1.Which of the following rights of regular employees of private organizations can NOT be limited by the employer?
a. the right to privacy.
b. the right to quit.
c. the right of free speech.
d. the right of protection from unreasonable search and seizure.
2.In general, personallel files and records should be maintained for
a. 1 year.
b. 3 years.
c. 7 years.
d. the life of the' company or its successor companies.
3. Which pieces of information SHOULD be filed in an employee's confidential file?
a. the employee's current compensation records.
b. the supervisor's evaluation of the employee's promotability completed 12 months ago.
c. discipline records for the last 10 years.
d. the employee's request for medical leave for chemptherapy treatments.
4. Which of the following is RECOMMENDED regarding employee records?
a. Keep all medical, disciplinary, and performance reports together in a seperate confidential file.
b. Release employee information only with employee's consent.
c. Employee files should be available to the employees themselves without restriction.
d. Do not destroy and infomration regarding an employee's history with the firm.
5. Which of the following statements if TRUE regarding whistle-blowing?
a. It is illegal for employers to retaliate against whistle-blowers who reveal organizational illegal actions.
b.Whistle-blowers who blow the whistle to internal authorities are protected from retaliation. Whistle-blowers who go outside of the firm can be fired, but cannot be sued for damage to the organization.
c.The Sarbanes-Oxley Act protects whistle-blowers who report wrongdoing to the media, such as newspapers or television.
d.Whistle-blowers, such as the Enron whistle-blower, typically report wrongdoing externally in order to punish the organization for perceived personal mistreatment.
6. The Federal constitutional right to protection from unreasonable search and seizure
a.protects an individual only against searches and seizure by agents of the government.
b.has been eliminated by the USA Patriot Act.
c.protects employees from unreasonable searches and seizures by employers in the workplace.
d.protects only those individuals employed in the private sector.
7. ____ provide general guidance to managers, while ____ are specific to the situation allow no discretion by the individual manager.
a. Regulations, rules
b. Procedures. regulations
c. rules. procedures
d. policies, rules
8. ____ are customary methods of handling activities.
a. policy
b. procedure
c. rule
d. practice
9. “Each employee of Biloxi Bend Chemicals must maintain a land-line telephone connection at home so that the organization may be more likely to contact him/her in case of emergency. This is a condition for continued employment.” This is an example of a
a. policy
b. procedure
c. rule
d. practice
10. Typically, HR managers
a. review policies and rules with all employees.
b. apply HR policies, rules, and procedures.
c. give feedback on the effectiveness of policies and rules.
d. train line managers to administer policies, rules, and procedures.
11. Which of the following statements is TRUE about employee handbooks?
a.Employee handbooks are disappearing because of the high number of “implied contract” lawsuits which have been based on handbooks.
b.The proper use of disclaimers in employee handbooks can preserve the employer’s right to discharge employees with or without cause.
c.If employee handbooks are used, the employer should view them as an enforceable contract with the employees.
d.Language in the employee handbook should be vague enough to allow flexibility in interpretation when organizational procedures and rules are implemented.
12. All of the following are useful methods of reducing employee tardiness EXCEPT
a. flexiable work scheduling.
b. HR policies that discipline repeated and frequently tardy employees.
c. instituting a "no fault" tardiness policy.
d. interview frequently tardy individuals and determine the reasons why they are late.
13. Angela is disturbed that the inactivity rate in her department is 10%. Which of the following statements is TRUE?
a. An inactivity rate of 10% is considered within normal range.
b. This metric indicates that 10% of work time in Angela's department is lost to absenteeism.
c. This metric indicates that 10% of Angel's employees are absent in any one day.
d. This metric indicates that the average time lost per employee per month is 10%.
14. For discipline to be effective it must be.
a. aimed at the behavior, not at the employee personally.
b. administered at a later date so that discipline is not done in the heat of the moment.
c. selectively applied to the least productive employees.
d. publicly administered to facilitate vicarious learning among other employees.
15. Leyla has received high performance appraisals for the three years she has worked for a medium-sized insurance firm in the rural Midwest. Leyla’s job involves telephone support for customers who have questions. When Leyla returned from her vacation, she had gotten three facial piercings. Leyla’s supervisor informed Leyla that he did not feel this was appropriate for the workplace. Leyla replied that it was no different than some of the other workers who wore two and three earrings in each ear. The company has no appearance policy. Leyla’s supervisor is asking you, the HR manager for the firm what he can do. You tell the supervisor
a. Leyla's piercings are the equivalent of free speech and he cannot legally ask her to remove them.
b. Leyla's job required her to speak clearly on the phone. If her piercings cause her speech to be poorly understood, the supervisor could require Leyla to remove those piercings that interfere with her speech.
c. the company has no appearance policy, so the supervisor is not restricted in the appearance rules he sets down for his employees.
d. if Leyla's co-workers petition the supervisor to require Leyla to remove the piercings, he can do so on the grounds that Leyla is disrupting the workplace.
16. The ____ approach to discipline builds on the philosophy that violations of procedures and rules by employees are actions that usually can be constructively corrected without penalty.
a. behavior modification
b. positive discipline
c. progressive discipline
d. problem-solving
17. It is common practice for terminated employees to be removed from the workplace as soon as possible, either without returning to their work station or by requiring the terminated employee to clear out his/her work station under the supervision of security personnel. This policy is intended to
a. prevent violence or sabotage by the terminated employee.
b. serve vicarious (observational) learning for co-workers that certain behaviors in the workplace have serious consequences.
c. satisfy legal requirements surrounding termination procedures.
d. humiliate the terminated employee as part of the discipline process.
18. When terminating an employee.
a. the termination location should be visible by others, such as a glass-windowed office, so that violence is less likely.
b. only the employee's supervisor should be present.
c. the employee should be told what his final payroll and benefits status is.
d. in order to counter rumors, the employee's co-workers should be told exactly why the employee was terminated.