Reference no: EM13525584

True / FALSE Questions 

1. The three elements required for a contract to be legally binding are: offer, acceptance, and written documentation. 

2. It is very important for an organization to know, in advance, whether an individual will be classified as either an employee or an independent contractor. 

3. A third party is someone other than the employer or the offer receiver who speaks on their behalf in the establishment or modification of employment contracts. 

4. The law is relatively indifferent between the use of written contracts and the use of oral contracts. 

5. Statements in employee handbooks can be construed as employment contracts. 

6. The "one year rule" ensures that oral agreements for time intervals greater than one year are legally enforceable. 

7. If a letter of acceptance says an employee needs to work on weekends, but the employer makes an oral promise that the employee will not have to work on weekends, the oral statement could be legally binding. 

8. If a co-worker promises a prospective employee overtime hours while visiting the prospective employee in his/her home, this promised "term" of the employment would likely be legally enforceable. 

9. A disclaimer on an employment application blank stating that the employee can be terminated "with or without cause" and "with or without notice" is legally enforceable. 

10. It is extremely important for organizations to be sure to keep promises that they make to job applicants in order to avoid subsequent lawsuits. 

11. In order for "promissory estoppel" claim to apply when a job offer is made, the offer recipient must suffer a detrimental effect. 

12. Upon acceptance, a formal job offer in which consideration is provided to employees becomes a contract. 

13. Terms and conditions of employment offered by employers unintentionally are not legally enforceable. 

14. With a tight labor market, the organization will be in a position to provide lower cost offers. 

15. The strategic approach to job offers involves considering the total package of extrinsic and intrinsic rewards that the offered job will provide to the finalist. 

16. An organization should provide a definite starting date for an offer, or else the acceptance and consideration of the offer occur whenever the new hire actually begins to work. 

17. Most organizations provide some form of specific "just cause" guarantee regarding terminations during their job offers. 

18. One reason organizations often opt out of flat pay rates in favor of differential pay rates, is because job applicants are similar in KSAO quality. 

19. The use of short-term incentive pay, like commissions or production bonuses, is common among private sector organizations. 

20. Hiring bonuses tend to enhance employee performance motivation.