HRM 531 Week 1 Quiz / Latest version

HRM 531 Week 1 Quiz / Latest version

1 The concept of requires an employer not only to produce persuasive evidence of an employees liability or negligence, but also to provide the employee a fair hearing and to impose a penalty appropriate to the proven offense. progressive disciplinepositive disciplinethe hot-stove rulejust causeCorrect 2 A bona fide occupational qualification allowsrandom drug testingexemption from the Fourteenth Amendmentdiscrimination to be permissible when a qualification is considered reasonably necessary to the operation of the business or enterpriseseniority systemsCorrect 3 A(n) is a neutral facilitator between employees and managers who assists in resolving workplace disputes. peer-review panelgrievance committeecomplaint teamombudspersonCorrect 4 According to , an employee may not be fired because he or she refuses to commit an illegal act, such as perjury or price fixing. retaliatory dischargepublic policy exceptionsocial learning theorylifestyle discriminateCorrect 5 The right of employees to strike in support of their bargaining demands is protected bystate lawthe Taft-Hartley Actthe Landrum-Griffin Actcollective bargaining agreementsCorrect 6 The Civil Rights Act of 1871grants all citizens the right to sue in federal court if they feel they have been deprived of any rights guaranteed by the Constitution and other lawsrequires that men and women working for the same establishment be paid the same rate of pay for work that is substantially equal in skill, effort, responsibility, and working conditionsprovides that a seniority system that intentionally discriminates against the members of a protected group can be challenged within 180 daysprohibits the denial, termination, or suspension of government contracts if an employer is following an affirmative action plan accepted by the federal government for the same facility within the past 12 monthsCorrect 7 A worker being fired for actions ranging from filing a workers compensation claim to reporting safety violations to government agencies is calledred-hot-stove disciplineunfair dismissalretaliatory dischargejust causeCorrect 8 Mediation is most successful whenmediators are assigned by the courts to intervenedisputants see mediators as fairthe mediator acts as a judge in the negotiationsthe mediators advice has the force of a government writCorrect 9 The role of government in the U.S. industrial relations system is: legalistic in the courts onlylegalistic in administrative procedures and the courts, but passive in dispute resolutionactive in dispute resolutionlegalistic in administrative procedures and active in dispute Correct 10 Title VII is most relevant to the employment context because it on the basis of race, color, religion, sex, or national origin in all aspects of employment.prevents layoffsprohibits discriminationencourages advancementeliminates nepotismCorrect 11 In a unionized firm, the clause of the collective bargaining agreement typically retains for management the authority to impose reasonable rules for workplace conduct and to discipline employees for just cause. employee relationsmanagement rightsorganizational supportimplied promisesCorrect 12 In U.S. industrial relations, union organization isopposed by small employers but supported by large employerssupported by both large and small employersopposed by large employers but supported by small employersopposed by both large and small employersCorrect 13 While mediation assists the parties to reach their own settlement, hears the positions of both and decides on binding settlement terms.fact-findingintercessionwildcat resolutionarbitrationCorrect 14 refers to an employment relationship between an employer and an employee, under which either party can terminate the relationship without notice for any reason not prohibited by law.Fiduciary duty of loyaltyEmployment at willAn implied promiseDue processCorrect 15 One distinctive feature of the U.S. system compared with other countries iscollective agreements are of fixed duration that embody a sharp distinction between negotiation of and interpretation of an agreementselective representationlow union dues and small union staffscentralized collective bargainingCorrect


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