PRE-TEST / POST REVIEW Question 1 The policy manual jobs created by the company he works Porter states that employees will be terminated only for violations provided in the operating manual. In an attempt to reduce costs, the employer Porter fifty randomly selected employees of the shipping department and ends. Porter is one of the finished. Porter may file a claim for wrongful termination based on: -Public policy exception to the rule "Use of Will" -The implicit pact good faith and fair dealing exception to the rule "employee at will" -The exception to the rule implicit contract at will -Uniform model Employment Termination Act (Employment Uniform Model Act " Question 2 Which of the following independent contractors protects discriminatory labor practices? -Retirement Security Act of employees (Employee Retirement Income Security Act) -Fair Labor Standards Act (Fair Labor Standards Act) -National Labor Relations Act (National Labor Relations Act) -None of the above. Question 3 The existence of a labor policy that results in a disparate impact: -It can only be evidenced using subjective criteria -It can only be demonstrated using objective criteria -It can be tested by subjective or objective criteria or -It can only be shown by mathematical and statistical methods. Question 4 The practice of hiring only family members or relatives of current employees is: -Place of recruitment (venue recruting) -Nepotism -Promoting from within -Despotism. Question 5 Title VII allows an employee to develop a voluntary affirmative action program. -To repair a chronic representing a group within society -To repair a chronic representing a group in the workplace employee -Only if ordered by a federal judge Question 6 Disparate treatment based on race and harassment based on race: -Both are recognized by law -Both are recognized under the law but must be claimed using different statutes -Both are recognized under the Civil Rights Act of the United States -It can not be argued in the trial itself. Question 7 Restaurants, Hooters has so far successfully excluded than men work as waiters in their company claiming: -Customers prefer female waitresses -Title VII does not cover the food service industry -Being a woman is a particular qualification (bona fide occupational qualifications (BFOQ) in this type of restaurant. -The exclusion of men began before the enactment of Title VII and does not cover situations that began earlier. Question 8 -The key in all cases of sexual layering element: -That complaint behavior is involuntary -That the complaint is inappropriate behavior -That the victim has suffered physical damage Question 9 The appropriate standard for determining whether discrimination is occurring based on sex is: -If one of the members of one sex are exposed to disadvantageous terms or conditions of employment -The prospect of harassment -Length of employment -The standard established in the Non-Discrimination Act Labor (Employment Nondiscrimination Act) Question 10 The obligation of the employer to accommodate the religious practices of an employee is limited by: -The concepts of reasonableness and undue hardship -The degree to which religion wrap is widely recognized. -The first and Fourteenth Amendment to the US Constitution. -The expectations and demands by the employee. Question 11 Nominally neutral policy work does not cause a disparate impact with respect to a privilege of employment, on the basis of national origin, if: Question 13 Duties of the employer under the Americans with Disabilities Act (ADA) and the Rehabilitation Act: -Are identical obligations under the ADEA (The Law Against Discrimination in employment. -The law will expire in 2007, to less than the Congress renew the current statutes -It does not apply to employers with more than a certain number of employees. -They differ from the obligations under Title VII in the ADA and the Rehabilitation Act requires an accessible work to employees protected acts. Question 14 A government employer may require urine samples from employees for testing purposes: Question 16 Instead of working in the private sector the employer: -They are stronger than the rights of employers under the law on employment -Employees have no legitimate expectation of privacy rights -Employees have no absolute right to privacy in the workplace -Employees have an absolute right to privacy in the workplace. Question 17 During a campaign the union is allowed to the employer: -Helping employees to form union -Allowing employees to make anti-union meetings at work -Send letters to the homes of employees -Inquire about trade union meetings or activities Question 18 Safety standards applied by the Health and Safety Administration (OSHA) have been researched and made by: -Congress -State security agencies work -The National Institute for Occupational Safety and Health -The National Labor Relations Board Question 19 If the amount an employee contributes to your pension plan is specific but the amount paid in benefits is not, the employee is: -Enrolled in a defined benefit plan -Enrolled in a plan being defined -Eligible for the protection of the Pension Benefit Guarantee Corporation. -Enrolled in a defined contribution plan. Question 20 In addition to regulate child labor, wages and hours, the FLSA (Fair Labor Standards Act) requires that an employer: -Provide the Labor Department the names and addresses of all employees -Keep records in any way they like wages and hours. -Provide unemployment insurance to cover everything. QUIZ Question 1 According to the EEOC guidelines, reasonable accommodation includes: -Providing readers or interpreters for employees with disabilities -Create usable facilities for people with disabilities -Modifying work schedules -All the above are reasonable accommodations 10 points Question 2 Age Discrimination in Employment Act (ADEA) prohibits age discrimination and applies to the following -People who have less than 40 years -Persons under 40 years -Only people who are over 65 years -All persons if they are discriminated against because of age 10 points Question 3 An intentional violation of the ADEA may result in an award of damages is -The total arrears, front pay and any responsibility unpaid wages owed to employees-plaintiff -Compensation for pain and suffering. -An amount equal to any liability of unpaid wages and results in a duplication of responsibility for unpaid wages -An amount sufficient to punish the evil doer of deliberately violating the ADEA in the future 10 points Question 4 In order to demonstrate that there is a claim for age discrimination, an employee must establish the following: -The employee is in the protected class -The employee was doing his job enough to meet employer expectations -Others in the protected class were not treated more favorably. -All of the above 10 points Question 5 -A work environment in which harassment of an employee to the extent that there is a reasonable employee would you be fearful or afraid to go to work can be categorized as a category: -Bona fide occupational qualification -Adverse circumstance employment -Hostile work environment -None of the above 10 points Question 6 -Sought to establish special arrangements (accommodations) is an undue hardship under the ADA, the employer must prove that the special arrangements -It is not readily achievable -It will require the employer to incur a significant cost or obligation -It will require the employer to incur more of a de minimis cost -It may cause inconvenience to other employees 10 points Question 7 The Equal Pay Act -It was enacted as part of the National Labor Relations Act. -It was enacted as an amendment to the Fair Labor Standards Act -It was enacted as an amendment to Title VII of the Civil Rights Act -None of the above 10 points Question 8 Solid Security Service agents hired male and female security. Solid assigns only used to work at the local shopping center 10 a.m. to 3:00 PM. The company justified its decision based on the mall is an area of low risk for violent crime until 3:00 PM. A male employees are permitted day and night shifts also are assigned to a variety of workplaces. -Solid is not responsible for gender discrimination because BFOQ be used as a defense of any claim brought by their employees. -Solid is not responsible for gender discrimination because they employ men and women -Solid is responsible for gender discrimination because their male and female employees are being treated differently based on gender -Solid is not responsible for gender discrimination because it pays to all employees based on the same salary scale, irrespective of gender 10 points Question 9 The term "glass walls" ("glass walls") refers to -Working conditions that enable women to high-level jobs in the workplace. -Working conditions and as a result stereotypes of women at work are always closely watched no matter what they do. -Working conditions and stereotypes prevent women can move laterally in areas that enable greater advancement -Information work (Internship) for women and minorities to advance toward higher levels in jobs based on the observation of men who have leadership positions in the workplace 10 points Question 10 The law of Lilly Ledbetter Fair Wages -The statute of limitations for pay discrimination 180-300 days extends. -Allows the statute of limitations restart each time a check based wage discrimination is issued -The limitation period is extended to gender discrimination under Title VII of 180 days to 300 days -He never signed the will