HRM 531 Week 1 Knowledge Check

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HRM 531 Week 1 Knowledge Check

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

• 2

• 15

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

• 10

• 11

Forms of Nonunion Grievance Procedures 100% • 12

• 13

• 14

Concept: Employment at Will

Mastery : 100% Questions : • 1

• 2

• 15

Materials on the concept:

• Employment at Will

1.

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

• A.

public policy exception

• B.

social learning theory

• C.

retaliatory discharge

• D.

lifestyle discriminate

2.

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

• A.

unfair dismissal

• B.

red-hot-stove discipline

• C.

retaliatory discharge

• D.

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.

• A.

Fiduciary duty of loyalty

• B.

Employment at will

• C.

Due process

• D.

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

3.

A bona fide occupational qualification allows

• A.

exemption from the Fourteenth Amendment

• B.

seniority systems

• C.

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

• D.

random drug testing

4.

The Civil Rights Act of 1871

• A.

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

• B.

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

• C.

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

• D.

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

5.

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.

• A.

encourages advancement

• B.

prohibits discrimination

• C.

eliminates nepotism

• D.

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

6.

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

• A.

selective representation

• B.

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

• C.

centralized collective bargaining

• D.

low union dues and small union staffs

7.

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

• A.

active in dispute resolution

• B.

legalistic in the courts only

• C.

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

• D.

legalistic in administrative procedures and active in dispute resolution

8.

In U.S. industrial relations, union organization is

• A.

opposed by both large and small employers

• B.

opposed by small employers but supported by large employers

• C.

opposed by large employers but supported by small employers

• D.

supported by both large and small employers

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

Mastery : 100% Questions : • 9

• 10

• 11

Materials on the concept:

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

9.

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

• A.

the Landrum-Griffin Act

• B.

state law

• C.

collective bargaining agreements

• D.

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.

• A.

fact-finding

• B.

arbitration

• C.

wildcat resolution

• D.

intercession

11.

Mediation is most successful when

• A.

the mediator acts as a judge in the negotiations

• B.

disputants see mediators as fair

• C.

mediators are assigned by the courts to intervene

• D.

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

Concept: Forms of Nonunion Grievance Procedures

Mastery : 100% Questions : • 12

• 13

• 14

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.

• A.

peer-review panel

• B.

grievance committee

• C.

ombudsperson

• D.

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.

• A.

the hot-stove rule

• B.

positive discipline

• C.

progressive discipline

• D.

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.

• A.

employee relations

• B.

management rights

• C.

implied promises

• D.

organizational support
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