MHA 702 Exam 6 LATEST UPDATE 2024
terminations of employment are.. - ANSWER inevitable
involuntary termination - ANSWER end of employment upon the decision of management; includes
discharges for cause, such as violations of policies or work rules, dismissal for reasons of substandard
performance
layoffs - ANSWER traumatic occurences that sever personnel from their employment and adversely
affect the morale and motivation of survivors
discharge - ANSWER usually occurs after employees break the organizations work rules or violate
organizational policies
dismissal - ANSWER occurs for reasons of job performance, such as failure to pass the probationary
period or failure to meet the minimum standards of the job
what must occur before a termination? - ANSWER manager must work with HR and agree on the terms
of the termination and must agree that all required info is complete and available
terminations involving the least risk to an organization are... - ANSWER those for which a good cause is
evident
most critical dimension of termination for cause - ANSWER ensuring the managment and HR observe all
essential steps of the process
pitfalls of a wrongful termination lawsuit - ANSWER frustration, costly, time consuming
best protection against wrongful termination charges - ANSWER fair personnel policies consistently
applied
, the organization must have ______ _____ of employee wrongdoing to support a discharge - ANSWER
clear evidence
dismissal relates to.. - ANSWER performance, not conduct or behavior
who is eligible for unemployment compensation? - ANSWER a DISMISSED employee
what happens when claim for unemployment compensation is not protested? - ANSWER compensation
is usually granted
constructive discharge - ANSWER Occurs when an employer makes working conditions so intolerable
that an employee has no choice but to resign.
when does constructive discharge become an issue? - ANSWER when the former employee registers a
legal complaint alleging that the organization made life so difficult that the individual HAD to resign for
the sake of his/her physical and mental well being
"for the record" resignation - ANSWER when an individual is allowed to "resign" in lieu of discharge;
looks better for personnel record, however can expose organization to certain negative claims ("I was
forced to resign.")
reasons for reducing numbers of employees - ANSWER -downsizing
-re-engineering
-mergers
-aquisitions
-combo of all
reengineering - ANSWER systematic redesign of a business' core activities, starting with desired
outcomes and establishing the most efficient possible processes to achieve those outcomes
other names for re-engineering - ANSWER downsizing, rightsizing, reorganizing, repositioning,
revitalizing, modernizing
, healthcare organization statistic with re-engineering - ANSWER by 1998, 81% had reduced their staff
through layoffs or attrition and nearly half had laid off managers
incentive offers from management when reduction is extensive - ANSWER -voluntary termination
incentive
-early retirement incentive - just be careful with discrimination of age
who is involved in making decisions based on who goes vs stays? - ANSWER department managers
how are most selections of layoffs accomplished? - ANSWER according to seniority
what other factors to consider about employees during layoff time? - ANSWER performance appraisals,
attendance, conduct
bumping - ANSWER occurs when the job of an individual is eliminated; persons of greater seniority are
allowed to displace or "bump" persons having lesser seniority from their positions
what is important during layoffs? - ANSWER consistency in how guidelines are applied
what happens if employees are represented by a union? - ANSWER a collectively bargained agreement
between employer and union usually determines how employees are chosen for layoffs
goal of an ideal layoff - ANSWER a resulting organization that has reduced its personnel costs but
retained its best employees
department - ANSWER a cost center or set of cost centers having common positions, tasks, functions, or
duties that report to the same manager
department seniority - ANSWER an individual's uninterrupted service time as a full time or part time
employee of the present department or unit, adjusted for approved leaves of absence
terminations of employment are.. - ANSWER inevitable
involuntary termination - ANSWER end of employment upon the decision of management; includes
discharges for cause, such as violations of policies or work rules, dismissal for reasons of substandard
performance
layoffs - ANSWER traumatic occurences that sever personnel from their employment and adversely
affect the morale and motivation of survivors
discharge - ANSWER usually occurs after employees break the organizations work rules or violate
organizational policies
dismissal - ANSWER occurs for reasons of job performance, such as failure to pass the probationary
period or failure to meet the minimum standards of the job
what must occur before a termination? - ANSWER manager must work with HR and agree on the terms
of the termination and must agree that all required info is complete and available
terminations involving the least risk to an organization are... - ANSWER those for which a good cause is
evident
most critical dimension of termination for cause - ANSWER ensuring the managment and HR observe all
essential steps of the process
pitfalls of a wrongful termination lawsuit - ANSWER frustration, costly, time consuming
best protection against wrongful termination charges - ANSWER fair personnel policies consistently
applied
, the organization must have ______ _____ of employee wrongdoing to support a discharge - ANSWER
clear evidence
dismissal relates to.. - ANSWER performance, not conduct or behavior
who is eligible for unemployment compensation? - ANSWER a DISMISSED employee
what happens when claim for unemployment compensation is not protested? - ANSWER compensation
is usually granted
constructive discharge - ANSWER Occurs when an employer makes working conditions so intolerable
that an employee has no choice but to resign.
when does constructive discharge become an issue? - ANSWER when the former employee registers a
legal complaint alleging that the organization made life so difficult that the individual HAD to resign for
the sake of his/her physical and mental well being
"for the record" resignation - ANSWER when an individual is allowed to "resign" in lieu of discharge;
looks better for personnel record, however can expose organization to certain negative claims ("I was
forced to resign.")
reasons for reducing numbers of employees - ANSWER -downsizing
-re-engineering
-mergers
-aquisitions
-combo of all
reengineering - ANSWER systematic redesign of a business' core activities, starting with desired
outcomes and establishing the most efficient possible processes to achieve those outcomes
other names for re-engineering - ANSWER downsizing, rightsizing, reorganizing, repositioning,
revitalizing, modernizing
, healthcare organization statistic with re-engineering - ANSWER by 1998, 81% had reduced their staff
through layoffs or attrition and nearly half had laid off managers
incentive offers from management when reduction is extensive - ANSWER -voluntary termination
incentive
-early retirement incentive - just be careful with discrimination of age
who is involved in making decisions based on who goes vs stays? - ANSWER department managers
how are most selections of layoffs accomplished? - ANSWER according to seniority
what other factors to consider about employees during layoff time? - ANSWER performance appraisals,
attendance, conduct
bumping - ANSWER occurs when the job of an individual is eliminated; persons of greater seniority are
allowed to displace or "bump" persons having lesser seniority from their positions
what is important during layoffs? - ANSWER consistency in how guidelines are applied
what happens if employees are represented by a union? - ANSWER a collectively bargained agreement
between employer and union usually determines how employees are chosen for layoffs
goal of an ideal layoff - ANSWER a resulting organization that has reduced its personnel costs but
retained its best employees
department - ANSWER a cost center or set of cost centers having common positions, tasks, functions, or
duties that report to the same manager
department seniority - ANSWER an individual's uninterrupted service time as a full time or part time
employee of the present department or unit, adjusted for approved leaves of absence
