Deck 5: Evaluating the Employees Job Performance

Question 1

Matching
a. disparate treatment
b. checklist system
c. oral warning
d. probationary period
e. disparate impact
f. suspension
g. summated scale
h. job description
i. adherence to dress codes
j. management by objective
Evaluation of an employee through the use of a list of behaviors found to be related to job per-
formance.

Answer 1

b

Question 2

Matching
a. disparate treatment
b. checklist system
c. oral warning
d. probationary period
e. disparate impact
f. suspension
g. summated scale
h. job description
i. adherence to dress codes
j. management by objective
The employment period used to evaluate an employee's work performance, during which the
employee may be terminated without the need to follow lengthy, progressive disciplinary pro-
cedures.

Answer 2

d

Question 3

Matching
a. disparate treatment
b. checklist system
c. oral warning
d. probationary period
e. disparate impact
f. suspension
g. summated scale
h. job description
i. adherence to dress codes
j. management by objective
A disciplinary procedure normally reserved for minor offenses.

Answer 3

c

Question 4

Employee appraisals do not have the potential for discriminatory effect.

Question 5

Matching
a. disparate treatment
b. checklist system
c. oral warning
d. probationary period
e. disparate impact
f. suspension
g. summated scale
h. job description
i. adherence to dress codes
j. management by objective
An important measuring tool of an employee's performance.

Question 6

Matching
a. disparate treatment
b. checklist system
c. oral warning
d. probationary period
e. disparate impact
f. suspension
g. summated scale
h. job description
i. adherence to dress codes
j. management by objective
A performance appraisal system that discriminates based on race, color, religion, sex, national
origin, age, or disability that results from a practice that does not seem to be discriminatory and
was not intended to be so, on a protected class.

Question 7

Evaluation includes such diverse areas as adherence to company policies and the necessity for any disciplinary actions.

Question 8

Generally, disciplinary procedures are progressive in nature.

Question 9

Matching
a. disparate treatment
b. checklist system
c. oral warning
d. probationary period
e. disparate impact
f. suspension
g. summated scale
h. job description
i. adherence to dress codes
j. management by objective
Intentional discrimination based on a person's race, color, religion, sex, national origin, age, or
disability.

Question 10

Matching
a. disparate treatment
b. checklist system
c. oral warning
d. probationary period
e. disparate impact
f. suspension
g. summated scale
h. job description
i. adherence to dress codes
j. management by objective
Evaluation of an employee's performance on the basis of objectives set by the manager and
employees to be met within a specified time period.

Question 11

Matching
a. disparate treatment
b. checklist system
c. oral warning
d. probationary period
e. disparate impact
f. suspension
g. summated scale
h. job description
i. adherence to dress codes
j. management by objective
Evaluation that requires supervisors to indicate how often the employee satisfies each of several
behavior-based statements, including desirable and undesirable performance.

Question 12

Any reference to "permanent employment" or "permanent employees" should be avoided in the
employee handbook.

Question 13

Matching
a. disparate treatment
b. checklist system
c. oral warning
d. probationary period
e. disparate impact
f. suspension
g. summated scale
h. job description
i. adherence to dress codes
j. management by objective
A form of discipline normally reserved for the most severe infractions of company policies, or
for excessive violations for which the employee has already received a written warning and has
not improved his or her performance or behavior during the allotted time for improvement.

Question 14

The idea of a probationary employment period is consistent with the idea of an at-will employee.

Question 15

Job descriptions have traditionally been an important tool for defining jobs and measuring per-
formance in those jobs.

Question 16

Matching
a. disparate treatment
b. checklist system
c. oral warning
d. probationary period
e. disparate impact
f. suspension
g. summated scale
h. job description
i. adherence to dress codes
j. management by objective
A component of satisfactory job performance.

Question 17

There are significant business and legal reasons for employers to regulate an employee's job per- formance.

Question 18

Promotion from within the company is illegal and unethical.

Question 19

Suspension is the most severe form of discipline, short of termination.

Question 20

An employee should be asked to sign and date any written warning.