HRM 531 Week 1 Knowledge Check

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›HRM 531

Year: 2015

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Description

HRM 531 Week 1 Knowledge Check

The material presented below is not meant to be a comprehensive list of all you need to know in the content area. Rather it is a starting point for building your knowledge and skills. Additional study materials are recommended in each area below to help you master the material.

Personalized Study Guide Results:

Score: 15 / 15

Concepts Mastery Questions

Employment at Will 100% • 1

Major employment laws 100% • 3

4• 5

Fundamental Features of the U.S. Industrial Relations System (Six Factors) 100% • 6

7• 8

Three General Types of Third-Party Involvement in a Bargaining Impasse 100% • 9

Forms of Nonunion Grievance Procedures 100% • 12

Concept: Employment at Will

Mastery : 100% Questions : • 1

Materials on the concept:

Employment at Will

According to _____, an employee may not be fired because he or she refuses to commit an illegal act, such as perjury or price fixing.

public policy exception

social learning theory

retaliatory discharge

lifestyle discriminate

A worker being fired for actions ranging from filing a workers’ compensation claim to reporting safety violations to government agencies is called

unfair dismissal

red-hot-stove discipline

retaliatory discharge

just cause

15.

_____ 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 loyalty

Employment at will

Due process

An implied promise

Concept: Major employment laws

Mastery : 100% Questions : • 3

4• 5

Materials on the concept:

Title VII of the Civil Rights Act of 1964

The Legal Context of Human Resource Decisions

A bona fide occupational qualification allows

exemption from the Fourteenth Amendment

seniority systems

discrimination to be permissible when a qualification is considered reasonably necessary to the operation of the business or enterprise

random drug testing

The Civil Rights Act of 1871

prohibits 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 months

requires 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 conditions

grants 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 laws

provides that a seniority system that intentionally discriminates against the members of a protected group can be challenged within 180 days

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.

encourages advancement

prohibits discrimination

eliminates nepotism

prevents layoffs

Concept: Fundamental Features of the U.S. Industrial Relations System (Six Factors)

Mastery : 100% Questions : • 6

7• 8

Materials on the concept:

Fundamental Features of the U.S. Industrial Relations System

One distinctive feature of the U.S. system compared with other countries is

selective representation

collective agreements are of fixed duration that embody a sharp distinction between negotiation of and interpretation

centralized collective bargaining

low union dues and small union staffs

The role of government in the U.S. industrial relations system is characterized by

active in dispute resolution

legalistic in the courts only

legalistic in administrative procedures and the courts, but passive in dispute resolution

legalistic in administrative procedures and active in dispute resolution

In U.S. industrial relations, union organization is

opposed by both large and small employers

opposed by small employers but supported by large employers

opposed by large employers but supported by small employers

supported by both large and small employers

Concept: Three General Types of Third-Party Involvement in a Bargaining Impasse

Mastery : 100% Questions : • 9

Materials on the concept:

Bargaining Impasses: Strikes, Lockouts, or Third-Party Involvement

The right of employees to strike in support of their bargaining demands is protected by

the Landrum-Griffin Act

state law

collective bargaining agreements

the Taft-Hartley Act

10.

While mediation assists the parties to reach their own settlement, _____ hears the positions of both and decides on binding settlement terms.

fact-finding

arbitration

wildcat resolution

intercession

11.

Mediation is most successful when

the mediator acts as a judge in the negotiations

disputants see mediators as fair

mediators are assigned by the courts to intervene

the mediator’s advice has the force of a government writ

Concept: Forms of Nonunion Grievance Procedures

Mastery : 100% Questions : • 12

Materials on the concept:

Grievance Procedures in Nonunion Companies: Workplace Due Process

12.

A(n) _____ is a neutral facilitator between employees and managers who assists in resolving workplace disputes.

peer-review panel

grievance committee

ombudsperson

complaint team

13.

The concept of _____ requires an employer not only to produce persuasive evidence of an employee’s liability or negligence, but also to provide the employee a fair hearing and to impose a penalty appropriate to the proven offense.

the hot-stove rule

positive discipline

progressive discipline

just cause

14.

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 relations

management rights

implied promises

organizational support