Question 1

Under Title VII of the Civil Rights Act of 1964:

Accepted Answer

A)  plaintiffs can prove discrimination in three different ways: disparate treatment, prima facie, and undue hardship. 
B)  protection from discrimination applies to every stage of the employment process from job ads to postemployment references. 
C)  the plaintiff is required to prove discrimination on the basis of race, color, religion, gender, or national origin. 
D)  affirmative action programs are prohibited. 
A)  plaintiffs can prove discrimination in three different ways: disparate treatment, prima facie, and undue hardship. 
B)  protection from discrimination applies to every stage of the employment process from job ads to postemployment references. 
C)  the plaintiff is required to prove discrimination on the basis of race, color, religion, gender, or national origin. 
D)  affirmative action programs are prohibited.

Question 2

David has worked as a CPA for Accountants R Us for about eight months. When his wife had a baby, he requested to take some time off. He believes he is allowed to do so pursuant to the Family and Medical Leave Act.
-How many weeks is David allowed to take off under the Family and Medical Leave Act in this situation?

Accepted Answer

A)  Six weeks. 
B)  12 weeks. 
C)  24 weeks. 
D)  None. 
A)  Six weeks. 
B)  12 weeks. 
C)  24 weeks. 
D)  None.

Question 3

The Electronic Communications Privacy Act:

Accepted Answer

A)  permits employers to monitor workers' telephone calls and e-mail messages if the monitoring occurs in the ordinary course of business. 
B)  prohibits employers from monitoring employees' telephone calls unless the employees consent. 
C)  prohibits employers from monitoring employees' telephone calls and e-mail messages under any circumstances, since this would violate the employees' common law right of privacy. 
D)  deals only with e-mail and Internet usage within the workplace. 
A)  permits employers to monitor workers' telephone calls and e-mail messages if the monitoring occurs in the ordinary course of business. 
B)  prohibits employers from monitoring employees' telephone calls unless the employees consent. 
C)  prohibits employers from monitoring employees' telephone calls and e-mail messages under any circumstances, since this would violate the employees' common law right of privacy. 
D)  deals only with e-mail and Internet usage within the workplace.

Question 4

Abbott provided evidence of fraudulent financial reporting about his employer,a publicly traded company,to federal securities investigators.Abbott receives whistleblower protection under:

Accepted Answer

A)  the U. S. Constitution. 
B)  the Sarbanes-Oxley Act. 
C)  the Civil Service Reform Act. 
D)  None of the above. 
A)  the U. S. Constitution. 
B)  the Sarbanes-Oxley Act. 
C)  the Civil Service Reform Act. 
D)  None of the above.

Question 5

Heather applied for a promotion,but her manager promoted a co-worker because the manager knew Heather was seven months pregnant.The manager did not want to promote someone who would probably be taking time off of work for childbirth and child care.The manager has acted legally and reasonably to protect her company's interests.

Accepted Answer

A) True 
 B)False

Question 6

Maxine lost her job as an electrical engineer with a large company which had provided health insurance benefits for Maxine and her family.She now:

Accepted Answer

A)  must try to find insurance on her own or try to find another job with health insurance benefits. 
B)  is protected under COBRA, which allows her continued health insurance coverage for 18 months as long as she pays the cost. 
C)  is protected under COBRA, which requires her employer to continue her health insurance coverage for six months under whatever copayment arrangements she had while she was employed. 
D)  has some protection under the NLRA, which requires her employer to pay for continued health insurance for three months following her termination if she did not leave the company voluntarily. 
A)  must try to find insurance on her own or try to find another job with health insurance benefits. 
B)  is protected under COBRA, which allows her continued health insurance coverage for 18 months as long as she pays the cost. 
C)  is protected under COBRA, which requires her employer to continue her health insurance coverage for six months under whatever copayment arrangements she had while she was employed. 
D)  has some protection under the NLRA, which requires her employer to pay for continued health insurance for three months following her termination if she did not leave the company voluntarily.

Question 7

Under the Equal Pay Act of 1963 an employee may not be paid at a lesser rate than employees of the opposite sex for tasks requiring equal skill,effort,and responsibility under similar working conditions.

Accepted Answer

A) True 
 B)False

Question 8

Preston was fired for missing too many days of work when he was serving on jury duty.He has a valid claim for wrongful discharge against his former employer.

Accepted Answer

A) True 
 B)False

Question 9

The National Labor Relations Act includes the minimum wage laws.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following may be a legitimate,nondiscriminatory criterion for selection of an employee?

Accepted Answer

A)  Age. 
B)  Race. 
C)  Color. 
D)  Educational level. 
A)  Age. 
B)  Race. 
C)  Color. 
D)  Educational level.

Question 11

The National Labor Relations Act of 1935 is also known as the:

Accepted Answer

A)  Wagner Act. 
B)  Taft-Hartley Act. 
C)  Robinson-Patman Act. 
D)  Freedom to Work Act. 
A)  Wagner Act. 
B)  Taft-Hartley Act. 
C)  Robinson-Patman Act. 
D)  Freedom to Work Act.

Question 12

The Teresa Harris v.Forklift Systems,Inc.case held:

Accepted Answer

A)  for there to be sexual harassment, the conduct must affect an employee's psychological well-being. 
B)  conduct need not affect an employee's psychological well-being to constitute sexual harassment. 
C)  Title VII does not apply to sexual harassment cases. 
D)  Title VII does not apply to same-sex harassment. 
A)  for there to be sexual harassment, the conduct must affect an employee's psychological well-being. 
B)  conduct need not affect an employee's psychological well-being to constitute sexual harassment. 
C)  Title VII does not apply to sexual harassment cases. 
D)  Title VII does not apply to same-sex harassment.

Question 13

Under the Family and Medical Leave Act,an employee can take up to 12 weeks of paid leave each year for certain personal and family illness situations.

Accepted Answer

A) True 
 B)False

Question 14

Prior to the Industrial Revolution,the primary law of employment was that,absent an agreement otherwise,a worker was hired for a year at a time.

Accepted Answer

A) True 
 B)False

Question 15

List the types of employment discrimination covered by Title VII of the Civil Rights Act.What are three general defenses an employer can raise if sued for violating Title VII of the Civil Rights Act?

Accepted Answer

Discriminatory employment practices base

Question 16

Roxanne was fired from her job when her employer instituted a new policy that prohibited employees from smoking cigarettes.This requirement applied to off-duty time as well as job-related time.Roxanne claimed that she could not quit smoking and that she was wrongfully fired since she did not smoke in the workplace -- only when she was outside the building and during off-duty time.The company:

Accepted Answer

A)  has wrongfully fired Roxanne and is liable to her for damages. 
B)  would be liable to Roxanne only if there is a state statute prohibiting employers from passing such job-related requirements. 
C)  is not liable to Roxanne since the nonsmoking requirement is reasonable given the high cost of treating smoking-related illness. 
D)  is not liable to Roxanne since the United States Supreme Court has expressly ruled such a company policy does not violate the worker's right to privacy. 
A)  has wrongfully fired Roxanne and is liable to her for damages. 
B)  would be liable to Roxanne only if there is a state statute prohibiting employers from passing such job-related requirements. 
C)  is not liable to Roxanne since the nonsmoking requirement is reasonable given the high cost of treating smoking-related illness. 
D)  is not liable to Roxanne since the United States Supreme Court has expressly ruled such a company policy does not violate the worker's right to privacy.

Question 17

If an employee is an employee at will,the traditional rule was the employer could fire the employee for a good reason,a bad reason,or no reason at all.

Accepted Answer

A) True 
 B)False

Question 18

David has worked as a CPA for Accountants R Us for about eight months. When his wife had a baby, he requested to take some time off. He believes he is allowed to do so pursuant to the Family and Medical Leave Act.
-Does the Family and Medical Leave Act apply to professionals like CPAs?

Accepted Answer

A)  Yes, if they work for a company with at least 50 workers. 
B)  Yes, but only if they are paid on an hourly basis. 
C)  No. 
D)  No, unless the employer specifically provides coverage. 
A)  Yes, if they work for a company with at least 50 workers. 
B)  Yes, but only if they are paid on an hourly basis. 
C)  No. 
D)  No, unless the employer specifically provides coverage.

Question 19

It is currently legal for a private employer to use lie detector tests as part of its usual hiring process.

Accepted Answer

A) True 
 B)False

Question 20

During the hiring interview,Twila,a supervisor,told Leon that as long as he did his job as requested,he would have a job until he retired.Courts have not been willing to enforce such an oral promise,especially if the company's top executives did not approve the statement.

Accepted Answer

A) True 
 B)False

Exam 16: Employment Law

Under Title VII of the Civil Rights Act of 1964:

The Electronic Communications Privacy Act:

Abbott provided evidence of fraudulent financial reporting about his employer,a publicly traded company,to federal securities investigators.Abbott receives whistleblower protection under:

Maxine lost her job as an electrical engineer with a large company which had provided health insurance benefits for Maxine and her family.She now:

Under the Equal Pay Act of 1963 an employee may not be paid at a lesser rate than employees of the opposite sex for tasks requiring equal skill,effort,and responsibility under similar working conditions.

Preston was fired for missing too many days of work when he was serving on jury duty.He has a valid claim for wrongful discharge against his former employer.

The National Labor Relations Act includes the minimum wage laws.

Which of the following may be a legitimate,nondiscriminatory criterion for selection of an employee?

The National Labor Relations Act of 1935 is also known as the:

The Teresa Harris v.Forklift Systems,Inc.case held:

Under the Family and Medical Leave Act,an employee can take up to 12 weeks of paid leave each year for certain personal and family illness situations.

Prior to the Industrial Revolution,the primary law of employment was that,absent an agreement otherwise,a worker was hired for a year at a time.

List the types of employment discrimination covered by Title VII of the Civil Rights Act.What are three general defenses an employer can raise if sued for violating Title VII of the Civil Rights Act?

If an employee is an employee at will,the traditional rule was the employer could fire the employee for a good reason,a bad reason,or no reason at all.

David has worked as a CPA for Accountants R Us for about eight months. When his wife had a baby, he requested to take some time off. He believes he is allowed to do so pursuant to the Family and Medical Leave Act. -Does the Family and Medical Leave Act apply to professionals like CPAs?

It is currently legal for a private employer to use lie detector tests as part of its usual hiring process.

During the hiring interview,Twila,a supervisor,told Leon that as long as he did his job as requested,he would have a job until he retired.Courts have not been willing to enforce such an oral promise,especially if the company's top executives did not approve the statement.

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