Question 1

Regarding performance appraisals,which of the following statements is NOT true?

Accepted Answer

A) courts will review contested performance appraisals to determine whether or not they are correct 
B) negative performance appraisals, by themselves, do not prove discrimination 
C) employees who conduct performance appraisals should be trained in how to conduct them 
D) a biased negative appraisal may constitute disparate treatment 
E) none of the above 
A) courts will review contested performance appraisals to determine whether or not they are correct 
B) negative performance appraisals, by themselves, do not prove discrimination 
C) employees who conduct performance appraisals should be trained in how to conduct them 
D) a biased negative appraisal may constitute disparate treatment 
E) none of the above

Question 2

A 360 degree appraisal:

Accepted Answer

A) is conducted by the employee's superior and that superior's superior 
B) is comprehensive and appraises performance, attitude and potential in a single evaluation 
C) is conducted by other employees, at various organizational levels, as well as customers or other stakeholders that deal with the employee being appraised 
D) is an appraisal that consists of a required number of positive and negative performance ratings (i.e. - three best and three worst attributes) in various performance proficiencies 
A) is conducted by the employee's superior and that superior's superior 
B) is comprehensive and appraises performance, attitude and potential in a single evaluation 
C) is conducted by other employees, at various organizational levels, as well as customers or other stakeholders that deal with the employee being appraised 
D) is an appraisal that consists of a required number of positive and negative performance ratings (i.e. - three best and three worst attributes) in various performance proficiencies

Question 3

A disabled employee was refused the opportunity to train on a new machine because her supervisor believed that her disability would make it impossible to operate the machine with acceptable speed.The court should decide:

Accepted Answer

A) Under the ADA, failure to train is a materially adverse employment action that can be challenged as discriminatory 
B) The employer engaged in disparate treatment, provided the employee can prove that she is able to operate the machine 
C) The employer is not obligated to reasonably accommodate the employee in the training process because operating the machine is not required for her current job 
D) all of the above 
E) none of the above 
A) Under the ADA, failure to train is a materially adverse employment action that can be challenged as discriminatory 
B) The employer engaged in disparate treatment, provided the employee can prove that she is able to operate the machine 
C) The employer is not obligated to reasonably accommodate the employee in the training process because operating the machine is not required for her current job 
D) all of the above 
E) none of the above

Question 4

You are the crew supervisor of a group of men and women who clean offices for commercial office buildings in downtown Manhattan.Few of them speak or read English,and part of your job is to give them their instructions in Polish and Spanish,as the case may be.Your Spanish is pretty good,but your Polish is rudimentary at best.The firm you work for,Commercial Cleaning,LLC,has just switched cleaning agents to a highly effective,but highly toxic cleaning agent for marble floors which is dangerous to humans and to the environment,and requires complex and special handling.You're not even sure you could explain the instructions to the Spanish-speaking employees,let alone the Polish employees.You've raised the issue with your boss,who tells you not to worry about it.He said that even if the employees became ill by using the product,the illness would not show up for a long time,so there's no way to connect it with the firm.He refuses to provide instructions translated into Spanish and Polish,or latex gloves which are required for its handling.You have a choice.You know that some actions would put your employer first,some would put yourself first,and some your crew.Of the following actions,which would put your crew first?

Accepted Answer

A) Do nothing. The decision is out of your hands. 
B) Try the best you can to explain to your crew, using gestures and pantomiming, how to use the new cleaning agent, and recommend that they get gloves. Hope that no one becomes ill. 
C) Get a translation into Spanish and Polish of the complex instructions. Pay for it yourself. You don't want the consequences that might befall your crew on your conscience. 
D) Report the firm anonymously using the OSHA hotline. Quit and get another job. 
A) Do nothing. The decision is out of your hands. 
B) Try the best you can to explain to your crew, using gestures and pantomiming, how to use the new cleaning agent, and recommend that they get gloves. Hope that no one becomes ill. 
C) Get a translation into Spanish and Polish of the complex instructions. Pay for it yourself. You don't want the consequences that might befall your crew on your conscience. 
D) Report the firm anonymously using the OSHA hotline. Quit and get another job.

Question 5

Performance appraisals:

Accepted Answer

A) should cite specific instances of good or bad performance 
B) should never contain language strongly criticizing an employee's performance 
C) should consist primarily of numerical ratings because these are more objective 
D) all of the above 
E) none of the above 
A) should cite specific instances of good or bad performance 
B) should never contain language strongly criticizing an employee's performance 
C) should consist primarily of numerical ratings because these are more objective 
D) all of the above 
E) none of the above

Question 6

1. Why is each of the following good legal advice?
-It is highly advisable for employers to conduct performance appraisals and to maintain credible,written documentation of performance

Accepted Answer

Discrimination,wrongful discharge claims

Regarding performance appraisals,which of the following statements is NOT true?

A 360 degree appraisal:

A disabled employee was refused the opportunity to train on a new machine because her supervisor believed that her disability would make it impossible to operate the machine with acceptable speed.The court should decide:

Performance appraisals:

1. Why is each of the following good legal advice? -It is highly advisable for employers to conduct performance appraisals and to maintain credible,written documentation of performance

Overview of Employment Law

The Employment Relationship

Overview of Employment Discrimination

Recruitment, Applications, and Interviews

Background Checks, References, and Verifying Employment Eligibility

Employment Tests

Hiring and Promotion Decisions

Affirmative Action

Harassment

Reasonably Accommodating Disability and Religion

Work-life Conflicts and Other Diversity Issues

Wages, Hours, and Pay Equity

Benefits

Unions & Collective Bargaining

Occupational Safety and Health

Privacy on the Job: Information, Monitoring and Investigations

Terminating Individual Employees

Downsizing, Unemployment Insurance, and Other Post-termination Issues

Filters

Exam 16: Performance Appraisals, Training and Development

Regarding performance appraisals,which of the following statements is NOT true?

A 360 degree appraisal:

A disabled employee was refused the opportunity to train on a new machine because her supervisor believed that her disability would make it impossible to operate the machine with acceptable speed.The court should decide:

Performance appraisals:

1. Why is each of the following good legal advice? -It is highly advisable for employers to conduct performance appraisals and to maintain credible,written documentation of performance

Overview of Employment Law

The Employment Relationship

Overview of Employment Discrimination

Recruitment, Applications, and Interviews

Background Checks, References, and Verifying Employment Eligibility

Employment Tests

Hiring and Promotion Decisions

Affirmative Action

Harassment

Reasonably Accommodating Disability and Religion

Work-life Conflicts and Other Diversity Issues

Wages, Hours, and Pay Equity

Benefits

Unions & Collective Bargaining

Occupational Safety and Health

Privacy on the Job: Information, Monitoring and Investigations

Terminating Individual Employees

Downsizing, Unemployment Insurance, and Other Post-termination Issues

Filters