Sorta Like Jeopardy - Round 2

5-1

100

Injuring someone’s reputation by making false and malicious statements is an example of which of the following common law tort claims: A. Invasion of privacy B. Fraudulent misrepresentation C. Negligent hiring D. Defamation

D. Defamation – p.26

200

A properly written non-compete agreement will contain all of the following EXCEPT: A. Language limiting the geographical area to which the agreement applies B. Language about how to request an exception to the agreement. C. Language about the length of time the agreement will be in effect. D. Language about the prohibited activity

B. Language about how to request an exception to the agreement. – p.27

300

_________ is a common law doctrine requiring EEs to act in the best interest of the ER and not solicit work away from the ER to benefit themselves. A. non-compete B. duty of loyalty C. implied consent D. employment at will

B. Duty of loyalty – p.29

400

Section 7 of the NLRA states that EEs have the right to do all of the following EXCEPT: A. Self organize B. Bargain collectively through representatives of their own choosing C. Form, join or assist labor organizations D. Force an unwilling EE to join a union

D. Force an unwilling EE to join a union – p.17

500

FLASHBACK - In the context of job evaluation methods, which of the following methods tries to establish a relative order of jobs? A. job design B. nonquantitative C. point factor method D. compatibility

B. nonquantitative – p 4-54

5-2

100

Which of the following is NOT an example of a feedback/communication method? A. HR/Labor relations reviews B. Skip level interviews C. Forced distribution D. EPPs

C. Forced distribution – p. 51

200

If an EE begins to go into detail about their personal physical or emotional condition, the manager should: A. Listen patiently to the EE and offer suggestions B. Refer the EE to the EAP C. Encourage the EE to discuss their situation with their coworkers D. Refer the EE to the EAP and possibly loop in HR for additional guidance

D. Refer the EE to the EAP and possibly loop in HR for additional guidance – p. 54

300

Which of the following is true about EPPs? A. Meetings must occur during regular operating hours B. Can be made up of no more than 33% of voting eligible EEs C. Must avoid issues that are traditionally bargained D. Must not use the ERs electronic communication methods to share information

C. Must avoid issues that are traditionally bargained – p.53

400

Which of the following can be addressed by a Communications policy? A. an ER can stifle negative EE speech about working conditions B. an ER can stifle negative EE speech about the company’s products or services C. an ER can refuse email access to an EE that has negatively expressed concern about employment terms D. an ER can terminate an EE that has expressed written concern about their treatment from their supervisor

B. an ER can stifle negative EE speech about the company’s products or services – p. 53

500

Labor-management cooperation is BEST supported by what action? A. Reinforcing the “us against them” mentality B. Promoting high expectations for success C. Allowing committee members to defend their positions D. Setting common goals on a united front

D. Setting common goals on a united front – p.57

5-3

100

When an EE shows potential and is interested in growth opportunities, __________ can be used to assign new responsibilities or tasks that challenge the EE so new skills can be developed. A. Job enlargement B. Job rotation C. Job posting D. Job enrichment

D. Job enrichment – p. 69

200

If part time EEs work at least 1,000 hours they: A. must be allowed to participate in most retirement plans B. must be paid overtime on all hours worked over their normal part time schedule C. must be offered full time EE benefits but must pay a higher premium D. are not eligible for COBRA if involuntarily terminated

A. must be allowed to participate in most retirement plans - p.72

300

The significance of the Crown Cork and Seal decision was: A. labor unions are illegal if they violate ADA requirements B. employee committees are acceptable under the NLRA C. employee committees can only focus on safety D. employee committees can determine punishment for misconduct

B. employee committees are acceptable under the NLRA – p. 76

400

Team members who set the work schedules, determine who will do which jobs, and hold each other accountable for goals are part of a: A. nominal group B. project team C. self-directed team D. task force

C. self-directed team –p. 79

500

A temporary allocation of personnel for the accomplishment of a specific objective, usually a long term strategic issue, is known as a: A. SWOT team B. due diligence team C. task force D. focus group

C. task force – p. 80

5-5

100

Each of the following are advantages of an EE handbook EXCEPT: A. they help maintain consistency B. they ensure profitability C. they minimize misunderstandings over policies D. they can support disciplinary action

B. they ensure profitability – p. 107

200

A organization’s handbook may create the appearance of “chilling” EE rights to engage in concerted activities by: A. referring to union authorization cards B. stating employment is at-will C. citing severance guidelines in the event of termination D. broadly warning against harassment in the workplace

D. broadly warning against harassment in the workplace – p.112

300

FLASHBACK - A _____ reflects an organizations assets, liabilities and equity at a point in time. A. profit statement B. cost ratio C. balance sheet D. histogram

C. balance sheet – p. 1.97

400

Employees will conduct business in a manner consistent with the highest standards of business ethics. This is an example of a: A. policy B. procedure C. process D. work rule

A. policy – p. 104

500

In which of the following cases was the ER required to revise its handbook because its definition of confidentiality was too broad? A. Nissan vs Ellerth B. Cintas vs NLRB C. Tipton County vs Smith D. Visa vs NLRB

B. Cintas vs NLRB – p. 111

5-6

100

The theme of ________ discipline is building commitment instead of enforcing compliance and allows the EE the opportunity to participate in correcting their behavior. A. nonpunitive B. punitive C. progressive D. preventive

A. nonpunitive – p. 123

200

An effective _________ discipline process includes coaching or counseling, acknowledging good performance and providing guidance on performance that needs to be changed. A. nonpunitive B. punitive C. progressive D. preventive

C. progressive – p. 126

300

Permits the EE to select an arbitrator from a group of individuals. This type of ADR is known as: A. mediation B. arbitration C. chosen officer D. peer review

C. chosen officer – p. 132

400

In this case, the court held that a mandatory arbitration pre-hire employment requirement was enforceable under the FAA. A. Circuit City stores vs Adams B. EEOC vs Waffle House C. GM vs Pierce D. Steelcase vs Gesky

A. Circuit City stores vs Adams – p. 133

500

Which of the following is NOT one of the tests often used to determine wrongful termination? A. The ERs disciplinary actions are consistent and predictable B. The disciplinary steps are published in the EE handbook C. The ERs decision is based on factual evidence D. The EE is considered an individual

B. The disciplinary steps are published in the EE handbook – p. 121