2357 PE PER Perpetual ventory using FIFO Beginning inventory, pur ory, purchases, and sales for Item Widget areas to follows Mar. 1 Inventory 200 units at $8 Sale 175 units Purchase 160 units at 9 Sale 150 units 18 a perpetual inventory system and using the first-in. first-out (PIPO) method, de hine (a) the cost of merchandise sold on March 25 and (b) the inventory on March 31 Assuming a perpetual CHAPTER 12 Employee Discipline TRUE FALSE 1. In union workplaces, the employment-at-will doctrine means the employer can discharge any employee at any time for any reason. 2. The first-line supervisor is usually the first person to become involved in disciplinary action and usually conducts the initial investigation of an employee's misconduct. 3. Under the public policy exception to the employment-at-will doctrine, an employer and employee form an implied contract, even if a written contract does not exist. 4. Under the Weingarten decision, union representation cannot be given to an employee until the employer has concluded its investigation and notified the employee of discharge, and the employee has elected to fight the decision. 5. To avoid double jeopardy, management would be wise to act only after ascertaining all relevant facts and determining the magnitude of the offense. 6. The definition of just cause is well defined in nearly all collective bargaining agreements and may be decided by representatives of the union and management v idence, wherein testimony and evidence. 7. The most often used level of proof by arbitrators is prepondeo evidence must be adequate to overcome opposing presum Arber performance of conduct in 8. Progressive discipline gives the employee another chance to in order to keep his or her job. als de dos 9. Under the implied contract exception, an employee is wrong with an explicit, well-established public policy of the state. We nagement's burden sideration