Exam 9: Management Rights, employee Rights, and Discipline

What is the least important consideration for disciplinary investigations?

It is not necessary that the employee be given an opportunity to explain his or her side of the issue during the investigative interview.

What program is designed to help an employee voluntarily correct his or her own misconduct?

Employee rights are granted to workers by the courts,legislatures,and/or employers.

The concept of due process and of a job as a right obligates management to act in a consistent manner that is fair and equitable to all employees.

Which employee group does the last step of a conventional step-review appeal procedure involve?

Employers can discipline employees for off-duty conduct;however,there must be a relationship between the employee's behaviour and its effect on the organization.

The maintenance of accurate and complete work records is an essential part of an effective disciplinary system.

Which of the following includes only groups that can grant rights to employees?

Which employee complaint process is most similar to a grievance procedure under a union contract?

Scenario 9.1 Bob,the Manager of the Maintenance Department at City Hospital,has been busy preparing for year-end performance evaluations.He decides to pop into the office on the weekend to prepare the necessary paperwork for this week's staff evaluations. When Bob gets to the Maintenance shop there is no sign of Randy,who is supposed to be on shift,so he pages him.After being in his office for over an hour,Randy has still not arrived,and he has not responded to his pager.Bob starts to become concerned for Randy's safety and decides to go in search of him,floor by floor,starting in the basement where the majority of the plant services (furnace,electrical,water,etc. )are located. When Bob arrives at the basement of the hospital,he notices that the storage room door-which is usually locked-is slightly ajar.When he looks inside he sees Randy sleeping soundly on a makeshift bed he's formed out of some foam pieces,with a hospital blanket and pillow that he must have grabbed from the laundry room across the hall.Bob is very angry and shakes Randy awake.Randy appears startled,quickly regains composure,and says he wasn't sleeping but was simply resting his eyes.Randy has been working for Bob for four years.Bob wants to immediately fire Randy for his misconduct. -Please refer to Scenario 9.1.In a typical progressive discipline program,what is the final step Bob should take before finally terminating Randy for repeated misconduct of this nature?

Which job types are most likely to be forced to submit to drug testing under present law?

Scenario 9.1 Bob,the Manager of the Maintenance Department at City Hospital,has been busy preparing for year-end performance evaluations.He decides to pop into the office on the weekend to prepare the necessary paperwork for this week's staff evaluations. When Bob gets to the Maintenance shop there is no sign of Randy,who is supposed to be on shift,so he pages him.After being in his office for over an hour,Randy has still not arrived,and he has not responded to his pager.Bob starts to become concerned for Randy's safety and decides to go in search of him,floor by floor,starting in the basement where the majority of the plant services (furnace,electrical,water,etc. )are located. When Bob arrives at the basement of the hospital,he notices that the storage room door-which is usually locked-is slightly ajar.When he looks inside he sees Randy sleeping soundly on a makeshift bed he's formed out of some foam pieces,with a hospital blanket and pillow that he must have grabbed from the laundry room across the hall.Bob is very angry and shakes Randy awake.Randy appears startled,quickly regains composure,and says he wasn't sleeping but was simply resting his eyes.Randy has been working for Bob for four years.Bob wants to immediately fire Randy for his misconduct. -Please refer to Scenario 9.1.If Bob did not adequately document Randy's misconduct,what is the most likely reason?

The correct sequence of progressive discipline is as follows: (1)written warning,(2)oral warning,(3)suspension,and (4)discharge.

The decision of a mediator is final and binding on the parties.

In order to be effective,employee discipline must be founded upon clearly stated expectations of performance and behaviours.

Scenario 9.1 Bob,the Manager of the Maintenance Department at City Hospital,has been busy preparing for year-end performance evaluations.He decides to pop into the office on the weekend to prepare the necessary paperwork for this week's staff evaluations. When Bob gets to the Maintenance shop there is no sign of Randy,who is supposed to be on shift,so he pages him.After being in his office for over an hour,Randy has still not arrived,and he has not responded to his pager.Bob starts to become concerned for Randy's safety and decides to go in search of him,floor by floor,starting in the basement where the majority of the plant services (furnace,electrical,water,etc. )are located. When Bob arrives at the basement of the hospital,he notices that the storage room door-which is usually locked-is slightly ajar.When he looks inside he sees Randy sleeping soundly on a makeshift bed he's formed out of some foam pieces,with a hospital blanket and pillow that he must have grabbed from the laundry room across the hall.Bob is very angry and shakes Randy awake.Randy appears startled,quickly regains composure,and says he wasn't sleeping but was simply resting his eyes.Randy has been working for Bob for four years.Bob wants to immediately fire Randy for his misconduct. -Please refer to Scenario 9.1.Bob wants to correctly document the poor performance of Randy.Which action would be least helpful in the due process of disciplining Randy?

Who can terminate the employment relationship under contractual rights?

Organizations are required by law to comply with ethical guidelines.

In Canada,what are employers' rights with respect to dismissals?