Reference no: EM132176112
1. A large organization needs to lay off 10% of its workforce. Due to a recently developed affirmative action program, the newest hires are the most ethnically diverse. The employer sees the layoff as a chance to remove poor employees but does not want to risk discriminating against any employee. In order from most to least weight, which of the following weightings will BEST meet the needs of his organization?
Performance appraisal data, seniority, diversity goals
Seniority, diversity goals, performance appraisal data
Seniority, performance appraisal data, diversity goals
Diversity goals, performance appraisal data, seniority
2. A 40-year employee suffers a work-related knee injury that requires surgery. After light duty assignments and many medical leaves, the physician concludes that the employee’s limitations are permanent and he cannot return to his regular job as a mechanic without substantial limitations. The employee wants the employer to create a troubleshooting job that does not require him to handle the physical aspects of his current job. The organization terminates the employee consistent with the terms of the collective bargaining agreement. Is the employer legally obligated to provide the employee with a troubleshooting job?
Yes, an employer must accommodate a disability if it does not create an undue hardship.
Yes, a long-term employee nearing retirement age cannot be terminated.
No, the employee nearing retirement age cannot be terminated.
No, the employer has fulfilled the terms of the collective bargaining agreement.
3. A manager terminates an employee who “does not fit in.” Rather than hurt the employee’s feelings, the manager does not give a reason for the termination. Which of the following is true in this situation?
It is better for the employee and the organization to avoid conflict.
The employer is guilty of constructive discharge if a reason is not given.
The employer may not legally terminate the employee for purely personality-related reasons.
The employer is not legally required to give a reason for discharge.
4. An HR manager conducts an exit interview with an exceptional employee who is leaving to join another organization. The employee indicates that the departure is because of problems with a coworker but requests that the information not be shared with anyone outside of HR. The BEST solution to this situation requires HR to:
honor the employee’s request and look for confirming evidence in prior and subsequent exit interviews.
share the information with the employee’s manager and ask that it be kept confidential.
meet with other employees in the department and get feedback on their working relationships.
ask the exiting employee what it would take to reverse the decision to leave.