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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Q. The customary method used to handle the activities of employees is called

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Q. The perceived justice of all the procedure required to make decisions about individual employees is called

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Q. The perceived justice regarding the outcome's distribution is classified as

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Q. The guidelines that restrict and regulate behavior of individual employees are called

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Q. The formal procedure of obtaining upward and input communication of employee is classified as

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Q. The rights based on special agreement between employees and employer are called

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Q. The fourth step in positive disciple approach is

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Q. The guidelines that portrays a look about organizational actions are called

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Q. The individual employees who report wrongful acts committed by other subordinates are called

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