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SHRM-CP Organization Questions - Part 17
1. Which action during the termination process might violate an employee's due process?
A) Using alternative dispute resolution techniques
B) Seeking review by peers and managers
C) Failing to offer the employee an opportunity to explain
D) Not providing a warning Β in Β cases involving summary offenses
2. What type of alternative dispute resolution system would be most appropriate for a small and young enterprise?
A) Mediation
B) Single designated officer
C) Arbitration
D) Peer review
3. Which is considered a good practice for handling grievances?
A) Settle grievances on the basis of what is fair.
B) Trade a grievance settlement for a grievance withdrawal.
C) Hold grievance discussions privately with all parties.
D) Agree to informal amendments in the contract.
4. Which is a characteristic of alternative dispute resolution (ADR)?
A) Results in disciplinary action
B) Does not preclude litigation
C) Requires an external third party
D) Exclusive to union environments
5. Which action is an ombudsperson empowered to take after hearing both sides of a workplace dispute?
A) Referring the matter to further alternative dispute resolution (ADR)
B) Negotiating a mutually acceptable agreement on behalf of the employee
C) Referring the matter for litigation if facts support the finding
D) Imposing specific discipline on an employee if facts support the finding
A) Using alternative dispute resolution techniques
B) Seeking review by peers and managers
C) Failing to offer the employee an opportunity to explain
D) Not providing a warning Β in Β cases involving summary offenses
2. What type of alternative dispute resolution system would be most appropriate for a small and young enterprise?
A) Mediation
B) Single designated officer
C) Arbitration
D) Peer review
3. Which is considered a good practice for handling grievances?
A) Settle grievances on the basis of what is fair.
B) Trade a grievance settlement for a grievance withdrawal.
C) Hold grievance discussions privately with all parties.
D) Agree to informal amendments in the contract.
4. Which is a characteristic of alternative dispute resolution (ADR)?
A) Results in disciplinary action
B) Does not preclude litigation
C) Requires an external third party
D) Exclusive to union environments
5. Which action is an ombudsperson empowered to take after hearing both sides of a workplace dispute?
A) Referring the matter to further alternative dispute resolution (ADR)
B) Negotiating a mutually acceptable agreement on behalf of the employee
C) Referring the matter for litigation if facts support the finding
D) Imposing specific discipline on an employee if facts support the finding
1. Right Answer: C
Explanation: Employees may claim violation of due process if they are not allowed a chance to question evidence and defend themselves.
2. Right Answer: B
Explanation: A single designated ADR officer can investigate and resolve disputes. When management is committed to fairness, it should have sufficient credibility with its employees to select and empower this individual. Arbitration and mediation both save internal labor and time but involve additional expense; the objectivity of binding arbitration is sometimes questioned if the employer selects the arbitration service. Peer review would necessitate releasing panel participants from their regular duties for training and to investigate and resolve complaints.
3. Right Answer: C
Explanation: Ensuring the confidentiality of grievance discussions is in the best interest of all parties involved.
4. Right Answer: B
Explanation: ADR does not prevent disputes from leading to litigation or arbitration, but it can result in fewer cases going to trial. It is generally used in union-free organizations.
5. Right Answer: A
Explanation: An ombudsperson is a neutral party with limited powers; he or she cannot negotiate for one party. The ombudsperson can investigate the dispute, establish facts, and refer the matter, along with the evidence, to management or to other forms of ADR. The ombudsperson cannot impose a decision or refer the matter for outside litigation.
Explanation: Employees may claim violation of due process if they are not allowed a chance to question evidence and defend themselves.
2. Right Answer: B
Explanation: A single designated ADR officer can investigate and resolve disputes. When management is committed to fairness, it should have sufficient credibility with its employees to select and empower this individual. Arbitration and mediation both save internal labor and time but involve additional expense; the objectivity of binding arbitration is sometimes questioned if the employer selects the arbitration service. Peer review would necessitate releasing panel participants from their regular duties for training and to investigate and resolve complaints.
3. Right Answer: C
Explanation: Ensuring the confidentiality of grievance discussions is in the best interest of all parties involved.
4. Right Answer: B
Explanation: ADR does not prevent disputes from leading to litigation or arbitration, but it can result in fewer cases going to trial. It is generally used in union-free organizations.
5. Right Answer: A
Explanation: An ombudsperson is a neutral party with limited powers; he or she cannot negotiate for one party. The ombudsperson can investigate the dispute, establish facts, and refer the matter, along with the evidence, to management or to other forms of ADR. The ombudsperson cannot impose a decision or refer the matter for outside litigation.
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