Question 1

The right to receive impartial review and fair treatment of one's case is

Accepted Answer

The right to receive impartial review and fair treatment of one's case refers to the concept of due process, which is a fundamental principle of the legal system and a cornerstone of employee rights. Due process ensures that employees are afforded certain protections and procedural rights when facing adverse employment actions, such as disciplinary actions or terminations. It includes the right to notice and an opportunity to be heard, the right to a fair and neutral decision-maker, and the right to appeal or challenge unfavorable decisions. Therefore, choice A is the most appropriate answer.

Question 2

Employee rights find their source in all of the following except one. Which was not suggested by Edwards?

Accepted Answer

Edwards did not suggest that employee rights find their source in the hopes and dreams of workers. The other options - union contracts, law, and employers' promises - are all sources of employee rights that were mentioned by Edwards.

Question 3

The notion that holds that individuals and private organizations are free to use their property as they desire refers to

Accepted Answer

The notion that individuals and private organizations are free to use their property as they desire is known as private property. This concept is a fundamental aspect of capitalist systems, where individuals have the right to control their own property and use it as they see fit. The other options (secure workplace, ethical responsibilities, managerial support) are not directly related to the idea of private property.

Question 4

Which of the following is not a requirement of a due process system in an organization?

Accepted Answer

A due process system should provide fair treatment to all employees regardless of their level in the organization. Therefore, having separate processes for different levels of employees would not meet this requirement. A due process system should be relatively permanent, not arbitrary, and well-known to all employees and managers.

Question 5

In what year did the Supreme Court of Canada rule that individuals involved in a labor dispute may legally picket not only outside the employer's premises but at other locations as well (secondary picketing)

Accepted Answer

The Supreme Court of Canada ruled in 2002 that individuals involved in a labor dispute may legally picket not only outside the employer's premises but at other locations as well, thereby allowing for secondary picketing. This decision was part of the Court's broader interpretation of the freedom of expression and assembly in the context of labor disputes.

Question 6

Statements such as "You will not be fired without just cause" and "Nobody gets fired around here without a good reason" have held up in court as

Accepted Answer

These statements suggest a promise of job security and can be interpreted as an implied contract between the employer and the employee. If the employer does not have "just cause" or a "good reason" for terminating the employee, the employee may have a legal claim against the employer.

Question 7

The employee rights movement

Accepted Answer

The statement mentions that the employee rights movement has evolved in the past decade, indicating that there have been changes in the movement. Options A and C are inaccurate since the statement does not indicate that the movement deals with civil rights of minority employees or was initiated by the government. Option D is also incorrect as the statement mentions that there have been changes in the workplace.

Question 8

Which of the following is not an element of the whistle-blowing process?

Accepted Answer

While the organizational position of the party who makes the complaint may have an impact on the whistle-blowing process, it is not an essential element of the process itself. The essential elements include the organization against which the complaint is made, the act about which the complaint is made, and the party to whom the complaint is made.

Question 9

In the outline for a new social contract which one of the following is not one of the employer expectations of employees?

Accepted Answer

The outline for a new social contract typically includes employer expectations of employees, which are typically related to their job performance, commitment to the objectives of the company, ethical and honest behavior, and so on. Opportunities for growth are usually not considered an expectation of employees, but rather an opportunity provided by the employer. Thus, option C is the correct answer.

Question 10

Which activity may constitute just cause?

Accepted Answer

Just cause refers to valid reasons for terminating an employee's employment contract. The three options listed (serious misconduct, habitual neglect of duty, willful disobedience) are all examples of actions that could be considered just cause for termination. Therefore, D, "all of the above", is the best choice.

Question 11

An employer that fires an employee for no valid reason has violated

Accepted Answer

The right not to be fired without just cause is a fundamental labor right in many countries, including the United States. The doctrine of employment at will allows employers to terminate employees at any time, with or without cause. However, if an employer fires an employee for no valid reason, they may be in violation of the law and the employee's rights. This is because employees have a reasonable expectation that they will not be fired without a legitimate reason, such as poor performance, misconduct, or job elimination.

Question 12

Which of the following is not one of the major sweeping forces in the new social contract?

Accepted Answer

Ethical considerations, while important in many aspects of business and society, are not typically classified as one of the major sweeping forces in the context of the new social contract. The new social contract often refers to the evolving expectations and relationships between employers and employees, influenced by factors like global competition, technology advances, and deregulation.

Question 13

The right not to be fired without just cause is an example of

Accepted Answer

The right not to be fired without just cause is a fundamental employee right, which protects workers from arbitrary dismissal and provides job security. Ethics management, supervisor approval, and issues management may be relevant in certain contexts, but they are not directly related to this particular employee right.

Question 14

Lie detector tests, listening devices in offices, and drug tests are related to which change in the workplace?

Accepted Answer

The answer of Lie detector tests, listening devices in offices,...

Question 15

Which one of the following is not an example of one of the new social contract changes?

Accepted Answer

Job-related skill training is not a change in the social contract; it has always been a part of career development. The new social contract changes focus more on career dynamics, personal loyalty, and teamwork.

Question 16

Which of the following is not a change in the workplace that is associated with the employee rights movement?

Accepted Answer

Changes in environmental policy may be associated with broader social movements, but they are not directly related to the employee rights movement. The other choices all reflect changes in the workplace that have been associated with efforts to protect employees' health, safety, and well-being.

Question 17

Which of the following was suggested in the text as a way for management to avoid getting involved in lawsuits over employment issues?

Accepted Answer

The text suggests that management can avoid getting involved in lawsuits by making honor commitments to employees. This means being honest with employees about what is expected of them and what they can expect from the company in terms of compensation and treatment. By doing this, management can create a positive workplace culture and avoid misunderstandings that could lead to legal issues. Options A and C are not ethical or legal ways of avoiding legal issues, while option B is discriminatory and can lead to additional legal problems.

Question 18

Which of the following was not offered in the text as sound advice for treating workers fairly?

Accepted Answer

The text did not suggest always assuming the employee is right until proven wrong. While it is important to take employee complaints seriously and investigate them fully, it is also important to gather all relevant information and perspectives before coming to a conclusion.

Question 19

Which of the following is true about peer review methods of employee due process?

Accepted Answer

Peer review methods of employee due process have seen a trend towards broadening employee rights, but this trend is not universally supported by major corporations. This reflects a cautious or skeptical approach by some businesses towards implementing peer review boards as a method of addressing employee grievances or disputes.

Question 20

Increased mobility of employees results in all the following except

Accepted Answer

Increased mobility of employees typically leads to more dynamic career paths and opportunities, which can enhance privacy concerns due to the increased sharing of personal information across different platforms and employers. However, it does not decrease employee privacy; rather, it may raise concerns about how personal information is managed and protected in the context of changing jobs or careers.

Quiz 15: Employee Stakeholders and Workplace Issues