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Human Resources
Final Exam - Chapter 13
| Term | Definition |
|---|---|
| Employee Rights | Guarantees of fair treatment that become rights when they are granted to employees by the courts, legislatures, or employers. |
| Negligence | The failure to provide reasonable care when such failure results in injury to consumers or other employees. |
| Psychological Contract | Expectations of a fair exchange of employment obligations between an employee and employer. |
| Employment-at-will Principle | The right of an employer to fire and employee without giving a reason and the right of an employee to quite when he or she chooses. |
| Wrongful Discharge | A discharge, or termination, of an employee that is illegal. |
| Whistle-blowing | Complaints to governmental agencies by employees about their employer's illegal or immoral acts or practices. |
| Constructive Discharge | An employee's voluntary termination of his or her employment because of harsh, unreasonable employment conditions placed on thevindividual by the employer. |
| Impairment Testing | Also called fitness-for-duty or performance-based testing, it measures whether an employee is alert enough to work. |
| Discipline | A tool, used to correct and mold the practices of employees to help them perform better so they conform to acceptable standards. |
| Progressive Discipline | The application of corrective measures by increasing degrees. |
| Positive, or non punitive, discipline | A system of discipline that focuses on early correction of employee misconduct, with the employee taking total responsibility for correcting the problem. |
| Due process | Procedures that constitute fair treatment, such as allowing and employee to tell his or her story about an alleged infraction and defend against it. |
| Alternative Dispute Resolution (ADR) | A term applied to different employee complaint or dispute resolution methods that do not involve going to court. |
| Peer-Review System | A system for reviewing employee complaints that utilizes a group composed of equal numbers of employee representatives and management appointees. The group weighs evidence, considers arguments, and, after deliberation, votes to render a final decision. |
| Open-Door Policy | A policy of settling grievances that identifies various levels of management above the immediate supervisor for employee contact. |
| Ombudsman | A designated individual from whom employees may seek counsel for resolution of their complaints. |
| Mediation | The use of impartial neutral to reach a compromise decision in employment disputes. |
| Mediator | A third party in an employment dispute who meets with one party and then the other in order to suggest compromise solutions or to recommend concessions from each side that will lead to an argument. |
| Ethics | A set of standards of conduct and moral judgments that help to determine right and wrong behavior. |
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