Question :
81) The use of alcohol by employees:
A) should always be : 1346371
81) The use of alcohol by employees:
A) should always be prohibited.
B) should never be prohibited.
C) is a protected right of all employees.
D) can be restricted both on and off the job.
82) Managers that suspect drug use is the source of an employee’s performance problems, should most likely:
A) refer the employee to an AA group.
B) begin discipline procedures.
C) interview co-workers.
D) dismiss the employee.
83) Managers can most likely eliminate a substantial amount of employee discipline by:
A) using headhunters to find new employees.
B) implementing online orientation programs.
C) designing challenging jobs for employees.
D) requiring regular drug and alcohol tests.
84) How can performance appraisals best be used to minimize employee discipline problems?
A) Setting reasonable standards for employees
B) Requiring annual feedback to employees
C) Emphasizing selection standards
D) Implementing job banding
Case 14.1
You are the HR director at Catalina Manufacturing. The firm is considering random drug testing for employees at its California, New York, Pennsylvania, and Texas facilities. Management believes that the assembly of high explosive devices and a recent rash of drug-related accidents make drug testing imperative.
85) Refer to Case 14.1. You should most likely advise management that initiating random drug testing in California is:
A) strongly supported by the court system.
B) not permitted under any circumstances.
C) only allowed if the employer is a government contractor.
D) not permitted unless the employer has a compelling interest.
86) Refer to Case 14.1. Generally speaking, random drug testing in Catalina’s various facilities will most likely be:
A) permitted by Supreme Court rulings.
B) guided by the court rulings of each state.
C) meeting EEOC guidelines of disparate treatment.
D) challenged in court due to employee privacy rights guaranteed by the Constitution.
87) Refer to Case 14.1. To receive maximum support from employees, Catalina’s HR department should most likely communicate the need for drug testing as a:
A) management right.
B) way to improve productivity.
C) safety measure for all employees.
D) tool for lowering health insurance costs.
88) Refer to Case 14.1. Which of the following is the most appropriate alternative to random drug testing at Catalina?
A) Initiating an EAP
B) Conducting additional safety training
C) Using computer-based performance tests
D) Requiring honesty tests during recruiting and screening
89) Refer to Case 14.1. Which of the following questions is LEAST relevant to implementing a random drug-testing policy at Catalina?
A) How can managers make comparisons of drug test results?
B) How should employees with positive drug test results be treated?
C) How will managers maintain security over urine samples?
D) How can employees legally using prescription drugs be protected?
Case 14.2
Gloria, an employee at Hamilton Resources, which is a unionized company, has performance and absenteeism problems. Gloria’s manager, Dean, wants to fire her immediately. As the HR manager at Hamilton, you explain to Dean that he needs to try to improve the employee’s performance first and save termination as a last resort.
Sometime later, the CEO asks you to review and update the firm’s employee discipline process. He wants to give employees as much responsibility for their own performance improvement as possible. He is also willing to invest in management training to ensure the best and most fair process. As HR manager, you will be responsible for training managers on the new discipline process.
90) Refer to Case 14.2. If Dean had fired Gloria immediately, the action would most likely be considered:
A) a violation of due process.
B) an example of progressive discipline.
C) a violation of Gloria’s residual rights.
D) in compliance with Gloria’s union contract.
91) Refer to Case 14.2. Given the CEO’s desires, you should most likely recommend an employee discipline program based on:
A) progressive discipline.
B) due process.
C) positive discipline.
D) contractual rights.
92) Refer to Case 14.2. During the process of training managers, you should most likely make which of the following statements to ensure that they discipline fairly?
A) Require peer review before taking any disciplinary action.
B) Collect enough convincing evidence to justify any disciplinary action.
C) Limit communication with the disciplined employee to avoid legal issues.
D) Consider mitigating circumstances in all cases of gross misconduct by employees.
93) Refer to Case 14.2. Hamilton’s discipline program must include which of the following to be legally defensible and warranted?
A) Two-way communication
B) Regular performance appraisals
C) Top-level management review
D) Reasonable rules and penalties
94) Refer to Case 14.2. If Hamilton had a progressive discipline system in place, which of the following would most likely have been Dean’s first response to Gloria?
A) Giving Gloria a verbal warning
B) Requiring Gloria to attend counseling sessions
C) Filing a written warning in Gloria’s personnel file
D) Giving Gloria a paid day off to consider her actions
