HR Study Guide CH15

Powers, privileges, or interests that belong by law, nature, or tradition.

Rights based on laws or statutes passed by federal, state, or local governments.

Obligations to perform certain tasks and duties.

Rights based on a specific contract between an employer and an employee.

Formal agreement that outlines the details of employment.

Agreements that prohibit individuals who leave an organization from working with an employer in the same line of business for a specified period of time.

Common-law doctrine stating that employers have the right to hire, fire, demote, or promote whomever they choose, unless there is a law or contract to the contrary.

Termination of an individual's employment for reasons that are illegal or improper.

• 
• Performance appraisal
• Written Records
• Written Warning
• Grounds for Dismissal
• Group Involvement

Process of deliberately making conditions intolerable to get an employee to quit.

Reasonable justification for taking employment-related action.

Requirement that the employer use a fair process to determine employee wrongdoing and that the employee have an opportunity to explain and defend his or her actions.

Perceived fairness in the distribution of outcomes.

Perceived fairness of the processes used to make decisions about employees.

Perceived fairness about how a person interacts with others.

A policy in which anyone with a complaint can talk with a manager, an HR representative, or an executive.

Process that uses a neutral third party to make a decision.

Individuals outside the normal chain of command who act as problem solvers for both management and employees.

An individual's freedom from unauthorized an unreasonable intrusion into personal affairs.

Individuals who report real or perceived wrongs committed by their employers.

General guideline that focus organizational actions.

Customary methods of handling activities.

Specific guidelines that regulate and restrict the behavior of individuals.

Any failure by an employee to report for work as scheduled or to stay at work when scheduled.

Form of training that enforces organizational rules.

When an employee is removed from a job at an employer.

1.Counseling

2.Written Documentation

3.Final Warning (decision day-off)

4.Discharge

1.Verbal Caution

2.Written Reprimand

3.Suspension

4.Discharge

Agreement in which a terminated employee agrees not to sue the employer in exchage for specified benefits.