Deck 9: Management Rights, employee Rights, and Discipline

Question 1

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

A)customer service positions
B)administrative positions
C)labour-intensive positions
D)safety-sensitive positions

Answer 1

D

Question 2

Who can terminate the employment relationship under contractual rights?

A)employers
B)employees
C)employees or employers
D)employees,unions,or employers

Answer 2

C

Question 3

Which statement accurately describes the benefits of drug testing?

A)companies with drug testing policies experience reductions in absenteeism and accidents
B)drug testing is largely an error-free process that assists employers with discipline procedures
C)mandatory random drug testing policies provide an employer with greater freedoms in the surveillance of employees
D)employers can force a drug test after establishing "probable cause",which deters other employees from using drugs while at work

Answer 3

A

Question 4

ABC Corporation recruited computer programmers from competitors by promising higher salaries.However,when the programmers started work for ABC,the company denied making any such promises.What has ABC violated through its behaviour?

A)implied covenant rules
B)common laws
C)no laws;as long as there were no written guarantees,ABC cannot be held liable
D)implied contract rules

Question 5

What is the most common means of electronic surveillance for employee monitoring?

A)locker searches
B)video surveillance
C)telephone use
D)Internet connections

Question 6

Which a employee search actions and surveillance are allowable?

A)random searches of employee vehicles while parked on workplace property
B)monitoring of private telephone conversations on personal cell phones while in the workplace
C)requiring employees to undergo a medical exam if a supervisor removes an employee from the worksite due to suspected impairment
D)random searches of employer-owned toolboxes and desks

Question 7

Which statement regarding access to personnel files is permissible?

A)withholding references given by a former employer
B)withholding access to personnel files
C)withholding information stored in an electronic database
D)withholding personal information prior to obtaining consent

Question 8

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

A)federal courts;unions;employers
B)employers;provincial governments;federal courts
C)provincial governments;employers
D)unions;employers;federal courts

Question 9

What does most human rights legislation consider substance abuse to be?

A)a performance issue that needs to be disciplined
B)a disability that needs to be accommodated
C)a valid reason for the employer to sanction the employee
D)a privacy issue that protects the employee from surveillance

Question 10

In which circumstance can an implied contract become binding?

A)stating promises of job security in an employee handbook
B)establishing a succession plan
C)sending an e-mail to employees regarding the vacation schedule for the year
D)introducing an empowerment program in the organization

Question 11

ABC Co.wants to dismiss an employee for failing to maintain an acceptable performance level.What must the company do before it dismisses that employee?

A)give him six months advanced notice of the dismissal
B)prove that he is not meeting job expectations
C)place him on probation
D)change the job requirements so that they'll meet his abilities

Question 12

Which statement best describes privacy rights for employees?

A)no reasonable expectation of privacy while in the workplace
B)no reasonable expectation of privacy while performing job-related duties
C)no reasonable expectation of privacy in workplaces where monitoring is already in effect
D)no reasonable expectation of privacy if the employer has a privacy policy

Question 13

What is an implied employment contract?

A)a clearly written document that describes the conditions of work,such as job security
B)a conversation between employers and unions regarding job security issues
C)an email that itemizes elements of existing job security policy
D)a promise made by an employer to an employee that regards job security

Question 14

What is the term for the right of an employee to expect that he/she will not be subjected to discrimination in the workplace?

A)statutory right
B)conditional right
C)moral right
D)contractual right

Question 15

Which of the following is NOT a part of employment due process?

A)the right to know job expectations and consequences of not fulfilling them
B)the right to appeal disciplinary actions taken by an employer
C)the right to fair discipline based on facts
D)the right to positive discipline

Question 16

What is due process the central issue in?

A)the employment-at-will doctrine
B)implied contracts
C)statutory rights
D)wrongful dismissal

Question 17

In law,what is known as "failure to use a reasonable amount of care where such failure results in
Injury to another person"?

A)negligence
B)employee right
C)just cause
D)procedural caution with management rights

Question 18

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

A)employers can legally dismiss employees without prior notice only for just cause
B)employers can hire and dismiss employees at their discretion
C)employers can dismiss a mentally challenged employee without considering accommodation
D)employers can legally dismiss employees without prior notice

Question 19

Which methods are commonly used by employers for electronic monitoring?

A)GPS tracking of all employee movements
B)installing hidden security cameras in walls and ceilings
C)scanning employee backpacks or lunch pails as they leave work
D)paying employees to record video of peers and colleagues

Question 20

In the text,which employee protection rights include legal considerations?

A)statutory rights and basic human rights
B)freedom of expression and religious freedom
C)contractual rights,statutory rights,and due process
D)right to make reasonable mistakes

Question 21

The ABC Company wants to design an e-mail and voice mail policy.Which guideline should the company follow?

A)specify that all categories of information are to be sent electronically
B)ensure the policy complies with industry benchmarks
C)specify that electronic information be sent for business purposes only
D)ensure that there is equal accessibility to all websites

Question 22

What is the most significant cause of a manager's inadequate documentation of employee misconduct?

A)the documentation process is too complex
B)the manager does not know what constitutes good documentation
C)the manager doesn't have time to document employee misconduct
D)other high priority management tasks take precedence

Question 23

What is the HR department's major responsibility in matters of discipline?

A)assist managers in monitoring the performance of their subordinates
B)develop disciplinary policies and procedures
C)handle the legal defense against allegations of wrongful discipline
D)decide what the appropriate punishment is for each act of misconduct

Question 24

What is required of an investigative interview?

A)the supervisor must wait until the employee is ready to fully discuss the incident
B)the employee must provide a written account of the incident prior to the interview
C)the employee must have been provided with legal assistance
D)the interview must occur before disciplinary action is initiated

Question 25

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

A)progressive discipline program
B)hot-stove program
C)step-help program
D)respect-discipline program

Question 26

An employer uses a positive discipline system to correct undesirable employee conduct.What do managers in this organization issue to employees in order to improve their unacceptable performance?

A)reminders
B)policies
C)reprimands
D)warnings

Question 27

Which common meaning of the term "discipline" is associated with the correction of undesirable behaviour?

A)the treatment of behaviours that results in punishment
B)positive reinforcement of peer and colleague conformity
C)training that is designed to strengthen desirable conduct
D)demonstration of orderly behaviour in an organizational setting

Question 28

What step immediately precedes the termination of the employee in a typical progressive discipline program?

A)a formal discussion
B)a written warning
C)a formal grievance
D)a suspension

Question 29

A supervisor wants to correctly document the poor performance of an employee.Which action would be least helpful in the due process of discipline?

A)record the consequences of the employee's action on the work unit
B)list the negative behaviour exhibited by the employee
C)note the date,time,and location of the misconduct
D)record the assumed intent of the employee's actions

Question 30

The ABC Company wants to discipline an employee for his off-duty drug use.How can the company best position itself to discipline the employee?

A)demonstrate that the behaviour does not conform to the company code of ethics
B)obtain a court order showing employee guilt
C)wait until the employee is formally charged with the offence
D)establish a clear connection between the drug use and its negative effect on the company

Question 31

Which common meaning of the term "discipline" is associated with an employee's willingness to practice self-control?

A)the treatment of behaviours that results in punishment
B)positive reinforcement of peer and colleague conformity
C)training that is designed to strengthen desirable conduct
D)demonstration of orderly behaviour in an organizational setting

Question 32

Which statement will lower employee acceptance and understanding of the organizational rules?

A)rules are enforced for a representative selection of violations
B)rules are reviewed periodically by management personnel
C)the reasons for a rules are widely communicated and understood
D)rules are written and verbally conveyed

Question 33

The ABC Corporation wishes to establish an effective disciplinary policy.Which manager should have primary responsibility to prevent or correct disciplinary problems?

A)human resources manager
B)top-level manager
C)manager in the legal department
D)the employee's manager

Question 34

What common mistake do organizations make that results in reduced effectiveness of the organizational rules?

A)share the reasons for the rules with employees
B)review the rules that are critical to work success only periodically
C)restate any rules that have not been enforced on a consistent basis
D)allow managers to interpret rules according to experience and judgement

Question 35

What key principle underpins and shapes disciplinary investigations?

A)judicial review
B)due process
C)ethical behaviour
D)contractual obligation

Question 36

What primary purpose do disciplinary policies and procedures serve?

A)they enable the use of punishment for unacceptable conduct
B)they help ensure that employees receive fair and constructive treatment
C)they help to make employees more productive
D)they allow the HR department to terminate repeat offenders

Question 37

What is the least important consideration for disciplinary investigations?

A)Is the employee showing any signs of remorse?
B)Is the offence related to the workplace?
C)Has the rule been uniformly and consistently enforced?
D)What rules or provisions have been violated?

Question 38

In disciplinary investigations,which question should be asked when you seek to determine if the employee was provoked by a manager or another employee?

A)Has the rule been uniformly enforced?
B)Is the offence related to the workplace?
C)Are there extenuating circumstances?
D)Did the employee know he/she was doing something wrong?

Question 39

What is one issue associated with the growth of electronic information systems?

A)the systems provide global access to information
B)the systems allow employees to publicly share opinions about colleagues and workplace practices
C)the systems allow more involvement in decision making
D)the systems promote increased sharing of information

Question 40

Which programs,focused on employee misconduct,are joint discussion and problem-solving activities central to?

A)nondirective counseling programs
B)management-by-objectives programs
C)progressive discipline programs
D)non-punitive discipline programs

Question 41

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

A)open-door policy
B)hearing officer complaint system
C)step review system
D)peer review system

Question 42

What role or position in an organization is dedicated to listening to employees' complaints and then seeking solutions through negotiation and mediation?

A)employee assistance program counselor
B)ombudsperson
C)step-review coordinator
D)hearing officer

Question 43

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

A)top management
B)department head
C)a jury consisting of equal numbers of supervisory and non-supervisory employees
D)human resources specialists

Question 44

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?

A)a formal discussion
B)a written warning
C)a formal grievance
D)a suspension

Question 45

Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job.What are these services known as?

A)outplacement assistance
B)employee assistance programs
C)downsizing programs
D)"headhunting" assistance programs

Question 46

Why would an employer who is using positive discipline procedures grant a paid decision-making leave to an employee?

A)it gives an employee time to consider a new job offer
B)it allows an employee to seek legal help for the disciplinary process
C)it gives an employee time to consider whether he or she wishes to remain with the organization
D)it is used primarily as a "cooling off" period for an irate employee

Question 47

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?

A)Bob records the consequences of the employee's action on the hospital operations
B)Bob documents the negative behaviour exhibited by Randy
C)Bob records the date,time,and location of the misconduct
D)Bob records the assumed intent of the employee's actions

Question 48

Which suggestion should NOT be followed when a supervisor decides to dismiss an employee?

A)Make certain that the termination does not violate any laws before actually informing the employee of the discharge.
B)Avoid bringing up personality differences.
C)Come to the point within the first two or three minutes.
D)Keep an open mind in case the subordinate offers an acceptable plan to correct his or her disciplinary problem.

Question 49

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.What is required if Bob decides to conduct an investigative interview?

A)Bob must wait until Randy is ready to fully discuss the incident.
B)Randy must provide a written account of the incident prior to the interview.
C)Randy must have been encouraged to seek legal assistance prior to the interview.
D)Bob must hold the interview before disciplinary action is initiated against Randy.

Question 50

What should employers apply before firing an employee?

A)principles of just cause
B)policies of equity and responsibility
C)standards of employment conduct
D)rules of fair employment

Question 51

What must managers do if they want to maintain an effective open-door policy?

A)ensure that employees come to them only with job-related concerns
B)emphasize that they can offer solutions only on an advisory basis
C)formalize the procedure and encourage employees to "start at the top"
D)encourage employees to voice their complaints and listen honestly to those concerns

Question 52

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.Which of the following is the least important consideration for a disciplinary investigation regarding Randy's misconduct?

A)Did Randy show any signs of remorse for his actions?
B)Is the misconduct related to his work duties?
C)Have the rules about napping on the job been uniformly and consistently enforced?
D)What specific rule or rules have been clearly violated?

Question 53

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 a disciplinary investigation is conducted,which question should be asked to determine if Randy's behaviour was somehow provoked or influenced by his manager or a fellow employee?

A)Have the rules about sleeping on the job been uniformly enforced?
B)Is the offence related to the effective functioning of the workplace?
C)Are there any extenuating circumstances to consider?
D)Did Randy know he was doing something wrong?

Question 54

Which dispute resolution method results in a decision that is NOT binding?

A)mediation
B)human rights tribunal
C)hearing officer
D)arbitration

Question 55

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.What approach would Bob take to help Randy improve his unacceptable performance if the hospital used a positive discipline system to correct undesirable employee conduct?

A)offer a reminder about the rules
B)create a new policy to specifically address Randy's behaviour
C)reprimand Randy for his misconduct
D)issue a formal written warning to Randy and place it in his employee file

Question 56

Which statement explains a significant benefit of using arbitration to resolve an employer-employee discrimination complaint?

A)it saves time and cost and usually results in a faster dismissal process
B)it saves time and cost and usually results in less unfavourable publicity
C)it saves time and cost and usually results in more decisions that favour the employer
D)it saves time and cost and usually results in less need for due process documentation

Question 57

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.What would a program be called which dealt with employee misconduct,and used joint discussion and problem-solving activities to solve problems?

A)nondirective counseling program
B)management-by-objectives program
C)progressive discipline program
D)non-punitive discipline program

Question 58

How are many organizations now taking steps to protect employees from arbitrary and inequitable treatment from their supervisors?

A)providing legal counsel in matters pertaining to unjust discipline
B)utilizing alternative dispute resolution processes
C)including a grievance arbitration clause in their collective agreements
D)providing access to certified conciliation officers

Question 59

How is a Hearing Officer expected to function within an organization?

A)they represent employers in discipline appeals
B)they represent employees in discipline appeals
C)they are expected to be neutral and unbiased in their decision making
D)they broker a compromise between supervisor and subordinate in a labour dispute

Question 60

What is the term for a set of standards of acceptable conduct and moral judgment?

A)ethics
B)morals
C)legislation
D)rules

Question 61

An implied contract may result from statements found in employee handbooks or other employment documents.

Question 62

The three legal considerations regarding the security of one's job are: statutory rights,contractual rights,and ethical rights.

Question 63

In order to protect itself against a wrongful dismissal suit,management needs to give only a verbal warning regarding the behaviour and poor performance level of an employee.

Question 64

The concept of due process,in general,does guarantee employees assurance of employment.

Question 65

The guarantees of fair treatment that employees expect in protection of their employment status are known as employee rights.

Question 66

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

Question 67

Only a minority of Canadian employees are hired under an implied contract.

Question 68

Supervisors and managers are expected to behave and act in ways that acknowledge that employees also have certain rights.

Question 69

Implied contract claims are limited to termination cases.

Question 70

Public-sector employees have fewer job protection rights than their counterparts in the private sector.

Question 71

Managers are discovering that the traditional responsibility of management to discipline and discharge employees is easier to exercise because of the growing attention paid to employee responsibilities.

Question 72

During the interview,Angela's future manager tells her that,if she is a good worker,she will have a permanent job with the company.Her manager has likely created an implied contract with Angela.

Question 73

As an employee,Mike would be denied due process if his employer refused to allow him to work overtime when offered.

Question 74

To lessen the occurrence of lawsuits regarding implied employment contract,management may include in the employment offer a statement that the employee may voluntarily terminate employment with proper notice.

Question 75

Implied contract may become binding when management urges an employee to leave another organization by promising higher wages and benefits and then reneging after the person has been hired.

Question 76

The establishment of a progressive discipline policy may limit employers' flexibility and discretion in terms of demoting employees.

Question 77

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.

Question 78

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?

A)the documentation process required by the hospital is too complex
B)Bob does not know what constitutes good documentation
C)Bob doesn't have time to document Randy's misconduct
D)Bob has other high priority tasks that take precedence

Question 79

It has been estimated that substance abuse by employees costs Canadian employers approximately $39 billion.

Question 80

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.What should Bob ensure that he applies in his decision to dismiss Randy from his current position?

A)principles of just cause
B)policies of equity and responsibility
C)standards of employment conduct
D)rules of fair employment