Question 1

Active recruitment of minority applicants to meet hiring goals is termed :

Accepted Answer

A)  reverse discrimination. 
B)  affirmative action. 
C)  comparable worth. 
D)  BFOQ. 
A)  reverse discrimination. 
B)  affirmative action. 
C)  comparable worth. 
D)  BFOQ.

Question 2

Under the Americans with Disabilities Act (ADA), an employer may not use qualification standards, tests, or selection criteria that screen out disabled workers because of business necessity even if they are job related.

Accepted Answer

A) True 
 B)False

Question 3

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 4

The Federal Employee Polygraph Protection Act:

Accepted Answer

A)  prohibits private employers (with some exceptions) from using lie detector tests or test results as grounds for adverse employment decisions. 
B)  prohibits only 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 or test results as grounds for adverse employment decisions. 
B)  prohibits only 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 5

Under the Title VII's prohibition of sex discrimination in the workplace:

Accepted Answer

A)  a sexual harassment suit can be maintained even if the person who is harassed suffers no economic loss and the only injury is a hostile work environment. 
B)  sexual harassment is not covered unless the harassed person is not promoted or is fired for not complying with the person seeking the sexual favors. 
C)  same-sex harassment is not actionable under Title VII according to a ruling of the U.S. Supreme Court. 
D)  sexual harassment charges cannot be maintained against an employer who tolerates sexual harassment, but only against the person instigating the harassment. 
A)  a sexual harassment suit can be maintained even if the person who is harassed suffers no economic loss and the only injury is a hostile work environment. 
B)  sexual harassment is not covered unless the harassed person is not promoted or is fired for not complying with the person seeking the sexual favors. 
C)  same-sex harassment is not actionable under Title VII according to a ruling of the U.S. Supreme Court. 
D)  sexual harassment charges cannot be maintained against an employer who tolerates sexual harassment, but only against the person instigating the harassment.

Question 6

The Family and Medical Leave Act:

Accepted Answer

A)  applies to private employers with 50 or more employees. 
B)  does not apply to governmental employers. 
C)  allows, during a twelve-month period, up to sixteen weeks of leave for childbirth, adoption, or serious health conditions of a spouse, child, or parent. 
D)  requires that the employer pay at least 50 percent of the employee's wages and benefits during the leave period.. 
A)  applies to private employers with 50 or more employees. 
B)  does not apply to governmental employers. 
C)  allows, during a twelve-month period, up to sixteen weeks of leave for childbirth, adoption, or serious health conditions of a spouse, child, or parent. 
D)  requires that the employer pay at least 50 percent of the employee's wages and benefits during the leave period..

Question 7

The Social Security system has five major benefit programs, one of which is Medicare.

Accepted Answer

A) True 
 B)False

Question 8

Under the Age Discrimination in Employment Act (ADEA), which of these defenses are available?

Accepted Answer

A)  A bona fide occupational qualification. 
B)  A bona fide seniority system. 
C)  Any reasonable action. 
D)  All of these. 
A)  A bona fide occupational qualification. 
B)  A bona fide seniority system. 
C)  Any reasonable action. 
D)  All of these.

Question 9

Privacy protection for employees includes a federal statute prohibiting private employers from requiring employees or prospective employees to undergo a lie detector test.

Accepted Answer

A) True 
 B)False

Question 10

A union shop contract requires the employer to hire only union members.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is NOT a power of the EEOC?

Accepted Answer

A)  to file legal actions in its own name or to intervene in actions filed by third parties. 
B)  to attempt to resolve alleged violations through informal means prior to bringing suit. 
C)  to investigate charges of fraud in payroll taxes 
D)  to issue guidelines and regulations concerning enforcement policy. 
A)  to file legal actions in its own name or to intervene in actions filed by third parties. 
B)  to attempt to resolve alleged violations through informal means prior to bringing suit. 
C)  to investigate charges of fraud in payroll taxes 
D)  to issue guidelines and regulations concerning enforcement policy.

Question 12

In recent years, the courts have unanimously reinforced the common law doctrine of employment at will.

Accepted Answer

A) True 
 B)False

Question 13

Identify the three types of discriminatory conduct, including disparate treatment, prohibited by Title VII of the Civil Rights Act of 1964.

Accepted Answer

Title VII prohibits using proscribed cri

Question 14

Employers are subject to civil, but not criminal, penalties for violations of the Occupational Safety and Health Act.

Accepted Answer

A) True 
 B)False

Question 15

The Supreme Court has held that the plaintiff will have shown a prima facie case of discrimination if:

Accepted Answer

A)  she is within a protected class. 
B)  she was qualified for and applied for an open position and was denied the job. 
C)  after rejecting the complainant, the employer continued to try to fill the position from applicants with the complainant's qualifications. 
D)  She can show a combination of all of these. 
A)  she is within a protected class. 
B)  she was qualified for and applied for an open position and was denied the job. 
C)  after rejecting the complainant, the employer continued to try to fill the position from applicants with the complainant's qualifications. 
D)  She can show a combination of all of these.

Question 16

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)  All of these are prohibited. 
A)  Seniority systems. 
B)  Affirmative action programs. 
C)  Disparate impact. 
D)  All of these are prohibited.

Question 17

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)  All of these would be scrutinized. 
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)  All of these would be scrutinized.

Question 18

The Supreme Court has recently held that the Constitution prevents all employers from subjecting employees to drug testing without first obtaining a search warrant.

Accepted Answer

A) True 
 B)False

Question 19

Webster Industries has a unionized workforce. Fredrick's job of operating a stamping machine has been eliminated by technological advances, but the union is requiring Webster to pay Fredrick for the work he would have performed had the machine still been in operation. This requirement is a violation of:

Accepted Answer

A)  the Norris-LaGuardia Act. 
B)  the Labor-Management Relations Act. 
C)  the National Labor Relations Act. 
D)  no labor law; it is just a result of lawful, effective union negotiation. 
A)  the Norris-LaGuardia Act. 
B)  the Labor-Management Relations Act. 
C)  the National Labor Relations Act. 
D)  no labor law; it is just a result of lawful, effective union negotiation.

Question 20

Shopville Industries, Inc., a nonconstruction employer of 35 people, is subject to the Executive Order prohibiting discrimination based on race, sex, religion, or national origin by federal contractors:

Accepted Answer

A)  only if it has contracts for more than $100,000. 
B)  only if it has contracts for more than $50,000. 
C)  regardless of the dollar value of its contracts. 
D)  under no circumstances since the Executive Order only applies to construction contractors. 
A)  only if it has contracts for more than $100,000. 
B)  only if it has contracts for more than $50,000. 
C)  regardless of the dollar value of its contracts. 
D)  under no circumstances since the Executive Order only applies to construction contractors.

Exam 41: Employment Law

Active recruitment of minority applicants to meet hiring goals is termed :

Under the Americans with Disabilities Act (ADA), an employer may not use qualification standards, tests, or selection criteria that screen out disabled workers because of business necessity even if they are job related.

Who administers the federal unemployment compensation laws?

The Federal Employee Polygraph Protection Act:

Under the Title VII's prohibition of sex discrimination in the workplace:

The Family and Medical Leave Act:

The Social Security system has five major benefit programs, one of which is Medicare.

Under the Age Discrimination in Employment Act (ADEA), which of these defenses are available?

Privacy protection for employees includes a federal statute prohibiting private employers from requiring employees or prospective employees to undergo a lie detector test.

A union shop contract requires the employer to hire only union members.

Which of the following is NOT a power of the EEOC?

In recent years, the courts have unanimously reinforced the common law doctrine of employment at will.

Identify the three types of discriminatory conduct, including disparate treatment, prohibited by Title VII of the Civil Rights Act of 1964.

Employers are subject to civil, but not criminal, penalties for violations of the Occupational Safety and Health Act.

The Supreme Court has held that the plaintiff will have shown a prima facie case of discrimination if:

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

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

The Supreme Court has recently held that the Constitution prevents all employers from subjecting employees to drug testing without first obtaining a search warrant.

Shopville Industries, Inc., a nonconstruction employer of 35 people, is subject to the Executive Order prohibiting discrimination based on race, sex, religion, or national origin by federal contractors:

Introduction to Law

Business Ethics

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

Introduction to Sales and Leases

Performance

Transfer of Title and Risk of Loss

Product Liability Warranties and Strict Liability

Sales Remedies

Form and Content

Transfer and Holder in Due Course

Liability of Parties

Bank Deposits Collections and Funds Transfers

Relationship of Principal and Agent

Relationship With Third Parties

Formation and Internal Relations of General Partnerships

Operation and Dissolution of General Partnerships

Limited Partnerships and Limited Liability Companies

Nature and Formation of Corporations

Financial Structure of Corporations

Management Structure of Corporations

Fundamental Changes of Corporations

Secured Transactions and Suretyship

Bankruptcy

Securities Regulation

Intellectual Property

Antitrust

Accountants Legal Liability

Consumer Protection

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 Wills

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