Employee Rights and Discipline

File: Ch04, Chapter 4, Employee Rights and Discipline TRUE/FALSE 1. The Privacy Act of 1974 requires federal government agencies to make available information in an individual’s personnel file. Ans: True Difficulty: ...

File: Ch04, Chapter 4, Employee Rights and Discipline TRUE/FALSE 1. The Privacy Act of 1974 requires federal government agencies to make available information in an individual’s personnel file. Ans: True Difficulty: Medium Section Reference: Employee Records and Related Laws Learning Objective: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information. Bloom’s Level: Knowledge AACSB Tag: Application of knowledge 2. The Drug-Free Workplace Act of 1988 requires federal contractors to actively pursue a drug-free environment. Ans: False Difficulty: Easy Section Reference: Employee Records and Related Laws Learning Objective: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information. Bloom’s Level: Knowledge AACSB Tag: Application of knowledge 3. Companies employing 50 or more employees are required to give employees 30 days notice when closing down a plant or laying off large numbers of workers. Ans: False Difficulty: Medium Section Reference: Employee Records and Related Laws Learning Objective: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information. Bloom’s Level: Knowledge AACSB Tag: Application of knowledge 4. Long-haul truck drivers, regulated by the Department of Transportation, are required to take drug tests. Ans: True Difficulty: Easy Section Reference: Employee Records and Related Laws Learning Objective: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information. Bloom’s Level: Knowledge AACSB Tag: Application of knowledge 5. Substance abusers are 20 times more likely to miss work than employees who are not substance abusers. Ans: False Difficulty: Medium Section Reference: Current Issues Regarding Employee Rights Learning Objective: Identify current issues regarding employee rights. Bloom’s Level: Knowledge AACSB Tag: Application of knowledge 6. The Fair Credit Reporting Act of 1971 allows employers to secretly check the credit history of job applicants. Ans: False Difficulty: Medium Section Reference: Employee Records and Related Laws Learning Objective: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information. Bloom’s Level: Knowledge AACSB Tag: Application of knowledge 7. There is no protection for employees who post comments about employees on Facebook or Blogs. Ans: True Difficulty: Medium Section Reference: Social Media Use and Employee Rights Learning Objective: Discuss employer concerns about social media use and the components of an effective social media policy. Bloom’s Level: Knowledge AACSB Tag: Application of knowledge 8. Research suggests that discipline should be punitive rather than corrective. Ans: False Difficulty: Easy Section Reference: Discipline and Employee Rights Learning Objective: Explain the elements of effective discipline policies. Bloom’s Level: Knowledge AACSB Tag: Application of knowledge 9. If theft in an organization is discovered, an employer has the right to give a polygraph test to every employee to determine the guilty party under the guidelines of the Polygraph Protection Act of 1988. Ans: False Difficulty: Medium Section Reference: Employee Records and Related Laws Learning Objective: Explain the employer record-keeping responsibilities and laws related to keeping and collecting employee information. Bloom’s Level: Knowledge AACSB Tag: Application of knowledge 10. Interestingly, other than a good cause, an employer cannot terminate an employee under the terms of the employment-at-will doctrine. Ans: False Difficulty: Medium Section Reference: The Employment-at-Will Doctrine Learning Objective: Explain the employment-at-will doctrine and relevant exceptions. Bloom’s Level: Knowledge AACSB Tag: Application of knowledge 11. Under new regulations employers are not permitted to electronically monitor employees, unless given permission by the employee to do so. Ans: False Difficulty: Medium Section Reference: Employee Monitoring and Workplace Security Learning Objective: Explain legal and ethical issues involved in monitoring employees in the workplace. Bloom’s Level: Knowledge AACSB Tag: Ethical understanding and reasoning 12. All disciplinary warnings, including written verbal warnings are forwarded to HRM for inclusion in the employee’s personnel file. Ans: False Difficulty: Medium Section Reference: Discipline and Employee Rights Learning Objective: Explain the elements of effective discipline policies. Bloom’s Level: Knowledge AACSB Tag: Application of knowledge 13. The progressive discipline process starts with a written warning, followed by a suspension, then a written verbal warning, and ending with a dismissal. Ans: False Difficulty: Medium Section Reference: Discipline and Employee Rights Learning Objective: Explain the elements of effective discipline policies. Bloom’s Level: Knowledge AACSB Tag: Application of knowledge 14. For total effectiveness, under the hot-stove rule, discipline shoul