Question $1(5$ points$)$

Saved

Which of the following groups CANNOT grant rights to employees?

Question $1$ options:

Employers

State legislatures

Federal courts

Unions

Question $2(5$ points$)$

Saved

Under the employment$-$at$-$will doctrine, who can terminate the employment relationship?

Question $2$ options:

Employees

Employers

Employees, unions, or employers

Employees or employers

Question $3(5$ points$)$

Saved

Under the employment$-$at$-$will doctrine, employers may terminate employees for any of the reasons below EXCEPT:

Question $3$ options:

Poor performance

Cooperating with authorities in regard to an OSHA complaint

Adequate performance

The color of an employee's tie

Question $4(5$ points$)$

Saved

An implied employment contract :

Question $4$ options:

Is valid only if in writing

Covers approximately $90\%$ of the American workforce

Exists after an employee passes his or her probation period

Can result from statements in an employee handbook or HR policy manual

Question $5(5$ points$)$

Saved

Employers defend their intrusion into employee privacy by noting:

Question $5$ options:

their constitutional right

a need to know due to their legitimate business interest

that they are required by law

OSHA regulations

Question $6(5$ points$)$

Saved

Which statement regarding personnel files is NOT true?

Question $6$ options:

Employees have the right to know of the files

Employees have the right to inspect their files

Employees can correct inaccurate data in their files

Employees can have the right to review their files without the presence of others

Question $7(5$ points$)$

Saved

Pre$-$employment genetic testing of employees has been outlawed because:

Question $7$ options:

It expressly violates the Civil Rights Act

There is no evidence to show a relationship between genetic factors and job performance

The testing itself can result in many disabilities

Its low cost makes it the most prevalent form of employee testing

Question $8(5$ points$)$

Saved

Which management group has primary responsibility for the development of disciplinary policies and procedures?

Question $8$ options:

The legal department

Top$-$level management

The human resources department

Middle management

Question $9(5$ points$)$

Saved

The hot$-$stove approach to rule enforcement requires that discipline be applied

Question $9$ options:

Progressively, with justification, and by the HR department

Only by the immediate supervisor, but with concurrence of the HR department

With warning, immediately, consistently, and in an impersonal way

In a legal manner consistent with the applicable laws and$/$or court rulings

Question $10(5$ points$)$

Saved

Discipline programs designed to motivate an employee to correct his or her misconduct voluntarily are known as:

Question $10$ options:

Hot$-$stove programs

Progressive discipline programs

Respect$-$discipline programs

Step$-$help programs

Question $11(5$ points$)$

Saved

In a typical progressive discipline program, what step immediately precedes the termination of the employee?

Question $11$ options:

A written warning

Formal discussions

A "pre$-$warning"

Suspension

Question $12(5$ points$)$

Saved

A set of standards of acceptable conduct and moral judgment is known as:

Question $12$ options:

Due process

Ethics

Rules

Legislation

Question $13(5$ points$)$

Saved

Major schools of thought in ethical decision making include all of the following EXCEPT:

Question $13$ options:

Justice

Utilitarian

Eschatological

Deontological

Question $14(5$ points$)$

Saved

If there is something in an employee's background that management should have known about, but did not and as a result of that the employee harms, injures, or kills someone, management can be subject to all of the following litigation types EXCEPT:

Question $14$ options:

Negligent hiring

Negligent retention

Negligent termination

Negligent supervision

Question $15(5$ points$)$

Saved

The major goal of employee discipline programs that are based on behavior modification theories is:

Question $15$ options:

Punish the employee

Terminate the employee

Shape the employee's behavior

Rebuke the employee

Question $16(5$ points$)$

Saved

Typical workplace monitoring activities of employees by employers include all of the following EXCEPT:

Question $16$ options:

Tracking employee movements via "smart" Id cards

Clandestine closed circuit TV monitoring

Shadowing employee movements

Email and voice mail monitoring

Question $17(5$ points$)$

Saved

Typical post$-$offer pre$-$employment physical examinations upon which employment is contingent include all of the following EXCEPT:

Question $17$ options:

EKG and chest x$-$ray

Blood pressure readings

Urine and blood samples

Genetic testing

Question $18(5$ points$)$

Saved

Pre$-$employment inquiries by employers typically can include all of the following EXCEPT:

Question $18$ options:

Motor vehicle type

Criminal history and credit reports

Magazine subscription and telephone usage pattern reports

Worker's comp claim reports

Question $19(5$ points$)$

Saved

The justice