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MHA 702 EXAM 6 QUESTIONS AND ANSWERS
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MHA 702 EXAM 6 QUESTIONS AND ANSWERS
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Name: Score:176 Multiple choice questions
Term 1 of 176
when a layoff is coming, all employees should be given...
false promises of job security
the reasons for the action; reminders that layoff are possible should be useful, surprises
should be avoided
no information about the layoff
the security of information created and maintained electronically
Term 2 of 176
second round of layoffs effect on employees after a message of assurance
all employees
to deter possibility of damage to property
catastrophic to morale of remaining employees
they have the ability to adjust layoff scheduling
Term 3 of 176
disparate treatment charges
result from job requirements imposed or actions taken by an employer that have a
discriminatory effect on members in a protected group
should not be honored; requests should be referred to HR.
-no info given to outside party without signed consent form from employee or
subpoena or court order
-occasionally keep particular records, formal and informal, concerning employees
-managerial kept files should not be approached or maintained carelessly
-receipt is retained as evidence they were received
-kept in personnel file
-must be carefully written to avoid conveying promises
,Term 4 of 176
involuntary termination
always disclose the situation and seek resolution of an actual potential conflict of
interest before taking what might be later deemed an improper action
purpose is to ensure compliance with all applicable laws and regulations
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
manager must work with HR and agree on the terms of the termination and must agree
that all required info is complete and available
Term 5 of 176
Problem with code of conduct and large organizations
Ignoring the code of conduct and not setting a good example
Following the code of conduct but not promoting it
The lack of observance of the code and especially in the absence of modeling behavior
Misunderstanding the code of conduct and lack of enforcement
Term 6 of 176
what is important during layoffs?
consistency in how guidelines are applied
-only OBJECTIVE INFO THAT CAN BE VERIFIED, NO OPINIONS
destroyed in case they are needed in further legal actions
an important matter or issue can be considered never to have occured
,Term 7 of 176
how do some survivors react to layoffs?
should not be honored; requests should be referred to HR.
-no info given to outside party without signed consent form from employee or
subpoena or court order
-look for new employment
-critical needed staff may be lost because of feelings of insecurity in the post lay off
environment
-issue of who gets serviced and who does not
-how much compensation is legitimate
-advertistment of medical professionals and services
-buisiness ethics governing situations
manager must work with HR and agree on the terms of the termination and must agree
that all required info is complete and available
Term 8 of 176
bumping
-genetic testing
-genetic manipulation
-cloning
-reproductive freedom - including all facets of abortion issue
-patient self determination
-disclosure of HIV/AIDS status
a cost center or set of cost centers having common positions, tasks, functions, or duties
that report to the same manager
Integrity influences the reputations of people as individuals and individual reputations
together ultimately determine the reputation of an organization
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
, Term 9 of 176
what other factors to consider about employees during layoff time?
performance appraisals, attendance, conduct
fair personnel policies consistently applied
compensation is usually granted
requirements for record retention
Term 10 of 176
A department manager's role in supporting personnel files consists primarily of:
ensuring the managment and HR observe all essential steps of the process
ensuring that departmental inputs to each personnel file get to HR properly completed
and in a timely fashion.
delegating all responsibilities related to personnel files to individual employees.
reviewing and approving all personnel files without any input from hr.
Term 11 of 176
in all involuntary terminations, it is essential that the organization has a ..
vague and inconsistent guidelines that are rarely followed
complex policies that are arbitrarily implemented
clear, comprehensive policies and procedures and that these are consistently applied in
strict and nondiscriminatory fashion
ambiguous rules that are selectively enforced
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