HRM200: Test 3 Review.docx

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Department
Human Resources Management
Course
HRM 200
Professor
Katrina Di Gravio
Semester
Summer

Description
TEST 3 REVIEW QUESTIONS CHAPTER 14 1. What is Burnout? A burnout is a physical and mental exhaustion caused by over striving to complete a non-realistic goal. Ways to prevent a burnout is by not stressing, thinking about the work that needs to be done, and setting realistic goals. 2. What is Ergonomics? Ergonomics is the art of fitting the workstation and the work tools for the individuals. If employees get repetitive strain injuries, employers should first of all make employees aware of any RSI risks that may be caused by working in this environment and encourage workers to identify those symptoms immediately so that ergonomic interventions can be arranged. Most important preventive method is to take a break every half hour to do stretches 3. What is WHMIS? Workplace Hazardous Materials Information System is very important for occupational health and safety. All employees must know how to read WHMIS symbols on containers and apply them, read and understand MSDS charts and be trained in WHMIS as part of employee training. 4. Why do we have Employee Wellness Programs? Employee wellness programs are a proactive means of taking care of an employee’s health and wellness so that employees achieve measurable outcomes such as better results, increased productivity, retention, cost reduction. Employee wellness programs include nutrition programs, stress relieving programs, gym memberships, marital arts, ergonomics 5. What is the supervisor’s role in safety? The supervisor plays an important role in ensuring that all employees follow the occupational health and safety regulations within the workplace and it is their responsibility to instill a desire in the employees to work safely. Supervisors need to instruct employees about the risks and hazards involved in the workplace and ensure reasonable precaution has been taken to provide health and safety to employees and minimize risks or injuries 6. What are 3 work-related accident factors? - Job: some jobs are just risky on it’s own such as firefighters, police - Work schedule: some workers have to work for long hours of the day and after 6-7 hours, their attention span decreases due to fatigue and exhaustion. This includes factory workers, doctors, nurses - Psychological climate: some professions have a very mentally draining effect or can have an impact on our own psychological state such as psychologists, lawyers, air traffic controllers 7. What are the 3 basic causes of accidents? Chance occurrences – they contribute to accidents but they are not in management’s control. For example, running into a glass plated window just as someone throws a ball through it Unsafe conditions – defective equipment, unsafe work environment, hazardous procedures, unsafe storage Unsafe acts – throwing something, bullying/teasing/horseplay, using equipment incorrectly, operating at unsafe speeds. 8. What techniques can be used to deal with substance abuse? Discipline Discharge – used after many attempts of rehab has failed In house counselling – employer’s medical staff or EAP Referral to Outside agencies – Alcoholics Anonymous 9. What is the protocol for substance abuse Substance abuse is considered a disability but at the same time, it is the employer’s due diligence to ensure health and safety and accommodate the individual to the point of undue hardship or safety of others. The only time when it is legal to conduct a substance abuse drug test is if: 1. Drug test is rationally related to the performance of the job 2. Drug test is adopted honestly and in good belief that it is necessary for fulfillment of legitimate work related performance 3. Drug test is reasonably necessary to accomplish work performance. 10. What are job characteristics that increase the risk of violence in the work place? Interacting with frustrated individuals Working alone Working in the evening or night Being responsible for the physical/emotional care of others 11. What is Due Diligence? Due Diligence is when employers take reasonable precaution to ensure health and safety for their workers within the workplace 12. What is corporate killing? Corporate killing implies a criminal liability on all persons who direct the work of employees and do not take reasonable precaution to ensure health and safety of the individuals. 13. What can and employer do to prevent and control workplace violence? Workplace violence training Identify jobs with high risks of violence Institute workplace violence policy Create a safe and healthy environment Better security measures Improve employee screening CHAPTER 15 1. What is the strategic importance of effective employee relations? Effective employee relations are important for competitive advantage to ensure employees are motivated and engaged in pursuing organizational goals. 2. What is Constructive dismissal? Constructive dismissal is when the employer makes unilateral changes to the employment contract that are unacceptable to the employee even though the employee has not been fully terminated as yet. These changes include demotion, reduction in pay/benefits. Hence, an employee who feels he has been constructively dismissed can sue for wrongful dismissal. 3. What is Insubordination? Insubordination is the wilful disregard or disobedience of a boss’s authority and legitimate orders. 4. What are the three types of justice? Distributive justice has to do with the fairness of the decision outcome. Procedural justice has to do with making sure the process of the decision is fair and just interpersonal justice is making sure interpersonal interactions with others are treated with dignity and respect. 5. What is Wrongful dismissal? Wrongful dismissal is an employee’s dismissal without complying with the law or any written contractual agreement. 6. What is Just Cause? Just cause is having a legitimate reason for performing an action such as dismissal of an employee and must be considered contextual. Just cause can usually be demonstrated in cases of disobedience, incompetence, insubordination, absence, dishonesty, misconduct, unsatisfactory performance, change in job requirements or elimination of job If an employer is making an allegation for just cause, full investigation has to be done fairly and objectively before a decision has been made. Has the employee irreparably harmed the relationship to the point where it is unreasonable for the employer to continue the relationship? 7. What are the 6 steps in the termination interview? 1. Prepare for the interview 2. Get to the point 3. Discuss the situation 4. Listen 5. Go through all aspects of severance package 6. Next steps 8. What are the 4 considerations to follow in layoff? A layoff is when an employee is temporarily terminated for business and economic reasons and are almost always based on seniority. Layoffs can only take place if: 1. There is no work available for employees 2. Management expects the no-work situation to be temporary and short term 3. Management intends to recall the employees when work is available again 4. Alternatives to layoffs: voluntary reduction in pay plan as long as employment stands, all or most employees accumulate vacation time and use it during slow periods; hire contingent workers and let them know they may be laid off at any time. 9. What is discipline without punishment? Discipline without punishment is positive discipline and it is a verbal and written reminder given to the employee .The employee is given a one day paid decision leave to think about his actions and decide whether they want to continue to work here. The suspension will be purged from the file if there are no further discipline issues in a year. If behaviour persists, the employee will be dismissed. This type of discipline is to help correct the situation and employees have an input in the process. 10. What is Outplacement Counselling? Outplacement counselling is providing terminated employees with counselling about self-appraisal and next steps in finding a position. 11. What are Due Process Rights? Employees knowing the expectations and the consequences of their actions. Fair treatment based on facts, right to question and present a defense Appeal any management decision Progressive discipline 12. What is Progressive Discipline? Progressive discipline is a violation of rules and procedures and a verbal warning as well as a formal written warning is given outlining dates and times when previous discussions have taken place regarding the employee’s behaviours and any previous action that has been taken. Employees are told what the consequences of their actions are and all meetings are documented. If employee is suspended, everything is written down and there is no one-day leave. Employee does not have a say 13. Different type of disciplines Positive Discipline without punishment Progressive Discipline Discipline Discussions – private discussion with the employee regarding their disciplinary action and the discussion is consistent for similar situations. Counseling approach to the problem and employee has a say in the process and outcome. There is a clear explanation of the problem or behavior and there is positive non-verbal behavior. 14. What are the seven questions for just cause? Were the expectations of the employee reasonable? Did management forewarn employees of the consequences of their actions? Was reasonable effort taken to establish unsatisfactory performance? Did discipline fit misconduct? Was the sufficient proof of guilt? Was employee treated same as others? Was the investigation fair and objective? 15. How to avoid wrongful dismissal suits? - Document all disciplinary acton - Provide termination letters in all instances with settlement offer - Provide reasonable notice if dismissal is without cause. - Provide a termination clause in the employment contract with proper wording regarding termination without cause during probationary period - Do not schedule termination during special occasions CHAPTER 16 1. What is the role of an Arbitrator? An arbitrator is an outside third party who investigates a dispute between the employer and union to impose a settlement. Interest arbitration: the imposition of the final terms of a collective agreement. 2. What is Collective Agreement? Collective agreement is a formal agreement between the employer and union representing the group of employees regarding the terms and conditions of employment. Collective agreements are negotiated through collective bargaining where labour unions and employers negotiate to arrive at a mutually acceptable collective agreement 3. What is a labour union A labour union is an association of employees practicing a similar trade or employed in the same company/industry who present a united front and collective voice in dealing with management. 4. What is the purpose of Labour management relations? Unionization influences HR policies and practices that affect bargaining unit like pay and benefits. Labour management relations are the ongoing interactions between labour unions and managements in organizations. Labour relations legislation balances employees’ rights to engage in union activities with empl
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