Exam 11: Managing Employee Separations: Foundations of Employee Engagement Communication and Turnover Management

One way to avoid layoffs is to hire temporary supplemental employees with the understanding that their work is of a temporary nature where they may be laid off at any time.These temporary employees are called

Leading or participating in an effort to undermine and remove the boss from power would not be considered an act of insubordination.

A layoff refers to a situation when there is a permanent shortage of work for employees and management does not intend to recall the employees for work as it becomes available.

"Willful disregard or disobedience of the boss's authority or legitimate orders and criticizing the boss in public" is known as

The sixth step in the termination interview process is

With respect to employee relations, experts generally define organizational justice in terms of three components.One of those components is

The following are all progressive penalties an employer may use for effective discipline except

Alternatives to layoffs include voluntary reduction in pay plans, voluntary time off, and the use of contingent employees.

Firms are now providing preretirement counselling to employees who are about to retire, covering matters such as financial planning, relationship issues, and health issues.

In the third step of the termination interview, the manager should

To increase employee engagement, many firms

A system of progressive penalties usually involves warnings (verbal and written), suspensions (paid and/or unpaid), and discharge.

A process that helps ensure that discipline is applied fairly and equitably is called a(n)

The temporary withdrawal of employment for workers based on economic or business reasons is called

In the second step of the termination interview, the manager should

The fundamental question at the heart of "just cause" is whether an employee has irreparably harmed the employment relationship to the point that it would be unreasonable to expect the employer to continue the employment relationship.

An effective disciplinary process is one where there are no appeals because the process is fair.

Helena feels that her employer's process for deciding on pay increases is not fair.Helena is concerned with which of the following components of organizational justice?

The "vendetta effect" is

Identify and briefly describe three foundations of a fair and just discipline process.