Question 1

Employers are required to treat pregnancy like any other temporary disability.

Accepted Answer

A) True 
 B)False

Question 2

What are the powers of the Equal Employment Opportunity Commission (EEOC)?

Accepted Answer

The EEOC is empowered to: (1)file legal

Question 3

Which of the following is not a remedy for violation of the American's with Disabilities Act (ADA)?

Accepted Answer

A)  Injunctive relief 
B)  Reinstatement 
C)  Triple back pay 
D)  Compensatory and punitive damages 
A)  Injunctive relief 
B)  Reinstatement 
C)  Triple back pay 
D)  Compensatory and punitive damages

Question 4

In a disparate impact case,the Civil Rights Act of 1991 now provides that even if an employer can prove the "business necessity" of a challenged employment practice,the plaintiff can still win if the employer's interest could be met in a non-discriminatory manner.

Accepted Answer

A) True 
 B)False

Question 5

At common law,an employee at will can be dismissed either with or without cause at any time unless the employee has a special circumstance,such as being represented by a labor union.

Accepted Answer

A) True 
 B)False

Question 6

Although most statutory enactments relating to employment are federal laws,state statutes sometimes cover areas of employment law.

Accepted Answer

A) True 
 B)False

Question 7

The Civil Rights Act of 1991 provides that all victims of intentional discrimination,except victims of disparate impact,can recover compensatory and punitive damages.

Accepted Answer

A) True 
 B)False

Question 8

Challenges to affirmative action plans adopted by private employers are tested under:

Accepted Answer

A)  the Equal Protection Clause of the U.S.Constitution. 
B)  Title VII of the Civil Rights Act of 1964. 
C)  guidelines developed under President Johnson's executive order related to affirmative action programs for federal contractors. 
D)  No regulations;due to the absence of state action,challenges cannot be made to affirmative action plans adopted by private employers. 
A)  the Equal Protection Clause of the U.S.Constitution. 
B)  Title VII of the Civil Rights Act of 1964. 
C)  guidelines developed under President Johnson's executive order related to affirmative action programs for federal contractors. 
D)  No regulations;due to the absence of state action,challenges cannot be made to affirmative action plans adopted by private employers.

Question 9

The Family and Medical Leave Act:

Accepted Answer

A)  applies to private employers with 5 or more employees. 
B)  applies only to non-governmental employers. 
C)  allows up to twelve weeks per year of leave for childbirth,adoption,or serious health conditions of a spouse,child,or parent. 
D)  states that the leave must be paid leave. 
A)  applies to private employers with 5 or more employees. 
B)  applies only to non-governmental employers. 
C)  allows up to twelve weeks per year of leave for childbirth,adoption,or serious health conditions of a spouse,child,or parent. 
D)  states that the leave must be paid leave.

Question 10

The Landrum-Griffin Act would protect against:

Accepted Answer

A)  a union officer keeping a member from giving his opinion at a union meeting. 
B)  an employer forbidding union workers from meeting. 
C)  an NLRB representative influencing elections. 
D)  an employer requiring all its employees to be union members. 
A)  a union officer keeping a member from giving his opinion at a union meeting. 
B)  an employer forbidding union workers from meeting. 
C)  an NLRB representative influencing elections. 
D)  an employer requiring all its employees to be union members.

Question 11

A union's "secondary activity" is a:

Accepted Answer

A)  boycott or strike of an employer with whom a union has no labor dispute to persuade the employer to cease doing business with the company that is the target of the labor dispute. 
B)  union's picketing,in addition to a strike,of a company that is the target of the labor dispute. 
C)  recognized union's request for an injuction against an employer who refuses to bargain in good faith. 
D)  refusal to represent one of its members in a grievance against the employer because the member did not engage in a strike called by the union the previous year. 
A)  boycott or strike of an employer with whom a union has no labor dispute to persuade the employer to cease doing business with the company that is the target of the labor dispute. 
B)  union's picketing,in addition to a strike,of a company that is the target of the labor dispute. 
C)  recognized union's request for an injuction against an employer who refuses to bargain in good faith. 
D)  refusal to represent one of its members in a grievance against the employer because the member did not engage in a strike called by the union the previous year.

Question 12

The Equal Employment Opportunity Commission (EEOC)is empowered to:

Accepted Answer

A)  only file legal actions in its own name. 
B)  try to resolve alleged violations through informal means,but not bring suit in federal or state courts. 
C)  investigate all charges of discrimination. 
D)  issue binding orders on employers who unfairly discriminate. 
A)  only file legal actions in its own name. 
B)  try to resolve alleged violations through informal means,but not bring suit in federal or state courts. 
C)  investigate all charges of discrimination. 
D)  issue binding orders on employers who unfairly discriminate.

Question 13

The ADA provides for remedies that are generally the same as those available under Title VII.

Accepted Answer

A) True 
 B)False

Question 14

Title VII applies only to employers with 50 or more employees.

Accepted Answer

A) True 
 B)False

Question 15

GreenLife,Inc.has two manufacturing facilities-one in New York City and one in Evergreen,Oklahoma.Marjorie has worked in the Oklahoma plant for 15 years assembling resistors.Her sister,Ellen,has worked at the same plant for 15 years also.Their brother,Hank,has worked there for 10 years in the same job as his sisters.Ellen transfers to the New York facility.Their salaries are now as follows: Marjorie-$12.00 per hour
Ellen-$19.50 per hour
Hank-$14.00 per hour
Is there a violation of the Equal Pay Act?

Accepted Answer

A)  Yes,because Ellen's pay is higher than Marjorie's. 
B)  Yes,because Ellen and Hank's pay is higher than Marjorie's. 
C)  Yes,because Hank's pay is higher than Marjorie's. 
D)  No,since they are different people with different personalities. 
A)  Yes,because Ellen's pay is higher than Marjorie's. 
B)  Yes,because Ellen and Hank's pay is higher than Marjorie's. 
C)  Yes,because Hank's pay is higher than Marjorie's. 
D)  No,since they are different people with different personalities.

Question 16

The Rehabilitation Act prohibits discrimination on the basis of handicap in federal programs but does not require federal contractors and agencies to take affirmative action to hire qualified handicapped persons.

Accepted Answer

A) True 
 B)False

Question 17

An employer's interference with the employee's right to bargain collectively is not an unfair labor practice.

Accepted Answer

A) True 
 B)False

Question 18

Under the Americans with Disabilities Act,

Accepted Answer

A)  only governmental employees are protected. 
B)  punitive and compensatory damages are not recoverable. 
C)  employers with fewer than 15 employees did not have to comply until mid-1994. 
D)  punitive damages for intentional discrimination are subject to a ceiling depending on company size. 
A)  only governmental employees are protected. 
B)  punitive and compensatory damages are not recoverable. 
C)  employers with fewer than 15 employees did not have to comply until mid-1994. 
D)  punitive damages for intentional discrimination are subject to a ceiling depending on company size.

Question 19

It would NOT be a violation of Title VII of the Civil Rights Act of 1964 if an employer refuses to hire an applicant for a job because the person is:

Accepted Answer

A)  a Mormon. 
B)  a woman. 
C)  sixty-four years old. 
D)  Hispanic. 
A)  a Mormon. 
B)  a woman. 
C)  sixty-four years old. 
D)  Hispanic.

Question 20

Sexual harassment:

Accepted Answer

A)  includes unwelcome sexual advances or requests for sexual favors when submission is implicitly a condition of employment. 
B)  is less serious than and may not constitute illegal sexual discrimination in violation of Title VII. 
C)  may not be charged against an employer who has no knowledge of or reason to know of a supervisor's harassing action against a subordinate employee. 
D)  is offensive,but not illegal. 
A)  includes unwelcome sexual advances or requests for sexual favors when submission is implicitly a condition of employment. 
B)  is less serious than and may not constitute illegal sexual discrimination in violation of Title VII. 
C)  may not be charged against an employer who has no knowledge of or reason to know of a supervisor's harassing action against a subordinate employee. 
D)  is offensive,but not illegal.

Exam 42: Employment Law

Employers are required to treat pregnancy like any other temporary disability.

What are the powers of the Equal Employment Opportunity Commission (EEOC)?

Which of the following is not a remedy for violation of the American's with Disabilities Act (ADA)?

In a disparate impact case,the Civil Rights Act of 1991 now provides that even if an employer can prove the "business necessity" of a challenged employment practice,the plaintiff can still win if the employer's interest could be met in a non-discriminatory manner.

At common law,an employee at will can be dismissed either with or without cause at any time unless the employee has a special circumstance,such as being represented by a labor union.

Although most statutory enactments relating to employment are federal laws,state statutes sometimes cover areas of employment law.

The Civil Rights Act of 1991 provides that all victims of intentional discrimination,except victims of disparate impact,can recover compensatory and punitive damages.

Challenges to affirmative action plans adopted by private employers are tested under:

The Family and Medical Leave Act:

The Landrum-Griffin Act would protect against:

A union's "secondary activity" is a:

The Equal Employment Opportunity Commission (EEOC)is empowered to:

The ADA provides for remedies that are generally the same as those available under Title VII.

Title VII applies only to employers with 50 or more employees.

The Rehabilitation Act prohibits discrimination on the basis of handicap in federal programs but does not require federal contractors and agencies to take affirmative action to hire qualified handicapped persons.

An employer's interference with the employee's right to bargain collectively is not an unfair labor practice.

Under the Americans with Disabilities Act,

It would NOT be a violation of Title VII of the Civil Rights Act of 1964 if an employer refuses to hire an applicant for a job because the person is:

Sexual harassment:

Introduction to Law

Business Ethics and the Social Responsibility of Business

Civil Dispute Resolution

Constitutional Law

Administrative Law

A: Administrative Law

Criminal Law

Intentional Torts

Negligence and Strict Liability

Introduction to Contracts

Mutual Assent

Conduct Invalidating Assent

Consideration

Illegal Bargains

Contractual Capacity

Contracts in Writing

Third Parties to Contracts

Performance,breach,and Discharge

Contract Remedies

Relationship of Principal and Agent

Relationship With Third Parties

Introduction to Sales and Leases

Performance

Transfer of Title and Risk of Loss

Products Liability: Warranties and Strict Liability in Tort

Sales Remedies

Form and Content

Transfer and Holder in Due Course

Liability of Parties

Bank Deposits,collections,and Funds Transfers

Formation and Internal Relations of General Partnerships

Operation and Dissolution of General Partnerships

Limited Partnerships and Limited Liability Companies

Nature,formation,and Powers

Financial Structure

Management Structure

Fundamental Changes

Secured Transactions and Suretyship

Bankruptcy

Protection of Intellectual Property

Antitrust

Consumer Protection Double

Securities Regulation

Accountants Legal Liability

Environmental Law

International Business Law

Introduction to Property,property Insurance,bailments,and Documents of Title

Interests in Real Property

Transfer and Control of Real Property

Trusts and Decedents Estates

Legal Terminology: Understanding Criminal and Civil Law Systems

Contract Law Terminology

Exploring the Legal Concepts of Agency and Fiduciary Duty

Understanding Key Legal Concepts in Sales and Contracts

Understanding the Terminology of Banking and Finance: Key Concepts and Definitions

Exploring Legal Concepts and Processes in Business Partnerships

Understanding Corporate Law: A Guide to Ultra Vires Acts, Subscribers, Debt Securities, and More

Understanding Key Terms in Secured Transactions and Bankruptcy Law

Legal Topics and Terms

Legal Topics in Property Ownership and Management