:
A) due process rights.
B) statutory rights.
C) residual rights.
D) contractual rights.
Q:
Management rights are also known as:
A) due process rights.
B) statutory rights.
C) residual rights.
D) contractual rights.
Q:
The rights of employers to run a business and retain any resulting profits are called:
A) property rights.
B) management rights.
C) civil service rights.
D) corporation rights.
Q:
Employee rights may be categorized into three groups. Identify these categories and explain the rights within each.
Q:
The ________ guarantees the privacy of personnel files for employees of the U.S. Federal government.
Q:
A file maintained for each employee, containing the documentation of critical HR-related information is referred to as a(n) ________.
Q:
________ is termination of an employee for reasons that are either illegal or inappropriate.
Q:
________ is equal and fair application of a policy or law.
Q:
A(n) ________ is a contract that spells out explicitly the terms of the employment relationship for both employee and employer.
Q:
A legally binding promise between two or more competent parties is called a(n) ________.
Q:
A(n) ________ is a right on the law of contracts.
Q:
A right protected by specific laws is referred to as a(n) ________.
Q:
The ability to engage in conduct that is protected by law or social sanction, free from interference by another party is referred to as a(n) ________.
Q:
Employees' free speech rights are more explicit than their rights to privacy.
Q:
Government workers typically have less protection, in terms of privacy and free speech, than do non-government workers.
Q:
An employee's right to privacy is absolute and guaranteed by the U.S. Constitution.
Q:
A psychological contract is a legal document outlining the ethical values of a company.
Q:
Union contracts provide greater job security than non-union contracts.
Q:
Statements in an employee handbook are a source of implied contracts, but only a few state courts have ruled that employee handbooks are enforceable contracts.
Q:
Employee statutory rights are those rights employees are guaranteed by law.
Q:
Over the last 30 years, employee rights have narrowed as federal and state governments enact more laws that favor employers.
Q:
Additional Case 14.2
Gloria, an employee at Hamilton Resources, which is a unionized company, has performance and absenteeism problems. Gloria's manager, Dean, wants to fire her immediately. As the HR manager at Hamilton, you explain to Dean that he needs to try to improve the employee's performance first and save termination as a last resort.
Sometime later, the CEO asks you to review and update the firm's employee discipline process. He wants to give employees as much responsibility for their own performance improvement as possible. He is also willing to invest in management training to ensure the best and most fair process. As HR manager, you will be responsible for training managers on the new discipline process.
Refer to Additional Case 14.2. If Dean had fired Gloria immediately, the action would most likely be considered:
A) a violation of due process.
B) an example of progressive discipline.
C) a violation of Gloria's residual rights.
D) in compliance with Gloria's union contract.
Q:
Which of the following is a true statement about the differences between the protection of government versus non-government employees' rights?
A) Government employees may have their personal work space searched without reasonable cause, but non-government workers are protected from this type of activity.
B) Government employees may not copy or correct the information in their personal files, but non-government employees may.
C) Government workers' right to free speech is protected more fully than that of non-government employees.
D) There are no differences in the protection of workers' rights.
Q:
The Privacy Act of 1974:
A) protects all employees' electronic communication as private communication.
B) permits employers to review any business-related electronic communications.
C) prohibits government investigation into social networking sites.
D) permits federal employees to review their personnel files.
Q:
Which of the following is true about employee privacy rights?
A) Private employers are not as limited in their ability to invade employees' privacy as are governmental employers.
B) The Crime Control and Safe Streets Act permits employers to listen in on employee phone conversations at work.
C) The Privacy Act of 1974 extends an almost absolute right to privacy to all employees.
D) The right to privacy is a constitutional right.
Q:
An employee's right to privacy is best described as:
A) a guaranteed right.
B) implied in the Constitution.
C) explicitly stated in the Constitution.
D) protected with private employers but not public employers.
Q:
In order to create a climate of ethical behavior and fairness in a company, managers and supervisors should do all of the following EXCEPT:
A) ensure that employees are treated equitably.
B) adhere to clear standards that are seen as just and reasonable.
C) tell white lies to minimize competition between co-workers.
D) take actions to develop trust between themselves and employees.
Q:
Which of the following is most likely an example of the ethical treatment of employees?
A) Requiring significant stretching of an employees' abilities
B) Refusing to hire family members and friends at an organization
C) Sharing confidential employee information with upper management
D) Avoiding disproportionate praise or censure for employee performance
Q:
An employee's expectation of fair and ethical treatment, in return for providing fair and reasonable amounts of work with a certain degree of quality, is called:
A) an implied contract.
B) a psychological contract.
C) residual rights.
D) contractual rights.
Q:
During an interview, the hiring manager tells the job candidate, "You'll always have a job here." That statement most likely constitutes a(n):
A) employment-at-will statement.
B) granting of residual rights.
C) psychological contract.
D) implied contract.
Q:
Frank, a union member, is discharged by his employer for gross misconduct. When Frank appeals the decision to his union, he is most likely seeking:
A) due process.
B) residual rights.
C) statutory rights.
D) workers' compensation.
Q:
Carine's position at FireWall was terminated when she refused to participate in office theft for her supervisor. This is most likely an example of:
A) whistleblowing.
B) due process.
C) employment at will.
D) wrongful discharge.
Q:
About ________ of the U.S. labor force is covered by union contracts.
A) 6%
B) 12%
C) 24%
D) 36%
Q:
An employment contract explains the terms of employment relationship for both employee and employer. Employment contracts:
A) are regulated by Title VII of the Civil Rights Act.
B) cover a very small percentage of the workforce.
C) are always negotiated individually.
D) waive employee rights to due process.
Q:
Which of the following is NOT addressed in most employment contracts?
A) Employee compensation
B) Duration of employment
C) Specific working conditions
D) Protection from discrimination
Q:
As a first-line supervisor in a plant, Gerald has questions about the legal requirements regarding safety procedures in the plant. This is covered under:
A) the National Labor Relations Act.
B) the employees' contractual rights.
C) Title VII of the Civil Rights Act.
D) the Occupational Safety and Health Act.
Q:
Which of the following is a statutory right?
A) The right to free speech while working in a company
B) The right to ethical treatment
C) The right to form unions
D) The right to privacy
Q:
The rights given workers by federal laws are known as:
A) employee rights.
B) statutory rights.
C) contractual rights.
D) residual rights.
Q:
Hastings is the manager of an insulation manufacturing company. In order to determine the measures he will need to take in order to provide his employees with a safe working environment, he should most likely consult the:
A) Department of Labor.
B) National Labor Relations Board.
C) Equal Employment Opportunity Commission.
D) Occupational Safety and Health Administration.
Q:
Safe working conditions are categorized as:
A) residual employee rights.
B) contractual rights.
C) management rights.
D) statutory rights.
Q:
Which of the following is NOT an employee right that employers must consider?
A) Employment contracts
B) Safe working conditions
C) Unlimited free speech
D) Ethical treatment
Q:
In the employment relationship, HR should help define the rights of employees and employers in all of the following ways EXCEPT by:
A) developing employment policies.
B) eliminating the need for lawyers.
C) serving as an employee advocate.
D) explaining managers' obligations to employees.
Q:
A program that rewards employees for their ideas and contributions is referred to as a(n) ________.
Q:
Public recognition rewards are most effective and fair when a recipient's direct supervisor is a member of the rewards committee.
Q:
For recognition programs to be effective, the awards must be monetary and substantial.
Q:
Suggestion systems are an important part of employee assistance programs.
Q:
Qamar has recently come up with a plan to increase the efficiency of Moon Struck International's accounting system. As a reward, MSI has provided Qamar and her husband tickets to the DiVinci art show that is coming to town next month. This type of reward is:
A) illegal.
B) a recognition award.
C) likely to cause friction between Qamar and her co-workers.
D) inappropriate. Employee awards should not extend to the spouse of the employees.
Q:
To be the most effective, recognition awards should:
A) be evenly distributed over time among most employees.
B) always include a monetary gift for team members.
C) encourage all employees toward the firm's goals.
D) be initiated by management and HR.
Q:
________ give credit to people or teams that make outstanding contributions to the firm.
A) Employee assistance programs
B) Suggestion systems
C) Employee feedback programs
D) Recognition awards
Q:
For a suggestion system to be effective, it should:
A) use a single manager to evaluate the suggestions for the sake of speed.
B) quickly implement accepted ideas and give credit to the originator.
C) provide only token awards to keep costs under control.
D) always provide monetary rewards to employees.
Q:
A company program that encourages, evaluates, and implements ideas from employees is a(n):
A) suggestion system.
B) employee recognition program.
C) employee feedback program.
D) speak-up program.
Q:
Berk has a drinking problem that is affecting work. He decides he needs to do something about it. He needs to contact his company's:
A) arbitrator.
B) employee feedback program.
C) speak-up program.
D) employee assistance program.
Q:
What is the purpose of Employee Assistance Programs? What steps are involved in establishing an EAP? How can an EAP enhance employee relations?
Q:
It is important for a company to have an appeals process. This process may take any one of several different shapes. Explain what types of decisions employees commonly appeal and explain how a firm might implement an appeals process.
Q:
How is fairness within an organization facilitated by both employee relations representatives and formal appeals procedures?
Q:
As a manager, how would you make meetings more effective?
Q:
What is information dissemination? What types of technology aid the process of information dissemination?
Q:
What purpose does an employee handbook serve? When writing a handbook, what does management need to be careful about? What contractual role can a handbook play?
Q:
A(n) ________ is a company-sponsored program that helps employees cope with personal problems that are interfering with their job performance.
Q:
A(n) ________ is a procedure that allows employees to voice their reactions to management practices and to challenge management decisions.
Q:
A(n) ________ is a formal, anonymous survey designed to measure employee likes and dislikes of various aspects of their jobs.
Q:
A program designed to improve employee communications by giving employees a voice in policy formulation and making sure that they receive due process on any complaints they lodge against managers is referred to as a(n) ________.
Q:
A technique in which managers walk around and talk to employees informally to monitor informal communications, listen to employee grievances and suggestions, and build rapport and morale is referred to as ________.
Q:
________ is information exchanges without a planned agenda that occur informally among employees.
Q:
A form of electronic communication that integrates voice, video, and text, all of which can be encoded digitally and transported on fiber optic networks, is referred to as ________.
Q:
Interacting over the Internet and sharing text messages, photos, and video clips is called ________.
Q:
A form of electronic communication that allows the sender to leave a detailed voice message for a receiver is called ________.
Q:
The use of audio and video equipment to allow people to participate in meetings even when they are a great distance away from the conference location or one another, is called ________.
Q:
________ is the practice of favoring relatives over others in the workplace.