Q. The persistent failure for performing duties to meet job standards is categorized as

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Q. Protection available, against the wrongful discharge of the employees from organization is classified as

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Q. The process of reducing the number of employed people in a firm is classified as

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Q. The fairness of the process is classified as

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Q. The standards that decided, what kind of conduct employees of organization should possess

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Q. The interviews with the employees who are leaving the firm for any reason are classified as

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Q. A willful and deliberate violation of code of ethic of any organization is classified as

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Q. The second step in positive discipline approach is

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Q. The agreement through which terminated employees agree to get benefits in exchange of not to sue the employers, is classified as

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Q. The panel of employees who get statements from other disciplined subordinates to make decisions is called

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Q. The process which involves the third party usually neutral in nature while making decisions is classified as

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Q. The individual who solve different issues of employees and management and is outside the usual chain of command is called

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Q. The agreement used to define the outlines of employment details is classified as

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Q. The agreement which stops the individual from competing the employer in the same business for specific period of time, after leaving the company is called

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Q. The form of training used to enforce the rules of organization is classified as

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Q. The situation in which employer makes condition intolerable intentionally to employee to quit the job is classified as

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Q. The third step in positive discipline approach is

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Q. The reasonable justification for taking the actions related to employment is classified as

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Q. The means used for employees to defend their actions against any charges on them is called

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Q. The employment law which states that right to hire, fire or promote the employee is held with employer until some contract has taken place is classified as

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