In which of the following scenarios can an employer summarily dismiss an employee in a non-union environment for his or her activities outside of the workplace?

Question 6 options:

	The employee talks to fellow workers about the possible benefits of a union in the workplace.
	The employee has a fight with someone at a bar.
	The employee discloses confidential information on a personal blog.
	The employee attends a press conference hosted by the union.

Question 7 (1 point)

Which of the following is a key characteristic of an implied employment contract?

Question 7 options:

	It contains terms that judges read into employment contracts when the written contract does not expressly deal with the matter.
	It exists after an employee passes his or her probation period.
	It covers approximately 90 percent of the Canadian workforce.
	It is valid only if in writing.

Question 8 (1 point)

What type of work environment is essential for positive discipline to be successfully conducted?

Question 8 options:

	adjudicative work environment
	cooperative work environment
	confrontational work environment
	combative work environment

Question 9 (1 point)

What is the foundation of an effective disciplinary system?

Question 9 options:

	well-informed employees
	well-informed managers
	an effective punishment system
	setting of organizational rules

Question 10 (1 point)

What is the key purpose of the investigative interview with an employee in a disciplinary case against him or her?

Question 10 options:

	to ensure that there is a recording of the interview for the courts if hte employer is challenged
	to train HR managers with their investigative skills
	to get the information recorded for the progressive discipline process
	to give the employee an opportunity to explain his or her actions and behaviours in the case

Question 11 (1 point)

What is the primary purpose of the organizational practice of promoting from within?

Question 11 options:

	to protect the organization from internal discrimination suits
	to reward employees for past performance
	to alleviate some of the need for HR planning
	to reduce long-term compensation budgets