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False. Sexual harassment is both unethical and illegal.


Surveys show that women value benefits related to childcare and health care more highly than do men, although the benefit mix any employee values most is an individual one.


Managers can model ethical behavior by example, and the company can offer training and communicate and strictly enforce a written policy.




False. Minimum wage can be set by city (municipal), state, or federal governments.


False. Minimum wages have not kept up with inflation; in fact, they have fallen far behind.


Cost of living variations and concern about a shrinking middle class are possible motives for a state to enact its own above-federal minimum wage.


Among the factors are discrimination, historical wage rates, and artificially manipulated job titles.






False. Right-to-work laws are state laws.


Union membership is low due to two primary reasons: the United States has switched from a manufacturing economy to a service economy, and the law now affords workers many of the protections they once got only through a collective bargaining agreement.


Most studies indicate that U.S. executives are paid much more highly than executives in other countries, including those that are very competitive with the United States. The pay ratio is approximately three hundred in the United States as compared with twenty-two in the United Kingdom and twelve in Germany.


False. If an employer is monitoring any device owned by the company, such as a telephone or computer, no advance notice is required.


False. No state completely bans drug testing. Some regulate it to make sure it is fair and accurate.


There are at least two reasons a company might want to monitor Internet use at work: productivity and electronic security. Managers do not want employees wasting time or exposing the company to breaches of data security, identity theft, or the legal ramifications of inappropriate or offensive behavior.


The two exceptions to the ECPA that weaken its protection are the business purpose exception, which allows monitoring if an employer can demonstrate a legitimate business purpose for doing so, and the consent exception, which allows employers to monitor employee communications provided employees have given their consent.


The answer is yes, as long as a company is responsible for what its employees do. Then businesses need to check for drugs due to reasons such as workplace safety and protection of property.

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