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Internal Employee Relations 2
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Internal Employee Relations 2
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25 Questions

1. An ombudsperson listens to employee complaints and recommends appropriate action in an attempt to defuse internal problems.
2. The courts have made no exceptions to the employment-at-will doctrine.
3. Effective disciplinary action addresses the employee's wrongful behavior, not the employee as a person.
4. Employment at will is a written contract established immediately after an employee accepts a position at a firm.
5. Feedback is an important aspect of the disciplinary action process.
6. Documenting disciplinary actions is essential to protecting a firm's interests.
7. Downsizing and termination are synonymous terms.
8. The courts have used ethical considerations to make certain exceptions to the doctrine of at-will-employment.
9. Demotion involves moving a worker to a lower level of duties and responsibilities.
10. The progressive disciplinary action model was developed in response to the Taft-Hartley Act of 1935.
11. Outplacement helps employers preserve their reputation while softening the impact of displacement.
12. The disciplinary action process is relatively static.
13. The purpose of an exit interview is to alter behavior that can have a negative impact on achievement of organizational objectives.
14. External employee relations comprise the human resource management activities associated with the movement of employees within the organization.
15. Employers are required by law to provide severance pay to employees who have been involuntarily terminated.
16. The status of most workers in an organization is permanently fixed.
17. After management has established rules, it must communicate these rules to employees.
18. Disciplinary action is the state of employee self-control and orderly conduct and indicates the extent of genuine teamwork within an organization.
19. Progressive disciplinary action is intended to ensure that the minimum penalty appropriate to the offense is imposed.
20. In most cases, terminations at unionized firms are based on performance and merit.
21. According to experts, firing employees on Mondays is best because it allows them to begin searching for a job immediately.
22. Many organizations use exit interviews to reduce employee turnover.
23. Phased retirement allows employees to transition from full-time work to retirement in steps rather than all at one time.
24. The progressive discipline approach focuses on eliminating punitive disciplinary policies and encouraging employees to take personal responsibility for their actions.
25. Disciplinary action without punishment is most effective when all rules are explicitly stated in writing.

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