Reference no: EM13524462
True / False Questions
1. The three elements required for a contract to be legally binding are: offer, acceptance, and written documentation.
True False
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.
True False
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.
True False
4. The law is relatively indifferent between the use of written contracts and the use of oral contracts.
True False
5. Statements in employee handbooks can be construed as employment contracts.
True False
6. The "one year rule" ensures that oral agreements for time intervals greater than one year are legally enforceable.
True False
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.
True False
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.
True False
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.
True False
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.
True False
11. In order for "promissory estoppel" claim to apply when a job offer is made, the offer recipient must suffer a detrimental effect.
True False
12. Upon acceptance, a formal job offer in which consideration is provided to employees becomes a contract.
True False
13. Terms and conditions of employment offered by employers unintentionally are not legally enforceable.
True False
14. With a tight labor market, the organization will be in a position to provide lower cost offers.
True False
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.
True False
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.
True False
17. Most organizations provide some form of specific "just cause" guarantee regarding terminations during their job offers.
True False
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.
True False
19. The use of short-term incentive pay, like commissions or production bonuses, is common among private sector organizations.
True False
20. Hiring bonuses tend to enhance employee performance motivation.
True False
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Combination of sources including a pension plan
: The period of a person's life during which he/she is no longer working, or the commencement of that period. The standard age for retirement in the United States is considered 65, although many individuals choose to retire earlier or later due to p..
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Means of managing older workers out of the workforce
: Without a DRA the use of other (less acceptable) means of ‘managing’ older workers out of the workforce would have to rise. The DRA was felt to provide a dignified exit from the workforce;
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Poor task performance is the result
: There are few tools to facilitate the electronic processing of employee satisfaction surveys, so paper and pencil measures are usually preferable.
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When organizations wish to increase retention
: As assessment of employee success in reaching goals, ratings of competencies, and suggestions for improvement are all part of
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The three elements required for a contract to be legally
: 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.
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Qualifications deemed necessary to perform a job
: If a cutoff scores is set based on the qualifications deemed necessary to perform a job, it is most likely the method of determining cut scores.
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Determining assessment scores
: Banding is a procedure whereby applicants who score in different score ranges or bands are considered to have scored equivalently.
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Sign of a correlation coefficient
: If you are using the "economic gains formula," and you have just increased the validity of your selection procedures with no change in cost, your economic gain value should increase.
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Determining assessment scores
: A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.
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