Question 1

Which of the following are prohibited under Title VII of the 1964 Civil Rights Act?

Accepted Answer

A) Seniority systems 
B) Affirmative action programs 
C) Disparate impact 
D) Merit based promotions 
A) Seniority systems 
B) Affirmative action programs 
C) Disparate impact 
D) Merit based promotions

Question 2

The Constitution has recently been held to prevent all employers from subjecting employees to drug testing without first obtaining a search warrant.

Accepted Answer

A) True 
 B)False

Question 3

The Civil Rights Act of 1964 would scrutinize which of the following situations?

Accepted Answer

A) A woman engineer was denied a job for which she was qualified. 
B) A short man was denied employment as a busboy. 
C) A two-man partnership with two employees refused to hire a qualified black attorney. 
D) A black woman was hired as a secretary instead of an equally qualified white woman. 
A) A woman engineer was denied a job for which she was qualified. 
B) A short man was denied employment as a busboy. 
C) A two-man partnership with two employees refused to hire a qualified black attorney. 
D) A black woman was hired as a secretary instead of an equally qualified white woman.

Question 4

Sexual harassment is covered by Title VII.

Accepted Answer

A) True 
 B)False

Question 5

Employee privacy:

Accepted Answer

A) is not protected by the common law "invasion of privacy" torts. 
B) does not relate to drug and alcohol testing. 
C) relates to polygraph testing. 
D) is automatically waived by an employment contract. 
A) is not protected by the common law "invasion of privacy" torts. 
B) does not relate to drug and alcohol testing. 
C) relates to polygraph testing. 
D) is automatically waived by an employment contract.

Question 6

Who administers the federal unemployment compensation laws?

Accepted Answer

A) The Social Security Administration 
B) The states 
C) The federal courts 
D) The NLRB 
A) The Social Security Administration 
B) The states 
C) The federal courts 
D) The NLRB

Question 7

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 8

The Federal Employee Polygraph Protection Act:

Accepted Answer

A) prohibits private employers (with some exceptions) from using lie detector tests, test results, or the refusal to be tested as grounds for adverse employment decisions. 
B) only prohibits the federal government's use of polygraphs for making employment decisions. 
C) allows polygraphs of employees only to determine illegal drug use by them. 
D) completely prohibits all use of polygraphs by employers. 
A) prohibits private employers (with some exceptions) from using lie detector tests, test results, or the refusal to be tested as grounds for adverse employment decisions. 
B) only prohibits the federal government's use of polygraphs for making employment decisions. 
C) allows polygraphs of employees only to determine illegal drug use by them. 
D) completely prohibits all use of polygraphs by employers.

Question 9

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

Accepted Answer

The EEOC is empowered to: (1) file legal

Question 10

The Norris­La Guardia Act prohibited "yellow dog contracts," through which employers coerced their employees
into promising they would not join a labor union.

Accepted Answer

A) True 
 B)False

Question 11

Title VII of the Civil Rights of 1964:

Accepted Answer

A) is enforced by the FTC. 
B) applies to employers engaged in an industry affecting commerce and having fifteen or more employees. 
C) has been displaced by the Civil Rights Act of 1991. 
D) forbids discrimination in the workplace involving hiring, promotion, and retention, but does not cover transfer and retirement discrimination. 
A) is enforced by the FTC. 
B) applies to employers engaged in an industry affecting commerce and having fifteen or more employees. 
C) has been displaced by the Civil Rights Act of 1991. 
D) forbids discrimination in the workplace involving hiring, promotion, and retention, but does not cover transfer and retirement discrimination.

Question 12

The National Labor Relations Act is also known as the:

Accepted Answer

A) Taft-Hartley Act. 
B) Wagner Act. 
C) Landrum-Griffin Act. 
D) Norris-La Guardia Act. 
A) Taft-Hartley Act. 
B) Wagner Act. 
C) Landrum-Griffin Act. 
D) Norris-La Guardia Act.

Question 13

Unemployment insurance is funded by employer taxes; federal taxes generally pay administrative costs and state contributions pay for the actual benefits.

Accepted Answer

A) True 
 B)False

Question 14

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 15

Title VII applies only to employers with 15 or more employees.

Accepted Answer

A) True 
 B)False

Question 16

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 17

Fixit Co., a four-person business, employs Wesley as a full-time mechanic.One day while welding a frame modification on a sports car, Wesley paid no attention to a clearly visible oil leak dripping from the engine compartment of the car.The welding torch ignited the oil causing a fire in which Wesley was badly burned.Which of the following BEST describes the rights of the parties?

Accepted Answer

A) Fixit is liable to Wesley under a workers' compensation statute despite the fact Wesley may have been contributorily negligent when he ignored the oil leak. 
B) Wesley cannot recover workers' compensation since federal law requires that an employer have at least 15 employees before he must provide workers' compensation benefits. 
C) Fixit is not liable to pay Wesley workers' compensation since Wesley fell below a recognized standard of care by auto mechanics. 
D) Wesley cannot recover workers' compensation benefits, but can sue Fixit for failing to provide a safe working environment. 
A) Fixit is liable to Wesley under a workers' compensation statute despite the fact Wesley may have been contributorily negligent when he ignored the oil leak. 
B) Wesley cannot recover workers' compensation since federal law requires that an employer have at least 15 employees before he must provide workers' compensation benefits. 
C) Fixit is not liable to pay Wesley workers' compensation since Wesley fell below a recognized standard of care by auto mechanics. 
D) Wesley cannot recover workers' compensation benefits, but can sue Fixit for failing to provide a safe working environment.

Question 18

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 19

The Norris-La Guardia Act gave federal courts the power to issue injunctions in nonviolent labor disputes.

Accepted Answer

A) True 
 B)False

Question 20

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

Accepted Answer

A) True 
 B)False

Exam 42: Employment Law

Which of the following are prohibited under Title VII of the 1964 Civil Rights Act?

The Constitution has recently been held to prevent all employers from subjecting employees to drug testing without first obtaining a search warrant.

The Civil Rights Act of 1964 would scrutinize which of the following situations?

Sexual harassment is covered by Title VII.

Employee privacy:

Who administers the federal unemployment compensation laws?

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

The Federal Employee Polygraph Protection Act:

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

The Norris­La Guardia Act prohibited "yellow dog contracts," through which employers coerced their employees into promising they would not join a labor union.

Title VII of the Civil Rights of 1964:

The National Labor Relations Act is also known as the:

Unemployment insurance is funded by employer taxes; federal taxes generally pay administrative costs and state contributions pay for the actual benefits.

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.

Title VII applies only to employers with 15 or more employees.

Under the Americans with Disabilities Act,

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

The Norris-La Guardia Act gave federal courts the power to issue injunctions in nonviolent labor disputes.

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

Introduction to Law

Business Ethics and the Social Responsibility of Business

Civil Dispute Resolution

Constitutional Law

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

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

51: The Legal Environment Of Business

52: Contracts.

53: Agency.

54: Sales

55: Negotiable Instruments

56: Unincorporated Business Association

57: Corporations

58: Debtor and Creditor Relation

59: Regulation of Business

60: Property.

Filters

The NorrisLa Guardia Act prohibited "yellow dog contracts," through which employers coerced their employees into promising they would not join a labor union.