HRM 531 Week 1 Knowledge Check

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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

• 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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