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MG 409 exam 1 part 2
| Question | Answer |
|---|---|
| contractual rights | Rights based on a specific contract between an employer and an employee |
| employment contract | Formal agreement that outlines the details of employment |
| noncompete agreements | 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 |
| implied contract | An unwritten agreement created by the actions of the parties involved |
| Employment at Will (EAW) | A common-law doctrine stating that employers can hire, fire, demote, or promote whomever they choose (unless restricted by law or contract), and employees can quit at any time with or without notice. |
| Public policy exception: | employees can sue if fired for a reason that violates public policy. |
| Implied contract exception: | employees should not be fired as long as they perform their jobs. Long service, promises of continued employment, and lack of criticism of job performance imply continuing employment. |
| Good-faith and fair-dealing exception: | a covenant of good faith and fair dealing exists between employers and at-will employees, including agreements and stipulations that appear in employee handbooks. |
| Statutory exception: | indicates that protected class characteristics cannot be used as a reason to terminate employees (i.e., religion, sex, race, etc.) |
| Wrongful discharge | Termination of an employee for illegal or improper reasons, in violation of EAW restrictions. |
| Constructive discharge | Occurs when employers deliberately make working conditions so intolerable that an employee is forced to quit. The resignation is then treated as an involuntary termination. |
| Just cause | Reasonable justification for taking employment-related action |
| Due process | Occurs when an employer is determining if there has been employee wrongdoing and uses a fair process to give an employee a chance to explain and defend his or her actions |
| Organizational justice | The fairness of decisions and resource allocations in an organization |
| Procedural justice | The perceived fairness of the processes used to make decisions about employees (e.g., promotions, pay, discipline). It emphasizes whether rules are fair, consistently applied, and whether employees have input. |
| Distributive justice | The perceived fairness in the distribution of outcomes, such as pay, promotions, or discipline. Employees assess fairness by comparing their outcomes with those of others. |
| Interactional justice | The degree to which individuals affected by employment decisions feel they are treated with dignity, respect, and given adequate explanations. |
| Due process | A principle of procedural justice requiring that employees have a fair chance to present their side before decisions are made (e.g., in promotions, pay, or discipline cases). |
| Grievance procedure | A formal process, typically in unionized organizations, that allows employees to challenge or appeal decisions they believe are unfair, as outlined in the union contract. |
| Open-door policy | An informal complaint procedure in which employees can directly approach managers with concerns, intended to increase accessibility but requiring balance so it is not misused. |
| Arbitration | Process that uses a neutral third party to make a binding decision, thereby eliminating the need to involve the court |
| ombuds— | individuals outside the normal chain of command who act as independent problem solvers for both management and employees. |
| right to privacy | An individual’s freedom from unauthorized and unreasonable intrusion into personal affairs |
| Bring your own device (BYOD) | The practice of employees using their own mobile devices such as smartphones and digital tablets in the workplace |
| Policies | General guidelines that help focus organizational actions |
| Procedures | provide customary methods of handling activities and are more specific than policies |
| employee handbook | A physical or electronic manual that explains a company’s essential policies, procedures, and employee benefits |
| pulse surveys | Frequent, short questionnaires used to solicit anonymous employee feedback |
| separation agreement | Agreement in which a terminated employee agrees not to sue the employer in exchange for specified benefits |
| yellow dog contracts | Pledges by workers not to join a labor union |
| protected concerted activities | Actions taken by employees working together to try to improve their pay and working conditions, with or without a union |
| unfair labor practices | Actions that employers are legally prohibited from taking to prevent employees from unionizing |
| right-to-work laws | State laws that prohibit requiring employees to join unions as a condition of obtaining or continuing employment |
| microunit | Bargaining unit that includes only one job category or department within a company |
| no-solicitation policy | Policy that restricts employees and outsiders from distributing literature or soliciting union membership on company premises |
| union authorization card | Card signed by employees to designate a union as their collective bargaining agent |
| bargaining unit | Employees eligible to select a single union to represent and bargain collectively for them |
| decertification | Process whereby a union is removed as the representative of a group of employees |
| Collective bargaining | Process whereby representatives of management and workers negotiate over wages, hours, and other terms and conditions of employment |
| management rights | Rights reserved so that the employer can manage, direct, and control its business |
| union security provisions | Contract clauses to help the union obtain and retain members and collect union dues |
| dues checkoff clause | Provides for the automatic deduction of union dues from the payroll checks of union members, thus enabling employers to transfer dues to unions through one comprehensive payment |
| permissive issues | Collective bargaining issues that are not required but might relate to certain jobs or practices |
| ratification | Process by which union members vote to accept the terms of a negotiated labor agreement |
| conciliation, | the third party facilitates the dialogue between union and management negotiators to reach a voluntary settlement but makes no proposals for solutions |
| lockout, | management shuts down company operations to prevent union members from working. |
| grievance | is a complaint formally stated in writing. |
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