MGMT 404-Chapter 12.Questions and Answers

MGMT 404-Chapter 12.Questions and Answers 1. The three elements required for a contract to be legally binding are: offer, acceptance, and written documentation. True False 2. The law is relatively indifferent between the use of written contracts and the use of oral contracts. True False 3. Statements in employee handbooks can be construed as employment contracts. True False 4. The "one year rule" ensures that oral agreements for time intervals greater than one year are legally enforceable. True False 5. If a letter of acceptance says an employee needs to work on weekends, but the employer makes an oral promise that the employee will not have to work on weekends, the oral statement could be legally binding. True False 6. If a co-worker promises a prospective employee overtime hours while visiting the prospective employee in his/her home, this promised "term" of the employment would likely be legally enforceable. True False 7. A disclaimer on an employment application blank stating that the employee can be terminated "with or without cause" and "with or without notice" is legally enforceable. True False 8. It is extremely important for organizations to be sure to keep promises that they make to job applicants in order to avoid subsequent lawsuits. True False 9. In order for "promissory estoppel" claim to apply when a job offer is made, the offer recipient must suffer a detrimental effect. True False 10. Which of the following statements about written contracts is false? A. The law favors written contracts over oral contracts. B. A statement on a job application blank could be construed as a written contract. C. Written statements in employee handbooks that are unintended as contracts cannot be construed as contracts. D. Internal job posting notices can be construed as written job contracts. 11. Which of the following circumstances makes it less likely an oral statement about weekend work would be legally enforceable as a contract term? A. The statement was made in the workplace. B. The statement is not supported by a written policy. C. The statement was made by an organizational manager. D. The statement was a specific one. 12. Which of the following statements about disclaimers is false? A. They can appear in almost any written documents made available to job applicants or employees. B. They can be used to limit employee rights. C. They are never oral. D. Their receipt by employees should be acknowledged in some formal way. 13. In order to improve the chances of winning a law suit based on "promissory estoppel," the most important point the plaintiff must demonstrate is that _____. A. the promise was accurate B. the promise was made in good faith C. the defendant reneged on the promise D. the promise was withdrawn, resulting in a detrimental effect. 14. Upon acceptance, a formal job offer in which consideration is provided to employees becomes a contract. True False 15. Terms and conditions of employment offered by employers unintentionally are not legally enforceable. True False 16. With a tight labor market, the organization will be in a position to provide lower cost offers. True False 17. The strategic approach to job offers involves considering the total package of extrinsic and intrinsic rewards that the offered job will provide to the finalist. True False 18. An organization should provide a definite starting date for an offer, or else the acceptance and consideration of the offer occur whenever the new hire actually begins to work. True False