Q {2} In addition to just being left alone to live your life as you see fit, privacy is also often defined as
/a being able to deny any personal information about you to your employer at all times
/a the right to determine when, how, and to what extent information about you is communicated to others
/a the right to deny all requests for personal information from anyone or any organization
/a the right for personal information to not be shared with any users other than the ones that already have access to it.
/q {1} Dr. Barnett suggested in class that before an employer acquires information about an applicant or employee, there should be both a legal and ethical justification for it, based on the nature of the employee-employer relationship.
/a true
/a false
/q {2} The U. S. Constitution has been interpreted by the courts to offer some privacy protections to U. S. citizens. Which of the following statements is true?
/a the Constitution's privacy protections apply only to private sector employers
/a the Constitution's privacy protections apply only to the government
/a the Constitution's privacy protections apply to both private sector employers and the government
/q {3} The Privacy Act of 1974
/a was totally eliminated by the USA Patriot Act of 2001.
/a restricts the use of personal information by private companies.
/a set controls on the right of government to collect, use, and share data about individuals.
/a set time limits for how long personal data could be maintained by government and private companies.
/q {3} Which privacy law does provide some protection to applicants and employees when an employer or potential employer does a background check and obtains consumer reports about the applicants or employees?
/a Polygraph Protection Act
/a Electronic Communication Privacy Act
/a Fair Credit Reporting Act
/q {2} To avoid violating ethical principles, Dr. Barnett suggested that a firm DID NOT need to obtain employee consent to obtain information from him or her, but only needed to be sure the information was relevant to the employer-employee relationship in some way.
/a true
/a false
/q {2} Which of the following is a principle that should guide corporate decision-making about the collection and use of employee information?
/a Companies should base their information policies on FBI procedures that have stood the test of time.
/a Companies should collect only that employee information that is absolutely necessary.
/q {4} Which of the following is not one of the major workplace privacy issues?
/a integrity testing
/a drug testing
/a monitoring employees
/a hourly pay and benefits
/q {4} Electronic monitoring of employees is
/a decreasing, as employers rely more on organizational culture to control employee behavior.
/a heavily regulated by state, but not federal law.
/a reliant on the express consent of employees.
/a virtually unregulated.
/q {2} ____ are high-ranking executives responsible for monitoring and protecting the private information held by firms
/a Verification of Privacy Officer
/a Chief Privacy Officers
/a Officer of Privacy
/a Privacy Executive
/q {3} OSHA's mission encompasses all of the following functions except
/a setting and enforcing standards.
/a providing training, outreach, and education.
/a promoting employer/employee cooperation.
/a establishing partnerships.
/q {4} The regulations that codify employers' duties to provide employees with information on the hazards of workplace chemicals and to make sure that they understand what that information means are
/a employee education laws.
/a full disclosure regulations.
/a vital information acts.
/a right-to-know laws.
/q {3} OSHA's guidelines for preventing workplace violence include all of the following except
/a providing safety education for employees.
/a securing the workplace and minimizing access by outsiders.
/a hiring a security force to prevent attacks.
/a providing drop safes to limit the amount of cash on hand.