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9.E: Assessment Questions

  • Page ID
    10881
    1. What does At-Will Employment mean?
    Answer

    Compared to other countries in the West, stringent and extensive employee protections came fairly late to the United States. Up until 1959, for example, employers had the right to fire a worker without giving any reason. This concept, which was known as at-will employment, was applicable in all states. The concept of at-will employment does, however, continue today, and all employees are considered to be at-will unless they are employed under a collective bargaining agreement, or under a contract for a set duration. Employers can still fire employees for any reason, but they cannot be fired for illegal reasons, as set out in the U.S. or state constitutions, federal law, state statutes, or public policy. In this section, some of the main employee rights and company responsibilities will be introduced.

    1. Employers are required provide a work environment that is safe and healthy for their employees by which law?
      1. FLSA.
      2. WCA.
      3. OHSA.
      4. FMLA.
    2. How many weeks of unpaid leave does the Family Medical Leave Act guarantee to eligible workers?
      1. 12.
      2. 16.
      3. 25.
      4. 40.
    Answer

    a

    1. What regulation protects employees who are terminated from their employment?
      1. COBRA.
      2. ERISA.
      3. Unemployment Compensation.
      4. All of the above.
    2. The Fair Labor Standards Act (FLSA) covers which category?
      1. Child Labor.
      2. Minimum wage.
      3. Overtime pay.
      4. All of the above.
    Answer

    d

    1. Explain the term labor relations.
    2. What is a trade union?
    Answer

    A trade union, or labor union, is an organized group of workers who come together to lobby employers about conditions affecting their work.

    1. What is the function of the National Labor Relations Board?
      1. To monitor the conduct of the unions and employers during union elections.
      2. To remedy and prevent unfair labor practices by unions or employers.
      3. To establish rules interpreting the NLRA.
      4. All of the above.
    2. _____ is a place of employment where the employee is required to join the union within a specified number of days after being hired.
      1. A closed shop.
      2. A union shop.
      3. An agency shop.
      4. A secure shop.
    Answer

    b

    1. Which of the following practices are illegal?
      1. Picketing.
      2. No strike clause.
      3. Sit-Down strike.
      4. A secure shop.
    2. Explain Title VII of the Civil Rights Act of 1964.
    Answer

    The Civil Rights Act provides broad provisions pertaining to citizens’ civil rights. Title VII of the Civil Rights Act deals with discrimination in employment. It bans employers from discriminating against employees in their hiring, firing, and promotion practices on the basis of sex, national origin, color, religion, or race. All employers who are engaged in commercial activity and who employ \(15\) or more employees for \(20\) consecutive weeks in a year are covered by the Act.

    1. How do you prove a disparate impact case?
    2. The following is valid defense under Title VII:
      1. Quid Pro Quo.
      2. No Merit Defense.
      3. BFOQ
      4. All of the above.
    Answer

    c

    1. To bring a successful claim under the Americans with Disability Act (“ADA”), the plaintiff must prove all of the following except:
      1. He or she suffered an adverse employment decision because of a disability.
      2. The disability was not a mental disability.
      3. He or she was qualified for a position.
      4. He or she has a disability.
    2. The Age Discrimination Act only applies to employers with 20 or more employees.
      1. True.
      2. False.
    Answer

    a

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