1. Employee rights can be defined as the guarantees of fair treatment that workers expect in return for their services to an
employer.
a.
True
b.
False
2. In law, negligence is the failure to use a reasonable amount of care when such failure results in injury to another
person.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-1
3. Negligent hiring occurs when an employer hires an employee who is prone to violent behavior.
a.
True
b.
False
True
Moderate
MGHR.SNEL.17.13-1
4. The employment-at-will doctrine states that either employees or their employers may terminate the employment
relationship for any reason.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-1
True
Easy
MGHR.SNEL.17.13-1
5. Wrongful discharge is legal under the employment-at-will doctrine.
a.
True
b.
False
6. The significance of wrongful discharge suits is that they challenge an employer’s right under the employment-at-will
doctrine to unilaterally discharge employees.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-1
7. An implied contract may result from statements found in employee handbooks or other employment documents.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-1
8. During her interview, Angela is told by her future manager that if she is a good employee, she will have a permanent
job with the company. This situation is an example of an implied contract.
a.
True
b.
False
True
Challenging
False
Moderate
MGHR.SNEL.17.13-1
9. The employment-at-will doctrine gives managers and supervisors the unrestricted right of termination.
a.
True
b.
False
10. Whistle-blowing is a protected right of employees.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-1
11. Telling an employee that their job is secure as long as they perform satisfactorily and are loyal to their organization
does not make an implied contract binding.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.13-1
12. One way to help avoid implied contract lawsuits is to have written proof that employees have read the employment-at–
will disclaimers.
a.
True
b.
False
True
Easy
False
Easy
MGHR.SNEL.17.13-1
13. Constructive discharge cases involve employees who are forced to quit due to intolerable work conditions.
a.
True
b.
False
14. According to the Workers’ Adjustment Retraining and Notification Act, notice of closure or layoff affecting 50 or
more full-time workers must be given to the highest elected local official.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-1
15. The Workers’ Adjustment Retraining and Notification Act (WARN) requires many employers to provide 60 days
notice of plant closure and mass layoff.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-1
16. The right of privacy, which is recognized by law and legal commentary, includes the general principle of personal
autonomy and largely involves an individual’s right to be left alone.
a.
True
b.
False
True
MGHR.SNEL.17.13-2
True
Easy
MGHR.SNEL.17.13-1
17. Approximately two million workers are discharged each year.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-1
18. Federal employees are not covered by the federal Whistleblower Protection Act.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.13-1
19. Most legal experts suggest employers use antipiracy agreements rather than noncompete
agreements.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-1
20. Explicit contracts are not enforceable in court if either the employee or employer violates any provisions of the
agreement.
a.
True
b.
False
False
MGHR.SNEL.17.13-1
21. It is increasingly common for employees to quit or resign from their jobs because of the intolerable acts of their
employers leaving them with no other choice.
a.
True
b.
False
Easy
MGHR.SNEL.17.13-1
22. In the private sector, drug testing is largely regulated by individual states.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-2
23. Today, most companies conduct drug tests only when reasonable suspicion or probable cause exists.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-2
24. One advantage of impairment testing is that it focuses on off-duty behavior rather than workplace conduct.
a.
True
b.
False
False
Moderate
MGHR.SNEL.17.13-2
25. Few federal laws protect workers from being watched.
a.
True
b.
False
26. According to a recent report by the American Management Association, more than a quarter of employers have fired
workers for misusing e-mail.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-2
27. According to a recent report by the American Management Association, a third of employers have fired workers for
misusing the Internet.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-3
28. Impairment testing is always the first step in random drug testing.
a.
True
b.
False
False
Moderate
True
Easy
MGHR.SNEL.17.13-2
29. U.S. courts consider random searches of employee lockers, suitcases, and toolboxes illegal.
a.
True
b.
False
30. In general, employers have the right to monitor calls and text messages sent from their telecommunications devices,
provided they do so for compelling business -reasons and employees have been informed that their communications will
be monitored.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-2
31. Because personnel files are the employer’s property, an employee may be barred from seeing his or her file.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.13-2
32. Employers can discipline employees for off-duty conduct, but there must be a relationship between the employees’
behavior and the effect of that behavior on the organization.
a.
True
b.
False
True
MGHR.SNEL.17.13-2
False
Easy
MGHR.SNEL.17.13-2
33. Random searches of employees’ personal belongings without probable cause should be avoided.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-2
34. If a state law allows employees to examine their files, employers can insist that someone from HR, or a supervisor, be
present to ensure that nothing is taken, added, or changed.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-2
35. A number of states have passed laws that allow employers to fire employees for activities they pursue offsite on their
own time.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.13-2
36. An employee’s immediate supervisor is the logical person to apply the company’s disciplinary procedure.
a.
True
b.
False
True
MGHR.SNEL.17.13-3
37. A supervisor in a romantic relationship with a subordinate becomes immediately vulnerable to a sexual harassment
claim.
a.
True
b.
False
Easy
MGHR.SNEL.17.13-2
38. In an organizational setting, discipline should be viewed as a way of correcting poor performance rather than as a
punishment.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-3
39. One of the goals of discipline is that it should be considered as training that molds and strengthens desirable conduct,
corrects undesirable conduct, and helps in developing self-control.
a.
True
b.
False
True
Moderate
MGHR.SNEL.17.13-3
40. Documentation of an employee’s misconduct includes stating the improvement expected by the employer.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-3
41. The NLRB v Weingarten ruling requires that nonunion employees always be the cause of the right to representation
during an investigative interview.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.13-3
42. According to the Weingarten ruling, an employer must bargain with the employee’s representative during an
investigative interview.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.13-3
43. Progressive discipline is designed to force an employee to improve his/her performance involuntarily.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.13-3
44. Progressive discipline results from using positive reinforcement instead of punishment to correct behavioral problems.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.13-3
45. Dreadlocks and beards are protected religious observance rights under Title VII of the Civil Rights Act.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-2
46. The typical sequence of progressive discipline is written warning, oral warning, suspension, and discharge.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.13-3
47. Bill has been found guilty of theft, a termination offense. Before he is discharged, his manager must ensure that all the
steps of progressive discipline are followed.
a.
True
b.
False
False
Challenging
MGHR.SNEL.17.13-3
48. The most significant cause of inadequate documentation is that managers often do not know what constitutes good
documentation.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-3
49. Positive discipline relies on reminders given to employees to improve performance.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-3
50. Positive discipline is based on a mutual problem-solving approach, but resolutions are still mandated by management.
a.
True
b.
False
False
Moderate
MGHR.SNEL.17.13-3
51. When the first two steps fail while implementing positive discipline, decision-making leave is provided, which is a
paid leave.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-3
52. Due process is generally defined as the employee’s right to be heard.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-3
53. Step-review systems involving nonunion employees are very similar to grievance procedures used in union contracts.
a.
True
b.
False
True
Moderate
MGHR.SNEL.17.13-4
54. Peer-review boards consist only of people whose jobs are similar to that of the person appearing before the board.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.13-4
55. Employees do not have the right to have an attorney present during an investigative interview.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-3
56. With an open-door policy, decisions tend to be consistent across managers.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.13-4
57.
Ombudsmen solve problems by negotiating and mediating between supervisors and subordinates.
a.
True
b.
False
58. Mediation is always a formal process that results in compromise.
a.
True
b.
False
False
Moderate
MGHR.SNEL.17.13-4
59. Ethics can be defined as a set of standards of acceptable conduct.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.13-4
60. Organizations are required by law to comply with ethical guidelines.
a.
True
b.
False
False
Moderate
MGHR.SNEL.17.13-4
61. One of the primary goals of ethics training is to avoid adverse publicity.
True
Easy
MGHR.SNEL.17.13-4
a.
True
b.
False
62. Which of the following groups CANNOT grant rights to employees?
a.
Employers
b.
State legislatures
c.
Federal courts
d.
Unions
Easy
MGHR.SNEL.17.13-1
United States – BUSPROG: Analytic
United States – OH – DISC: HRM
Bloom’s: Knowledge
63. Because employers cannot predict with certainty the future behavior of employees despite background checking,
negligent hiring lawsuits are seen as:
a.
a no-win situation for employers.
b.
a no-win situation for employees.
c.
a Catch-22 situation for employers.
d.
a necessary-evil situation for employees.
c
Easy
MGHR.SNEL.17.13-1
United States – BUSPROG: Analytic
United States – OH – DISC: HRM
Bloom’s: Knowledge
64. The expectations of a fair exchange of employment obligations between an employee and his or her employer is
referred to as:
a.
employment-at-will.
b.
a no-win situation for employees.
c.
a Catch-22 situation for employers.
d.
psychological contract.
Easy
True
Easy
MGHR.SNEL.17.13-4
United States – BUSPROG: Analytic
United States – OH – DISC: HRM
Bloom’s: Knowledge
65. Under the employment-at-will doctrine, who can terminate an employment relationship?
a.
b.
c.
d.
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
United States – BUSPROG: Analytic
STATE STANDARDS:
United States – OH – DISC: HRM
Bloom’s: Knowledge
66. Which of the following is the dominant principle governing private-sector employment relationships?
a.
The employment-at-will doctrine
b.
The job-as-property doctrine
c.
The implied contract rules
d.
The implied covenant rules
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
United States – BUSPROG: Analytic
STATE STANDARDS:
United States – OH – DISC: HRM
Bloom’s: Knowledge
67. Which of the following is NOT an exception to the employment-at-will doctrine?
a.
Implied contract
b.
Established protection
c.
Violation of public policy
d.
Implied covenant
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
United States – BUSPROG: Analytic
STATE STANDARDS:
United States – OH – DISC: HRM
Bloom’s: Knowledge
68. In 1908, the Supreme Court upheld the employment-at-will doctrine in _____.
a.
NLRB v. Weingarten, Inc.
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
United States – BUSPROG: Analytic
STATE STANDARDS:
United States – OH – DISC: HRM
Bloom’s: Knowledge
b.
EEOC v. Waffle House, Inc.
c.
International Union v. Johnson Controls
d.
Adair v. United States
69. Discharge for refusing to violate a professional code of conduct falls under which exception to employment-at-will
doctrine?
a.
Violation of public policy
b.
Implied contract
c.
Implied covenant
d.
Does not fall under an exception
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
United States – BUSPROG: Analytic
STATE STANDARDS:
United States – OH – DISC: HRM
Bloom’s: Comprehension
70. Which exception to the employment-at–will doctrine occurs when a lack of good faith and fair dealing by the
employer has been suggested?
a.
Implied contract
b.
Established protection
c.
Violation of public policy
d.
Implied covenant
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
United States – BUSPROG: Analytic
STATE STANDARDS:
United States – OH – DISC: HRM
Bloom’s: Comprehension
71. An implied employment contract:
a.
is valid only in writing.
b.
covers the entire American workforce.
c.
exists only after an employee passes his or her probation period.
d.
can result from statements made in an employee handbook or HR policy manual.
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
United States – BUSPROG: Analytic
STATE STANDARDS:
United States – OH – DISC: HRM
Bloom’s: Knowledge
72. Which of the following statements is NOT true of whistle-blowing?
a.
Employees engage in whistle-blowing when they report an employer’s illegal actions
b.
Employers cannot discharge employees for reporting corporate wrongdoings.
c.
Employers can discipline, but not discharge employees for reporting corporate wrongdoings.
d.
Employers may be liable to huge fines if found guilty of the whistle-blowing charges imposed on them.
1
United States – BUSPROG: Analytic
United States – OH – DISC: HRM
Bloom’s: Knowledge
73. Employers are prohibited from retaliating against employees under all of the following EXCEPT:
a.
the Workers’ Adjustment Retraining and Notification Act.
b.
Title VII of the Civil Rights Act.
c.
the Age Discrimination in Employment Act.
d.
Title I of the Americans with Disabilities Act.
1
United States – BUSPROG: Analytic
United States – OH – DISC: HRM
Bloom’s: Knowledge
74. The minimum advance notice of plant closings or layoffs affecting 50 or more full-time employees required by the
Workers’ Adjustment Retraining and Notification Act of 1989 is:
a.
60 days.
b.
180 months.
c.
7 days.
d.
120 months.
1
United States – BUSPROG: Analytic
United States – OH – DISC: HRM
Bloom’s: Knowledge
United States – BUSPROG: Analytic
United States – OH – DISC: HRM
Bloom’s: Knowledge
75. In _____, a court found that a provision in an employee handbook constituted a unilateral enforceable contract with
employees.
a.
Adair v. United States
b.
NLRB v. Weingarten, Inc.
c.
Toussaint v. Blue Cross and Blue Shield of Michigan
d.
Young v. Southwestern Savings and Loan Association
76. Employers defend their intrusion into employee privacy by noting:
a.
their constitutional right.
b.
their legitimate business interest.
c.
that they are required by law.
d.
that they are required by the Occupational Safety and Health Administration to do so.
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
United States – BUSPROG: Analytic
Bloom’s: Knowledge
77. Which of the following actions is MOST likely to create a wrongful discharge claim?
a.
Terminating an employee only if there is an articulated reason
b.
Setting and following termination rules and schedules
c.
Documenting all performance problems
d.
Making exceptions to the rules in unique circumstances
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
United States – BUSPROG: Analytic
STATE STANDARDS:
United States – OH – DISC: HRM
Bloom’s: Comprehension
78. Which of the following acts financially rewards whistle-blowers who expose fraud related to governmental programs
and wrongdoing related to consumer financial products or services?
a.
The Notification and Federal Employee Antidiscrimination and Retaliation Act
b.
The Sarbanes-Oxley Act
c.
The Whistleblower Protection Act
d.
The False Claim Act
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
United States – BUSPROG: Analytic
STATE STANDARDS:
United States – OH – DISC: HRM
Bloom’s: Knowledge