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Park University - HR 357 / HR357 EMPLOYMENT LAW QUIZ 1, 2, 3, UNIT 3: QUIZ 1, UNIT 7 PHR POST TEST, UNIT 5: QUIZ 2 BUNDLE TEST BANK
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HR 357 / HR357 EMPLOYMENT LAW – UNIT: QUIZ 1-2-3
HR 357 / HR357 EMPLOYMENT LAW – UNIT: QUIZ 1-2-3 Question 1 Members of the Communist Party are not covered under Title VII. True False Ch 3. Title ... [Show More] VII excludes communists from being covered. Question 2 Federal law requires that employers create job availability announcements that encourage diversity in the applicant pool. True False p. 139, Chapter 4 Question 3 Alicia hires Samuel as an employee at Alicia's Awesome Antiques. He buys antiques at yard sales and sells them in her store in Parkville, Missouri and also at her storefront on eBay. Alicia is the agent; Samuel is the principal. True False Ch 1. The employer is the principal; the employee is the agent. Question 4 Filing a complaint with the EEOC costs $250. True False it is free to file. Chapter 3. Question 5 Employees who are wrongfully fired can sue on the basis of constructive discharge. True False unjust dismissal or wrongful discharge Question 6 Federal law requires that employers write down the reasons why applicants were not hired. True False p. 159, Chapter 4 Question 7 Statements in an employee policy manual are never viewed as binding on the employer. True False Chapter 1 Question 8 The laws regarding noncompete agreements can vary by state. True False Chapter 1 Question 9 A statement made by an employer during a job interview could create an implied contract. True False Chapter 2 Question 10 Employer liability can arise from interview questions. True False Chapter 4 Question 11 Not checking references for job applicants could lead to liability for negligent hiring. True False Ch 4. Question 12 Title VII applies only to private employers-not to government agencies. True False Chapter 3 It applies to private and public employers. Question 13 Employees who have a one year employment contract are considered at will. True False Chapter 2 Question 14 Title VII liability is based on state law. True False Chapter 4 Question 15 State laws sometimes prohibit discrimination on the basis of affinity orientation or marital status. True False Chapter 4 Question 16 An independent contractor receives the same benefits as an employee. True False see lecture for week one Question 17 Under the economic realities test, a worker is considered an employee if he can quit any time without liability. True False Chapter 1. Question 18 An employer may request an advanced ruling from the IRS as to whether or not a position would be an employee or independent contractor. True False Chapter 1 Question 19 Intentionally including minorities and women as employees because of previous discrimination in the workplace is best described as . Affirmative action Illegal Reverse discrimination Job group analysis Chapter 5 Question 20 Business necessity is a defense to disparate impact workplace discrimination. True False Chapter 2 Question 21 Undue hardship is an employer defense for requests for the accommodation of employee disabilities. True False Chapter 2 Question 22 Dr. Sarah Smiles, an orthodontist in Smilesville, Missouri, signed an agreement with her employer stating that Kansas law will be applied to any disputes. This agreement is an example of… A forum selection clause A noncompete clause An illegal agreement Inevitable disclosure Chapter 1 Question 23 Anna has been clearly discriminated at work because of her gender. She visits an attorney's office to file a lawsuit. The lawyer tells her that she needs a in order to sue her employer in court. Right to sue letter Judicial review De novo review Polygraph test Chapter 3 Question 24 The remedies under Title VII include: Back and front pay Retroactive seniority Compensatory damages All of the above Chapter 2 Question 25 Vicarious liability … Does not apply to independent contractors. Applies only within the scope of employment. Can create significant tort liability for employers. All of the above. chapter one Question 26 The definition of an employer… Varies by statute. Is always the same under Federal law. Is determined based on the ratio of independent contractors to employees. None of the above. Chapter one Question 27 occurs when employers treat similar employees differently due to race, color, sex, national origin, or religion. Disparate treatment Disparate impact Promissory estoppel Retroactive seniority Chapter 2 Question 28 A defense to disparate treatment workplace discrimination would be . A: BFOQ B: Business necessity C: Legitimate, nondiscriminatory reason defense Both A and C Chapter 2 Question 29 Under Title VII, employment discrimination on the basis of is prohibited. Affinity orientation Disability National origin Age Chapter 3. Question 30 Tests designed to find the best person for a position include: Drug testing Eligibility testing Polygraph testing Alcohol testing Chapter 4. Question 31 Affirmative action by court order to make up for past discrimination found in the working environment is called . Voluntary affirmative action Judicial affirmative action Reverse discrimination A quota system Chapter 5 Question 32 If an employer creates an affirmative action plan without being required to do so by law, he must follow strict rules to avoid liability under . Reverse discrimination Judicial affirmative action Voluntary affirmative action A quota system Chapter 5 Question 33 Cinderella brought a lawsuit against her fairy godmother in district court alleging that she negligently manufactured glass slippers, causing Cinderella to be injured at a ball. The fairy godmother is the: Appellant Defendant Plaintiff Bailor Ch 2 Question 34 The American legal system uses legal precedents as a basis for future decisions. This principle is known as: jus soli habeas corpus stare decisis caveat emptor Ch 2 Question 35 Sean was recently fired by his employer although he did nothing wrong. Sean had recently reported his employer to the health inspector for violations. His employer fired him because of The requirements for a claimant to prove quid pro quo sexual harassment and hostile environment sexual harassment are identical. A. True B. False Chapter 9 Question 2 Hiring men or women on the basis of customer preference is lawful under Title VII. A. True B. False Chapter 8 Question 3 Religion can be a BFOQ … A. When it is reasonably necessary for business operations (i.e. a church hiring a pastor). B. For universities substantially owned by a religion. C. A & B D. Under any circumstance. E. Under no circumstances. Chapter 11 Question 4 Employees who have Title VII claims may also pursue claims under state law or other Federal law. A. True B. False Chapter 9 Question 5 Gender can be a BFOQ for the female role in a movie. A. True B. False Chapter 8 Question 6 Discrimination on the basis of gender identity is not covered under Title VII. A. True B. False Chapter 10 Question 7 Refusing to hire a pregnant woman on the basis of the pregnancy is lawful under the Pregnancy Discrimination Act, but firing an employee after discovering she is pregnant is unlawful. A. True B. False p 370 Question 8 Hostile environment sexual harassment involves an exchange of sexual activity for workplace benefit. A. True B. False Chapter nine Question 9 If an employer is unfamiliar with an employee's religion, no duty to reasonably accommodate the employee exists. A. True B. False Chapter 11. Question 10 Atheism can be a religion for Title VII purposes. A. True B. False Chapter 11 Question 11 Grooming codes that require men to wear ties have been upheld in court. A. True B. False Chapter 8 Question 12 Employers do not have to treat pregnant employees equally with employees who are disabled on a short term basis if pregnant employees need lighter duty because pregnancy is not a disability. A. True B. False p 370 Question 13 Under Title VII, workplace harassment based on religion is illegal. A. True B. False Chapter 11 Question 14 5 / 5 pts In hostile environment sexual harassment, the activity by the harasser: A. Is wanted by the victim. B. Doesn't seem pervasive or severe. C. Is based on the gender of the victim (harasee). D. All of the above Page 418, chapter nine Question 15 5 / 5 pts The EEOC recommends considering the following factors when determining the truth in allegations of harassment: A. Demeanor and inherent plausibility B. Past record and motive to falsify C. Evidence such as witness testimony D. All of the above Chapter 9 Question 16 5 / 5 pts The Pregnancy Discrimination Act prohibits: A. Pregnancy as a BFOQ B. Fetal protection policies C. Hiring of pregnant women D. Discrimination by an employer on the basis of pregnancy. Chapter 8 Question 17 5 / 5 pts The views the activity of the harasser from the perspective of a reasonable person in society. A. Reasonable victim standard B. Quid pro quo standard C. Reasonable person standard D. Hostile environment standard Chapter 9 Question 18 5 / 5 pts In Oncale v. Sundowner Offshore Services, Inc., The Supreme Court held that same-gender sexual harassment: A. Must be based on the sexual orientation of the victim. B. Must not be based on the sexual orientation of the victim. C. Is not a valid claim under Title VII. D. Does not exist. Chapter 10 Question 19 5 / 5 pts can be described as whomever a person is attracted to. A. Gender identity B. Transgender C. Gender dysphoria D. Sexual orientation Chapter 10 Question 20 5 / 5 pts If an employee can prove a prima facie case for religious discrimination, A. The employee wins automatically. B. The employer must prove that it offered reasonable accommodation to the employee C. The employer must prove it could not offer reasonable accommodation to the employee without experiencing undue hardship. D. Either B or C Page 487, chapter 11 Question 21 5 / 5 pts States that do not prohibit workplace discrimination on the basis of sexual orientation include: A. California & Colorado B. Georgia & Oklahoma C. Vermont & Hawaii D. All states prohibit this. Chapter 10 Question 22 5 / 5 pts Which is false? A. Undue hardship has been found to exist where an employer had to violate a collective bargaining agreement. B. Undue hardship typically places a very heavy burden on employers. C. Undue hardship has been found to exist where employer had to force employees to trade jobs. Chapter 11 Question 23 5 / 5 pts Sexual orientation workplace discrimination is prohibited: A. In 21 states plus Washington, DC B. In 5 states plus Washington, DC C. By Federal law D. In all 50 states plus Washington, DC. Chapter 10 Question 24 5 / 5 pts Discrimination in the workplace based on gender and marital status or children is known as: A. Comparable worth discrimination B. Gender plus discrimination C. Gender stereotypes D. Pregnancy discrimination Chapter 8 Question 25 5 / 5 pts Both men and women are protected under A. Title VII B. The Equal Pay Act C. Both A and B D. Only women are protected. Chapter eight IncorrectQuestion 26 An employer may able to use the as a defense to hostile environment sexual harassment if the employer has a sexual harassment policy and the employee did not notify the employer of the harassment. A. Ellerth/Faragher Defense Accommodation of disabled employees is required by the ADEA. True False ERISA requires employers to offer employee benefit plans such as 401Ks & health plans. True False Employer liability can arise from interview questions. True False Workplace discrimination on the basis of national origin is not prohibited under Title VII. True False Filing a complaint with the EEOC is free. True False Remedies under Title VII can include reinstatement at the same company. True False At will employees can be fired at any time for any reason. True False State laws sometimes prohibit discrimination on the basis of sexual orientation or marital status. True False The laws regarding noncompete agreements do not vary by state. True False An employee hired under affirmative action must be qualified for the position. True False Employers are not legally required to reasonably accommodate an employee's religious conflicts if the conflict did not exist when the employee was hired. True False Violation of public policy is an exception to the at will employment doctrine. True False The Fourth Amendment of the U.S. Constitution protects against unreasonable searches and seizures. True False In a closed shop, all employees are required to join the union soon after being hired. True False Workplace discrimination on the basis of sexual orientation is not prohibited under Title VII. True False Members of the Communist Party are not covered under Title VII. True False FMLA applies to employers with employees. 2 or more 15 or more 50 or more FMLA applies to all employers. regulates overtime and minimum wage. OSHA FLSA ERISA NLRA Bjorn Andersen works at a lunch counter at the Park Pirate Coffee Shop on Tuesday, Thursday, and Saturday. He recently found out that he has jury duty on Tuesday and told his supervisor, Thor Thorarensen, that he would not be able to go to work on that day because he has jury duty. Thor responded, “Show up for work on Tuesday or don’t come back. Tuesday is our busiest day and we really need you.” Bjorn went to jury duty instead and was fired. His termination violated which exception to the employment-at-will doctrine? Breach of the covenant of good faith and fair dealing Breach of implied contract Violation of public policy None of the above An example of ineligibility testing would be . Polygraph tests Physical ability tests Medical tests Personality tests Affirmative action by court order to make up for past discrimination found in the working environment is called . Voluntary affirmative action Judicial affirmative action Reverse discrimination A quota system provides eligible employees with the option to take up to 12 weeks of unpaid leave for employee illness, adoption or birth of a child, or to care for sick family members such as parents, kids, or spouses. ERISA OSHA FMLA FLSA Which is true about the ADEA? Only employees 40 years of age and older are protected from age discrimination. BFOQ is not a valid employer defense. Younger workers may sue for reverse age discrimination. All statements are true. [Show Less]
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HR 357 / HR357 EMPLOYMENT LAW - QUIZ 1
1. Question : Federal law requires that employers create job availability announcements that encourage diversity in the applicant pool. Student Answer: ... [Show More] True False Instructor Explanation: p. 138, Chapter 4 Points Received: 0 of 2 Comments: 2. Question : Alicia hires Samuel as an employee at Alicia's Awesome Antiques. He buys antiques at yard sales and sells them in her store in Parkville, Missouri and also at her storefront on eBay. Alicia is the agent; Samuel is the principal. Student Answer: True False Instructor Explanation: Ch 1. The employer is the principal; the employee is the agent. Points Received: 2 of 2 Comments: 3. Question : Filing a complaint with the EEOC costs $250. Student Answer: True False Instructor Explanation: it is free to file. Chapter 3. Points Received: 2 of 2 Comments: Student Gradebook Exam Page 1 of 16 https://takeexam.next.ecollege.com/(NEXT(76d74f432d))/Main/CourseMode/StudentGra... 12/11/20134. Question : An employee hired under affirmative action need not be qualified for the position. Student Answer: True False Instructor Explanation: p. 207 Points Received: 2 of 2 Comments: 5. Question : Katie's boss, Thomas, frequently asked her out to dinner and touched her inappropriately. She complained to his supervisor, but Thomas continued to bother her. Katie quit. This would be considered constructive discharge. Student Answer: True False Instructor Explanation: Chapter 2 Points Received: 2 of 2 Comments: 6. Question : Members of the Communist Party are not covered under Title VII. Student Answer: True False Instructor Explanation: Ch 3. Title VII excludes communists from being covered. Points Received: 2 of 2 Comments: 7. Question : The laws regarding noncompete agreements can vary by state. Student Answer: True False Instructor Explanation: Chapter 1 Points Received: 2 of 2 Comments: 8. Question : Statements in an employee policy manual are never viewed as binding on the employer. Student Gradebook Exam Page 2 of 16 https://takeexam.next.ecollege.com/(NEXT(76d74f432d))/Main/CourseMode/StudentGra... 12/11/2013Student Answer: True False Instructor Explanation: Chapter 1 Points Received: 2 of 2 Comments: 9. Question : Employers cannot be liable for providing references for former employees. Student Answer: True False Instructor Explanation: Chapter 4 Points Received: 2 of 2 Comments: 10. Question : A statement made by an employer during a job interview could create an implied contract. Student Answer: True False Instructor Explanation: Chapter 2 Points Received: 2 of 2 Comments: 11. Question : Employer liability can arise from interview questions. Student Answer: True False Instructor Explanation: Chapter 4 Points Received: 2 of 2 Comments: 12. Question : Generally, employers with 15 or more employees must comply with Title VII. Student Answer: True False Instructor Chapter 3 Student Gradebook Exam Page 3 of 16 https://takeexam.next.ecollege.com/(NEXT(76d74f432d))/Main/CourseMode/StudentGra... 12/11/2013Explanation: Points Received: 2 of 2 Comments: 13. Question : Employees who have a one year employment contract are considered at will. Student Answer: True False Instructor Explanation: Chapter 2 Points Received: 2 of 2 Comments: 14. Question : Title VII liability is based on state law. Student Answer: True False Instructor Explanation: Chapter 4 Points Received: 2 of 2 Comments: 15. Question : State laws sometimes prohibit discrimination on the basis of affinity orientation or marital status. Student Answer: True False Instructor Explanation: Chapter 4 Points Received: 2 of 2 Comments: 16. Question : Under the economic realities test, a worker is considered an employee if he can quit any time without liability. Student Answer: True False Instructor Explanation: Chapter 1. Points Received: 2 of 2 Student Gradebook Exam Page 4 of 16 https://takeexam.next.ecollege.com/(NEXT(76d74f432d))/Main/CourseMode/StudentGra... 12/11/2013Comments: 17. Question : An employer may request an advanced ruling from the IRS as to whether or not a position would be an employee or independent contractor. Student Answer: True False Instructor Explanation: Chapter 1 Points Received: 2 of 2 Comments: 18. Question : An independent contractor receives the same benefits as an employee. Student Answer: True False Instructor Explanation: see lecture for week one Points Received: 2 of 2 Comments: 19. Question : Intentionally including minorities and women as employees because of previous discrimination in the workplace is best described as ________________. Student Answer: Affirmative action Illegal Reverse discrimination Job group analysis Instructor Explanation: Chapter 5 Points Received: 2 of 2 Comments: 20. Question : Business necessity is a defense to disparate impact workplace discrimination. Student Answer: True False Student Gradebook Exam Page 5 of 16 https://takeexam.next.ecollege.com/(NEXT(76d74f432d))/Main/CourseMode/StudentGra... 12/11/2013Instructor Explanation: Chapter 2 Points Received: 2 of 2 Comments: 21. Question : Undue hardship is an employer defense for requests for the accommodation of employee disabilities. Student Answer: True False Instructor Explanation: Chapter 2 Points Received: 2 of 2 Comments: 22. Question : Dr. Sarah Smiles, an orthodontist in Smilesville, Missouri, signed an agreement with her employer stating that Kansas law will be applied to any disputes. This agreement is an example of… Student Answer: A forum selection clause A noncompete clause An illegal agreement Inevitable disclosure Instructor Explanation: Chapter 1 Points Received: 2 of 2 Comments: 23. Question : Anna has been clearly discriminated at work because of her gender. She visits an attorney's office to file a lawsuit. The lawyer tells her that she needs a ___________ in order to sue her employer in court. Student Answer: Right to sue letter Judicial review De novo review Polygraph test Instructor Explanation: Chapter 3 [Show Less]
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HR 357 / HR357 EMPLOYMENT LAW - QUIZ 1
HR 357 / HR357 EMPLOYMENT LAW - QUIZ 1 Score for this quiz: 138 out of 150 Submitted Nov 3 at 12:51pm This attempt took 68 minutes. Federal law requ... [Show More] ires that employers write down the reasons why applicants were not hired. True False p. 159, Chapter 4 Employees who are wrongfully fired can sue on the basis of constructive discharge. True False unjust dismissal or wrongful discharge Katie's boss, Thomas, frequently asked her out to dinner and touched her inappropriately. She complained to his supervisor, but Thomas continued to bother her. Katie quit. This would be considered constructive discharge. True False Chapter 2 Federal law requires that employers create job availability announcements that encourage diversity in the applicant pool. True False p. 139, Chapter 4 Members of the Communist Party are not covered under Title VII. True False Ch 3. Title VII excludes communists from being covered. Alicia hires Samuel as an employee at Alicia's Awesome Antiques. He buys antiques at yard sales and sells them in her store in Parkville, Missouri and also at her storefront on eBay. Alicia is the agent; Samuel is the principal. True False Ch 1. The employer is the principal; the employee is the agent. Statements in an employee policy manual are never viewed as binding on the employer. True False Chapter 1 Offering training to independent contractors is recommended. True False Chapter 1 Employers cannot be liable for providing references for former employees. True False Chapter 4 An employer cannot be liable for discrimination if an applicant is never hired. True False Chapter 4 Employer liability can arise from interview questions. True False Chapter 4 Title VII applies only to private employersnot to government agencies. True False Chapter 3 It applies to private and public employers. At will employees can be fired for any reason including because of gender and race. True False Chapter 2 Title VII liability is based on state law. True False Chapter 4 State laws sometimes prohibit discrimination on the basis of affinity orientation or marital status. True False Chapter 4 An employer may request an advanced ruling from the IRS as to whether or not a position would be an employee or independent contractor. True False Chapter 1 Independent contractors must pay all taxes on their own. True False see lecture for week one Under the economic realities test, a worker is considered an employee if he can quit any time without liability. True False Chapter 1. Intentionally including minorities and women as employees because of previous discrimination in the workplace is best described as . Affirmative action Illegal Reverse discrimination Job group analysis Chapter 5 Business necessity is a defense to disparate impact workplace discrimination. True False Chapter 2 Undue hardship is an employer defense for requests for the accommodation of employee disabilities. True False Chapter 2 Dr. Sarah Smiles, an orthodontist in Smilesville, Missouri, signed an agreement with her employer stating that Kansas law will be applied to any disputes. This agreement is an example of… A forum selection clause A noncompete clause An illegal agreement Inevitable disclosure Chapter 1 A files a claim with the EEOC to allege a Title VII violation. Claimant Defendant Respondent Appellant Chapter 3 Damages meant to punish wrongdoers are called . Compensatory damages Makewhole relief Punitive damages Retroactive seniority Chapter 2 Vicarious liability … Does not apply to independent contractors. Applies only within the scope of employment. [Show Less]
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HR 357 / HR357 EMPLOYMENT LAW - UNIT 5: QUIZ 2
HR 357 / HR357 EMPLOYMENT LAW - UNIT 5: QUIZ 2 Score for this quiz: 150 out of 150 Submitted Nov 12 at 10:59pm This attempt took 44 minutes. Gender ... [Show More] can be a BFOQ for the female role in a movie. True False Chapter 8 Discrimination on the basis of gender identity is not covered under Title VII. True False Chapter 10 If an employer is unfamiliar with an employee's religion, no duty to reasonably accommodate the employee exists. True False Chapter 11. Atheism can be a religion for Title VII purposes. True False Chapter 11 Grooming codes that require men to wear ties have been upheld in court. True False Chapter 8 Hostile environment sexual harassment involves an exchange of sexual activity for workplace benefit. True False Chapter nine Hiring men or women on the basis of customer preference is lawful under Title VII. True False Chapter 8 Under Title VII, workplace harassment based on religion is illegal. True False Chapter 11 Employees who have Title VII claims may also pursue claims under state law or other Federal law. True False Chapter 9 The requirements for a claimant to prove quid pro quo sexual harassment and hostile environment sexual harassment are identical. True False Chapter 9 Employers do not have to treat pregnant employees equally with employees who are disabled on a short term basis if pregnant employees need lighter duty because pregnancy is not a disability. True False p 370 Refusing to hire a pregnant woman on the basis of the pregnancy is lawful under the Pregnancy Discrimination Act, but firing an employee after discovering she is pregnant is unlawful. True False p 370 Religion can be a BFOQ … When it is reasonably necessary for business operations (i.e. a church hiring a pastor). For universities substantially owned by a religion. A & B Under any circumstance. Under no circumstances. Chapter 11 The Pregnancy Discrimination Act prohibits: Pregnancy as a BFOQ Fetal protection policies Hiring of pregnant women Discrimination by an employer on the basis of pregnancy. Chapter 8 The EEOC recommends considering the following factors when determining the truth in allegations of harassment: Demeanor and inherent plausibility Past record and motive to falsify Evidence such as witness testimony All of the above Chapter 9 can be described as whomever a person is attracted to. Gender identity Transgender Gender dysphoria Sexual orientation Chapter 10 In hostile environment sexual harassment, the activity by the harasser: Is wanted by the victim. Doesn't seem pervasive or severe. Is based on the gender of the victim (harasee). All of the above Page 418, chapter nine Which is true? Reasonable accommodation will vary depending on the situation. Employers cannot consider cost when determining whether accommodation is reasonable. Employers do not have to make reasonable accommodations on the basis of religion. All are true. Chapter 11 Both men and women are protected under Title VII The Equal Pay Act Both A and B Only women are protected. Chapter eight According to the Equal Pay Act, the determines whether jobs are substantially equal. Job content Job title Job description Opinion of the employee's supervisor Chapter eight If an employee can prove a prima facie case for religious discrimination, The employee wins automatically. The employer must prove that it offered reasonable accommodation to the employee The employer must prove it could not offer reasonable accommodation to the employee without experiencing undue hardship. Either B or C Page 487, chapter 11 Which of the following describes quid pro quo sexual harassment? Sexual activity is not required to receive a workplace benefit. Sexual activity is required for a promotion. A hostile work environment is created. Posters on the wall featuring models in bathing suits. Chapter 9 When employees experience religious conflicts at work, the responsibility to reasonably accommodate applies to . Employers and unions Unions only Employers only No one. Religious conflicts are not protected under Title VII. Chapter 11 Focusing on when considering a complaint against a LGBT employee can greatly decrease possible liability. Affinity orientation Gender identity Conduct of the employee Sexual orientation of the person making the complaint. Chapter 10 Sexual orientation workplace discrimination is prohibited: In 21 states plus Washington, DC In 5 states plus Washington, DC By Federal law In all 50 states plus Washington, DC. Chapter 10 Which is true about sexual harassment claims? Employers must fire all harassers. Employers may punish harasees for reporting harassment. "Immediate and appropriate corrective action" must be taken by employer. Past history of the harasser must not be considered. Chapter nine Gender pay equality is a concept from: The Equal Pay Act Title VII Both Neither Chapter 8 An employer may able to use the as a defense to hostile environment sexual harassment if the employer has a sexual harassment policy and the employee did not notify the employer of the harassment. Ellerth/Faragher Defense Reasonable Victim Defense Reasonable Person Defense Quid pro quo Defense Chapter 9 The views the activity of the harasser from the perspective of a reasonable person in society. Reasonable victim standard Quid pro quo standard Reasonable person standard Hostile environment standard Chapter 9 Gender discrimination can be: Asking interview questions only to men and not women or vice versa Asking application questions about maiden names Not giving female employees the night shift. All of the above Chapter 8 Gender identity statutes are laws protecting from workplace discrimination on the basis of gender identity. Transgenders All LGBT employees NonLGBT employees No such law exists in the United States. Chapter 10 A construction worker has recently converted to Sikhism. He tells his supervisor that he must wear a turban at all times as part of his religious practice, which means he cannot wear the construction hat required by safety regulations. Which of the following statements is true of this case? The employer must allow the worker to wear a turban instead of a construction hat. The employer need not accommodate the worker's religious belief because it did not exist when the employer hired the worker. The employer must attempt a goodfaith accommodation of the religious conflict and the worker must assist in the attempted accommodation. The employer must ask the worker to quit immediately. States that do not prohibit workplace discrimination on the basis of sexual orientation include: California & Colorado Georgia & Oklahoma Vermont & Hawaii All states prohibit this. Chapter 10 In Oncale v. Sundowner Offshore Services, Inc., The Supreme Court held that same gender sexual harassment: Must be based on the sexual orientation of the victim. Must not be based on the sexual orientation of the victim. Is not a valid claim under Title VII. Does not exist. Chapter 10 The employer's Title VII duty to try to find a way to avoid conflict between workplace policies and an employee's religious practices or beliefs is known as the duty of: Business necessity. Disparate treatment Affirmative action Reasonable accommodation Iqbal, the only Muslim employee at his new firm, has approached the Equal Employment Opportunity Commission complaining that his colleagues address him as "the local terrorist." He also states that, even after repeated requests, his colleagues have not mended their ways. He is a victim of: Quid pro quo Reverse discrimination Religious harassment Sexual harassment policies are adopted by an employer that limit or prohibit employees from performing certain jobs or working in certain areas of the workplace because of the potential harm presented to pregnant employees or the reproductive system or capacity of employees. Fetal protection Affirmative action Glass ceiling Pregnancy validation Although she was as qualified as her male coworkers, Alyssa was never considered for executive positions. Alyssa it is a victim of: Whistle blowing Reasonable accommodation A glass ceiling Affirmative action Which of the following is said to exist when someone's behavior in the workplace creates an atmosphere that makes it difficult for someone of a particular sex to work? Disparate impact Hostile working environment Disparate treatment Glass ceiling [Show Less]
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HR 357 / HR357 UNIT 7 PHR POST TEST HR357DLAS1A2018 EMPLOYMENT LAW
Question 1 1 / 1 pts An employee fails to wear the proper gloves when handling a chemical and gets burned. This is an example of: A willful violation A... [Show More] n unsafe condition Correct! Correct! An unsafe act An unrecoginzed hazard Question 2 1 / 1 pts3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 2/48 Which law allows an employee or employer to terminate the employment relationship at any time for any reason? Portal-to-portal Act Correct! Correct! Employment-at-will Family Medical Leave Act No strike clause Question 3 0 / 1 pts Which of the following is equal to a company's liabilities plus their owners' equity? Profit Y You Answered ou Answered Assets Debts orrect Answer orrect Answer Cash Question 4 1 / 1 pts Which if the following employer actions is legal to perform during a unionization drive? Issuing a statement to all employees that the company is not in favor of being unionized Correct! Correct!3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 3/48 Forcing an employee to share their thoughts about the union Threatening to terminate the employee for saying encouraging things about the union Giving everyone a raise before the vote Question 5 1 / 1 pts An employee copies an entire document posted on the IRS web page during a lecture on deferred compensation tax rules. Which of the following is TRUE? The employee violated copyrighted protections of the document because they did not have expressed permission to recreate and distribute the information The employee did not violate any copyright protections of the document because government documents are considered public domain Correct! Correct! The employee violated the copyright protections of the document because they copied and distributed copyright protected material The employee did not violate any copyright protections of the document because government documents are considered imminent domain Question 6 1 / 1 pts Which of the following is NOT a legislatively mandated benefit? Social security3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 4/48 Unemployement compensation Workers' compensation Correct! Correct! Bereavement Question 7 1 / 1 pts Which of the following DOES NOT qualify as an individual with a disability under the ADA? Has a physical or mental impairment that subsrtantial limits one or more major life activites Correct! Correct! Individuals currently engaging in the illegal use of drugs Is regarded as having a physical or mental impairment that substantially limits one or more major life activites Has a record of physical or mental impairment that substantially limits one or more major life activites Question 8 1 / 1 pts Which of the following job evaluation methods does the paired comparison method belong to? Job classification Correct! Correct! Ranking3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 5/48 Factor comparison Point factor Question 9 1 / 1 pts Which amendment to the wage and Hour Law prohibits unequal pay for the equal or " substantially equal" work performed by both men and women? Correct! Correct! Equal Pay Act Sarbanes-Oxley Act Portal-to-portal Act The Sherman Antitrust Act Question 10 0 / 1 pts Which of the following theories has the strongest linkage between compensation and performance? Y You Answered ou Answered Herzberg's two-factor theory orrect Answer orrect Answer Expectancy theory McClelland's theory of needs Goal-setting theory3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 6/48 Question 11 0 / 1 pts A manager is great at leading employees towards meeting organizational goals through clear work guidelines and straight forward performance expectations. The manager also ensures that work is complete efficiently. Which of the following leadership types would BEST describe this type of manager? orrect Answer orrect Answer Transactional leadership Transformational leadership Y You Answered ou Answered Visionary leadership Charismatic leadership Question 12 1 / 1 pts Which of the following definitions describe when picketing by labor union of an entire construction project is a result of a grievance held against a single subcontactor on the project? Double breasting Boycotting Correct! Correct! Common situs Corporate picketing Question 13 1 / 1 pts3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 7/48 Which of the following is the largest HE-related professional organization in the world? It was originally founded as the American Society for Personnel Administration? HIPAA Correct! Correct! SHRM DOJ ASPA Question 14 1 / 1 pts Impasse describes When a union refuses to continue bargaining negotiations When the NLRA forces both parties to continue bargaining Correct! Correct! When futire bargaining will not likely result in an agreement When a employer refuses to continue bargaining negotiations Question 15 1 / 1 pts A company is experiencing scheduling and backlog issues because it cannot keep up with the increasing demands of its customers. This is a characteristic of which stage of the organizational life cycle? Correct! Correct! Growth3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 8/48 Maturity Decline Introduction Question 16 1 / 1 pts Which of the following is used to classify work-related injuries and illnesses and to note the extent and severity of each case? Correct! Correct! OSHA Form 300 OSHA Form 301 OSHA Form 100 OSHA Form 300A Question 17 0 / 1 pts The NLRB v. Jones and Laughlin established That the Taft-Hartley act was constitutional Y You Answered ou Answered That yellow-dog contract was illegal orrect Answer orrect Answer That the Wagner act was constitutional That the Wagner act was unconstituational3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 9/48 Question 18 1 / 1 pts An employee's pay rate has been frozen from future merit increases because their pay rate is higher than the maximum of their pay grade. This was likely caused by which of the following? Yellow circle rate was identified Correct! Correct! Red circle rate was identified Green circle rate was identified Black circle rate was identified Question 19 0 / 1 pts Which OSHA standard requires a company to communicate, inventory, and evaluate chemical hazards in the workplace? Control of Hazardous Engergy standard Hearing Conservation standard Y You Answered ou Answered Means of Egress standard orrect Answer orrect Answer Employee Right-to-Know law Question 20 1 / 1 pts If you have a large standard deviation, this means the data is:3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 10/48 Unreliable Correct! Correct! Fairly diverse Bunched together Inaccurate Question 21 1 / 1 pts An employee arrives at work early and waits for their scheduled time of work to begin. According to the Portal-to-Portal Act: The Portal-to-Portal Act addresses termination procedures and does not help explain or determine hours worked The employee should be penalized time for showing up early Correct! Correct! The time the employee was waiting is not considered hours worked The time the employee was waiting is considered hour worked Question 22 0 / 1 pts According to the Department of Labor's definition, which of the following IS NOT a characteristic of a profession? A code of ethics Y You Answered ou Answered A defined body of knowledge orrect Answer orrect Answer Recognition by the OFCCP3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 11/48 Applied research to the field Question 23 0 / 1 pts Which of the following IS NOT an Act that provides an oppritunity for a tax credit by hiring certain individuals? orrect Answer orrect Answer Worker Relcotaion Tax Credit Welfare-to-work Tax Credit Y You Answered ou Answered Tax and Trade Relief Extension Act Work Opportunity Tax Credit Question 24 1 / 1 pts The NLRB will hold an election if this percentage of authorization cards have been signed by the bargaining unit? 50% 25% Correct! Correct! 30% 60% Question 25 0 / 1 pts3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 12/48 Using the " two-factor analysis " for an affirmative action plan requires that a company evalute these two factors? Y You Answered ou Answered Job availability and the total women population Total minority population and job availabilty Total women and total minority populations orrect Answer orrect Answer Internal availability and external availability Question 26 0 / 1 pts A pertition by employees to " decertify" a union must be signed by what percentage of the bargaining unit? 10% Y You Answered ou Answered 51% 25% orrect Answer orrect Answer 30% Question 27 1 / 1 pts This term refers to the number of employees a manager directs? Chain of command Centralization3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 13/48 Correct! Correct! Span of control Matrix hierarchy Question 28 1 / 1 pts Your organization is trying to improve the work/life balance of its employees. Which of the following programs will have the LEAST impact on the initiative? Having an employee concierge service Correct! Correct! Offering a robust severance package Allow for flex scheduling Providing onsite child car services Question 29 1 / 1 pts An applicant assesment is inadvertently eliminating African-American applicants. Which of the following BEST describes what occurred? Proper selection practice Correct! Correct! Adverse impact Glass ceiling Disparate treatment3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 14/48 Question 30 1 / 1 pts Which of the following acts does not have a direct relation to the compensation and benefits of a company's employees? Equal Pay Act Fair Labor Standards Act Portal-to-portal Act Correct! Correct! Uniform Guidelines on Employee Selection Procedures Question 31 0 / 1 pts What does QDRO stand for? Qualified Disability Recipient Order Y You Answered ou Answered Qualified Disaster Recovery Officer orrect Answer orrect Answer Qualified Domestic Relations Orders Qualified Disability Recruitment Officer Question 32 0 / 1 pts Which of the following Supreme Court decisions determined that compulsory arbitrition as a condition of employment was legal? Roe v. Wade3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 15/48 orrect Answer orrect Answer Circuit City v. Adams Y You Answered ou Answered Griggs v. Duke Power McDonnell-Douglas Corp. v. Green Question 33 1 / 1 pts An I-9 must be completed within this many hours of employment? Correct! Correct! 72 48 24 56 Question 34 1 / 1 pts Which of the following BEST shows a project's critical path? Work Breakdown Structure GANNT Chart Correct! Correct! PERT Chart Pereto Chart3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 16/48 Question 35 0 / 1 pts Which of the following is not commonly found on a three-person arbitration panel? orrect Answer orrect Answer An arbitrator selected by the government A neutral arbitrator Y You Answered ou Answered An arbitrator selected by the union An arbitrator selected by the company Question 36 0 / 1 pts Which of the following operational terms refers to the ability to produce output? Budget Inventory Y You Answered ou Answered Scheduling orrect Answer orrect Answer Capacity Question 37 1 / 1 pts An employer intentionally and knowingly violates an OSHA standard and receives a $70,000. Which level of citation did the employer likely receive? Correct! Correct! Willful3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 17/48 Serious Repeat Failure to Abate Question 38 1 / 1 pts Which of the following is true? If data is reliable, it cannot be valid Correct! Correct! If data is valid, it must be reliable If data is valid, it cannot be reliable If data is reliable, it must be valid Question 39 1 / 1 pts How many weeks of unpaid mediacal leave does FMLA provide? 4 Correct! Correct! 12 52 263/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 18/48 Question 40 0 / 1 pts Which term refers to incorporating locks, disconnection switches, and shutoff vavles to ensure equipment cannot be turned on? Y You Answered ou Answered Logoff Tripswitch orrect Answer orrect Answer Lockout Tagout Question 41 1 / 1 pts Which of the following IS NOT a characteristic of a learning organization? Correct! Correct! Individual level training Mental models Systems-thinking Personal mastery Question 42 0 / 1 pts Which of the following is NOT an advantage of organization-wide incentives? Rewards all employees for meeting company-wide targets3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 19/48 Y You Answered ou Answered Potenial to increase employee retention orrect Answer orrect Answer Recognizes superior individual performances Might have tax benefits for the organizations Question 43 0 / 1 pts How long must an employer post an OSHA citation at or near the area the violation occurred? Two day or until the violation is corrected, whichever is longer Y You Answered ou Answered Three day or until the violation is corrected, whichever is longer orrect Answer orrect Answer One day or until the violation is corrected, whichever is longer Seven day or until the violation is corrected, whichever is longer Question 44 1 / 1 pts Which of the following cases estabilshed the judicial concept of disparate treatment? Washington v. Daivs Albermarle Paper v. Moody Correct! Correct! McDonnell-Douglas Corp v. Green Griggs v. Duke power3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 20/48 Question 45 1 / 1 pts If there is a negative correlation between two measures, which of the following is true? As the value of one measure increases, the other measure's value does not change Correct! Correct! As the value of one measures decreases, the other measure increases As the value of one measure increases, the other measures increases As the value of one measure decreases, the other measure decreases Question 46 0 / 1 pts Employers with less than this many employees are not covered by Title VII of the Civil Rights Act of 1964 ( excluding state and local laws)? 100 500 Y You Answered ou Answered All companies are covered by The Civil Rights Act of 1964 orrect Answer orrect Answer 15 Question 47 1 / 1 pts Which of the following is not one of the common law doctrines that apply to worker's compensation or workplace injuries?3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 21/48 Doctrine of contributory negligence Correct! Correct! The general duty standard Fellow servent rule Voluntary assumption of risk Question 48 1 / 1 pts The term "brand equity" refers to the: Propensity for a company to contribute to its community Capability of an organization to produce goods targeted at a specific demographic Correct! Correct! Value associated with a brand name Ability for a company to recruit candidates Question 49 1 / 1 pts The portion of baby boomers that is caring for both their children and their parents is known as the: Generation XY Correct! Correct! Sandwhich generation Generation X Generation Y3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 22/48 Question 50 0 / 1 pts Which case established that employment tests and performance evaluations have to be job-related AND valid predictors performance? McDonnell-Douglas Corp v. Green Griggs v. Duke power orrect Answer orrect Answer Albermarle Paper v. Moody Y You Answered ou Answered Washington v. Davis Question 51 0 / 1 pts An employee has taken something she learned from training and applied it on the job which in turn improved her performance at the task. Which level of Kirkpatrick's four levels has the employee achieved? Synthesis Y You Answered ou Answered Learning orrect Answer orrect Answer Behavior Analysis Question 52 0 / 1 pts As an HR manager, you are tracking which employees are currently ready for a promotion into specific, key positions. Which of the following terms BEST describes3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 23/48 this process? orrect Answer orrect Answer Replacement charting Succession planning Y You Answered ou Answered Critical path method SWOT analysis Question 53 1 / 1 pts OSHA Form 301, the injury and illness incident report, must be completed within how many days after you learn about a work- related or illness? 14 days Correct! Correct! 7 days 30 days 3 days Question 54 1 / 1 pts Which of the group has authority over unfair labor practices for federal employees? Correct! Correct! Federal Labor Relations Authority ( FLRA) National Labor Relations Board ( NLRB) North American Free Trade Agreement ( NAFTA)3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 24/48 National Mediation Board ( NMB) Question 55 1 / 1 pts An employee earns more when they produce more. Which term BEST fits with this model? Flat rate plan Correct! Correct! Piece rate plan Green Circle plan Standard hour plan Question 56 1 / 1 pts Which of the following cases established the judicial concept of adverse impact? Harris v. Forklift Systems, Inc. McDonnell-Douglas Corp. v. Green Correct! Correct! Griggs v. Duke power Martin v. Wilks Question 57 0 / 1 pts A strike is conducted in support of other striking unions. This is also known as a:3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 25/48 Y You Answered ou Answered Economic strike orrect Answer orrect Answer Sympathy strike Recognition strike Wildcat strike Question 58 0 / 1 pts The Landrum-Griffin Act is also Known as which of the following? Clayton Act NLRB Y You Answered ou Answered Federal Anti-Injunction Act orrect Answer orrect Answer Labor Management Reporting and Disclosure Act Question 59 0 / 1 pts Which of the following is an immigrant visa? Y You Answered ou Answered B-1 H-1B L-1 orrect Answer orrect Answer EB-13/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 26/48 Question 60 0 / 1 pts An employee is approached by their director who promises the employee a promotion in return for sexual favors. This is an example of: Per diem orrect Answer orrect Answer Quid pro quo Y You Answered ou Answered Caveat emptor Carpe diem Question 61 1 / 1 pts You are facilitating a large group through a leadership development workshop. The workshop requires a lot of small group breakouts and small group activites. Which room arrangement would BEST accommodate this need? Classroom Rectangle Correct! Correct! Banquet V-Shape Question 62 0 / 1 pts3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 27/48 An employee feels satisfaction for completing a challenging prject. Which of the following BEST describes the type of reward this employee received? orrect Answer orrect Answer Intrinsic reward Extrinsic reward Compensatory reward Y You Answered ou Answered Total reward Question 63 0 / 1 pts Which of the following is not a determination of fair use with regards to copyright laws? The purpose and character of the use, including whether such use is of a commercial nature or is for nonprofit educational purpose The effect of the use upon the potential market for or value of the copyrighted work Y You Answered ou Answered The nature of the copyright work orrect Answer orrect Answer Whether permission was obtained from the copyright owner Question 64 1 / 1 pts What is the median of the following set of number ( 1, 2, 2, 5, 7, 9, 10 )3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 28/48 7 5 Correct! Correct! 2 10 Question 65 0 / 1 pts As an HR manager, you need to compare your organization's turnover with other similar sized companies in the industry. Which of the follwoing would be the BEST method to use? Y You Answered ou Answered Forecasting orrect Answer orrect Answer Benchmarking Critical Path Analysis SWOT Analysis Question 66 0 / 1 pts Which act protects an employee from being terminated solely based on the fact that their wages are being garnished for one debt? Family Medical Leave Act ( FMLA) Fair Labor Standards Act ( FLSA) Y You Answered ou Answered Health Insurance Portability and Accountability Act ( HIPAA)3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 29/48 orrect Answer orrect Answer Consumer Credit Protection Act ( CCPA) Question 67 0 / 1 pts While interviewing a potential candidate fro a job opening, a recruiter asks the candidate how they would handle a particular scenario. This is an example of a(n): Stress interview Structured interview orrect Answer orrect Answer Situational interview Y You Answered ou Answered Informational interview Question 68 0 / 1 pts Which act estabilishes minimum wage? Wagner Act Y You Answered ou Answered Portal-to-portal Act Family Medical Leave Act orrect Answer orrect Answer Fair Labor Standards Act Question 69 0 / 1 pts3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 30/48 Which Act prohibits firms from deducting compensation in excess of one million dollars for its top five executives as a business expense unless the compensation is based on performance? Health Insurance Portability and Accountability Act Y You Answered ou Answered Sarbanes-Oxley Act Taxpayer Relief Act orrect Answer orrect Answer Omnibus Budget Reconiliation Act Question 70 0 / 1 pts Which of the following terms is not included in the HRD process acronym ADDIE? Y You Answered ou Answered Program Evaluation Program Development Needs Assessment orrect Answer orrect Answer Program Initiation Question 71 0 / 1 pts A union gets several customers of a company begin to file complaints against the company like the EEOC, OSHA and the Department of Labor. Which bargaining tactic BEST describes this scenario? Agency shop3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 31/48 Picket line Y You Answered ou Answered Boycott orrect Answer orrect Answer Corporate campaign Question 72 0 / 1 pts The Age Discrimination in Employment Act (ADEA) protects the rights of individuals who are over this age? 18 orrect Answer orrect Answer 40 Y You Answered ou Answered 16 65 Question 73 0 / 1 pts Which of the following careeer development programs allows an employee to chose between pursuing a management role or a technical expert role? Succession plan orrect Answer orrect Answer Dual career ladder Job bidding Y You Answered ou Answered Matrix3/4/2018 PHRPostTest: HR357DLAS1A2018 Employment Law https://canvas.park.edu/courses/31732/quizzes/330940 32/48 Question 74 0 / 1 pts Which of the following questions could be asked during an interview? Y You Answered ou Answered Have you been arrested? How many children do you have? Do you have disability? orrect Answer orrect Answer Have you worked at this company before? Question 75 0 / 1 pts All of the following are chracterisitics of a matrix structure EXCEPT: orrect Answer orrect Answer Improves unity of command Y You Answered ou Answered Creates cross-functional support There are two supervisors The functional and divisional structures are joined Question 76 0 / 1 pts A violation is cited that has no director or immediate realtionship to job safety or health. This would be considered what type of violation [Show Less]
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HR 357 / HR357 EMPLOYMENT LAW WEEK 5 QUIZ 2 STUDY NOTES
HR 357 / HR357 EMPLOYMENT LAW WEEK 5 QUIZ 2 STUDY NOTES Question 1 2 / 2 pts The requirements for a claimant to prove quid pro quo sexual harassment and... [Show More] hostile environment sexual harassment are identical. A. True B. False Chapter 9 Question 2 2 / 2 pts Hiring men or women on the basis of customer preference is lawful under Title VII. A. True B. False Chapter 8 Question 3 2 / 2 pts Religion can be a BFOQ … A. When it is reasonably necessary for business operations (i.e. a church hiring a pastor). B. For universities substantially owned by a religion. C. A & B D. Under any circumstance. E. Under no circumstances. Chapter 11 Question 4 2 / 2 pts Employees who have Title VII claims may also pursue claims under state law or other Federal law. A. True B. False Chapter 9 Question 5 2 / 2 pts Gender can be a BFOQ for the female role in a movie. A. True B. False Chapter 8 Question 6 2 / 2 pts Discrimination on the basis of gender identity is not covered under Title VII. A. True B. False Chapter 10 Question 7 2 / 2 pts Refusing to hire a pregnant woman on the basis of the pregnancy is lawful under the Pregnancy Discrimination Act, but firing an employee after discovering she is pregnant is unlawful. A. True B. False p 370 Question 8 2 / 2 pts Hostile environment sexual harassment involves an exchange of sexual activity for workplace benefit. A. True B. False Chapter nine Question 9 2 / 2 pts If an employer is unfamiliar with an employee's religion, no duty to reasonably accommodate the employee exists. A. True B. False Chapter 11. Question 10 2 / 2 pts Atheism can be a religion for Title VII purposes. A. True B. False Chapter 11 Question 11 2 / 2 pts Grooming codes that require men to wear ties have been upheld in court. A. True B. False Chapter 8 Question 12 2 / 2 pts Employers do not have to treat pregnant employees equally with employees who are disabled on a short term basis if pregnant employees need lighter duty because pregnancy is not a disability. A. True B. False p 370 Question 13 2 / 2 pts Under Title VII, workplace harassment based on religion is illegal. A. True B. False Chapter 11 Question 14 5 / 5 pts In hostile environment sexual harassment, the activity by the harasser: A. Is wanted by the victim. B. Doesn't seem pervasive or severe. C. Is based on the gender of the victim (harasee). D. All of the above Page 418, chapter nine Question 15 5 / 5 pts The EEOC recommends considering the following factors when determining the truth in allegations of harassment: A. Demeanor and inherent plausibility B. Past record and motive to falsify C. Evidence such as witness testimony D. All of the above Chapter 9 Question 16 5 / 5 pts The Pregnancy Discrimination Act prohibits: A. Pregnancy as a BFOQ B. Fetal protection policies C. Hiring of pregnant women D. Discrimination by an employer on the basis of pregnancy. Chapter 8 Question 17 5 / 5 pts The views the activity of the harasser from the perspective of a reasonable person in society. A. Reasonable victim standard B. Quid pro quo standard C. Reasonable person standard D. Hostile environment standard Chapter 9 Question 18 5 / 5 pts In Oncale v. Sundowner Offshore Services, Inc., The Supreme Court held that same-gender sexual harassment: A. Must be based on the sexual orientation of the victim. B. Must not be based on the sexual orientation of the victim. C. Is not a valid claim under Title VII. D. Does not exist. Chapter 10 Question 19 5 / 5 pts can be described as whomever a person is attracted to. A. Gender identity B. Transgender C. Gender dysphoria D. Sexual orientation Chapter 10 Question 20 5 / 5 pts If an employee can prove a prima facie case for religious discrimination, A. The employee wins automatically. B. The employer must prove that it offered reasonable accommodation to the employee C. The employer must prove it could not offer reasonable accommodation to the employee without experiencing undue hardship. D. Either B or C Page 487, chapter 11 Question 21 5 / 5 pts States that do not prohibit workplace discrimination on the basis of sexual orientation include: A. California & Colorado B. Georgia & Oklahoma C. Vermont & Hawaii D. All states prohibit this. Chapter 10 Question 22 5 / 5 pts Which is false? A. Undue hardship has been found to exist where an employer had to violate a collective bargaining agreement. B. Undue hardship typically places a very heavy burden on employers. C. Undue hardship has been found to exist where employer had to force employees to trade jobs. Chapter 11 Question 23 5 / 5 pts Sexual orientation workplace discrimination is prohibited: A. In 21 states plus Washington, DC B. In 5 states plus Washington, DC C. By Federal law D. In all 50 states plus Washington, DC. Chapter 10 Question 24 5 / 5 pts Discrimination in the workplace based on gender and marital status or children is known as: A. Comparable worth discrimination B. Gender plus discrimination C. Gender stereotypes D. Pregnancy discrimination Chapter 8 Question 25 5 / 5 pts Both men and women are protected under A. Title VII B. The Equal Pay Act C. Both A and B D. Only women are protected. Chapter eight IncorrectQuestion 26 0 / 5 pts An employer may able to use the as a defense to hostile environment sexual harassment if the employer has a sexual harassment policy and the employee did not notify the employer of the harassment. A. Ellerth/Faragher Defense B. Reasonable Victim Defense C. Reasonable Person Defense D. Quid pro quo Defense Chapter 9 Question 27 5 / 5 pts A construction worker has recently converted to Sikhism. He tells his supervisor that he must wear a turban at all times as part of his religious practice, which means he cannot wear the construction hat required by safety regulations. Which of the following statements is true of this case? A. The employer must allow the worker to wear a turban instead of a construction hat. B. The employer need not accommodate the worker's religious belief because it did not exist when the employer hired the worker. C. The employer must attempt a good-faith accommodation of the religious conflict and the worker must assist in the attempted accommodation. D. The employer must ask the worker to quit immediately. Question 28 5 / 5 pts Which is true? A. Reasonable accommodation will vary depending on the situation. B. Employers cannot consider cost when determining whether accommodation is reasonable. C. Employers do not have to make reasonable accommodations on the basis of religion. D. All are true. Chapter 11 Question 29 5 / 5 pts Gender pay equality is a concept from: A. The Equal Pay Act B. Title VII C. Both D. Neither Chapter 8 Question 30 5 / 5 pts According to the Equal Pay Act, the determines whether jobs are substantially equal. A. Job content B. Job title C. Job description D. Opinion of the employee's supervisor Chapter eight Question 31 5 / 5 pts Gender discrimination can be: A. Asking interview questions only to men and not women or vice versa B. Asking application questions about maiden names C. Not giving female employees the night shift. D. All of the above Chapter 8 Question 32 5 / 5 pts Gender identity statutes are laws protecting from workplace discrimination on the basis of gender identity. A. Transgenders B. All LGBT employees C. Non-LGBT employees D. No such law exists in the United States. Chapter 10 Question 33 5 / 5 pts When employees experience religious conflicts at work, the responsibility to reasonably accommodate applies to . A. Employers and unions B. Unions only C. Employers only D. No one. Religious conflicts are not protected under Title VII. Chapter 11 Question 34 5 / 5 pts Which of the following describes quid pro quo sexual harassment? A. Sexual activity is not required to receive a workplace benefit. B. Sexual activity is required for a promotion. C. A hostile work environment is created. D. Posters on the wall featuring models in bathing suits. Chapter 9 Question 35 4 / 4 pts Iqbal, the only Muslim employee at his new firm, has approached the Equal Employment Opportunity Commission complaining that his colleagues address him as "the local terrorist." He also states that, even after repeated requests, his colleagues have not mended their ways. He is a victim of: A. Quid pro quo B. Reverse discrimination C. Religious harassment D. Sexual harassment Question 36 4 / 4 pts Reasonable accommodation and undue hardship are both associated with discrimination based on. A. religion and race. B. religion and disability. C. religion and gender. D. religion and color. Question 37 4 / 4 pts Cakes4U, Inc. only hires women who are single. The unmarried female owner, Catherine, feels that married women are not loyal employees because they focus more on their families. A married female applicant could bring charges of against Cakes4U, Inc. A. Gender plus discrimination B. Reasonable accommodation C. Affirmative action D. Reverse discrimination Question 38 4 / 4 pts policies are adopted by an employer that limit or prohibit employees from performing certain jobs or working in certain areas of the workplace because of the potential harm presented to pregnant employees or the reproductive system or capacity of employees. A. Fetal protection B. Affirmative action C. Glass ceiling D. Pregnancy validation Question 39 3 / 3 pts Title VII does not protect employees from discrimination on the basis of: A. Color B. National origin C. Religion D. Sexual orientation [Show Less]
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HR 357 / HR357 EMPLOYMENT LAW - UNIT 3: QUIZ
HR 357 / HR357 EMPLOYMENT LAW - UNIT 3: QUIZ 1 Score for this quiz: 141 out of 150 Submitted Apr 5 at 3:28pm This attempt took 32 minutes. Members of ... [Show More] the Communist Party are not covered under Title VII. True False Ch 3. Title VII excludes communists from being covered. Filing a complaint with the EEOC costs $250. True False it is free to file. Chapter 3. Employees who are wrongfully fired can sue on the basis of constructive discharge. True False unjust dismissal or wrongful discharge Federal law requires that employers write down the reasons why applicants were not hired. True False p. 159, Chapter 4 Alicia hires Samuel as an employee at Alicia's Awesome Antiques. He buys antiques at yard sales and sells them in her store in Parkville, Missouri and also at her storefront on eBay. Alicia is the agent; Samuel is the principal. True False Ch 1. The employer is the principal; the employee is the agent. Federal law requires that employers create job availability announcements that encourage diversity in the applicant pool. True False p. 139, Chapter 4 Statements in an employee policy manual are never viewed as binding on the employer. True False Chapter 1 Offering training to independent contractors is recommended. True False Chapter 1 An employer cannot be liable for discrimination if an applicant is never hired. True False Chapter 4 Employers cannot be liable for providing references for former employees. True False Chapter 4 A statement made by an employer during a job interview could create an implied contract. True False Chapter 2 IncorrectQuestion 12 Generally, employers with 15 or more employees must comply with Title VII. True False Chapter 3 Employees who have a one year employment contract are considered at will. True False Chapter 2 Title VII liability is based on state law. True False Chapter 4 Question 15 State laws sometimes prohibit discrimination on the basis of affinity orientation or marital status. True False Chapter 4 An employer may request an advanced ruling from the IRS as to whether or not a position would be an employee or independent contractor. True False Chapter 1 Independent contractors must pay all taxes on their own. True False see lecture for week one Under the economic realities test, a worker is considered an employee if he can quit any time without liability. True False Chapter 1. Intentionally including minorities and women as employees because of previous discrimination in the workplace is best described as . Affirmative action Illegal Reverse discrimination Job group analysis Chapter 5 Business necessity is a defense to disparate impact workplace discrimination. True False Chapter 2 Undue hardship is an employer defense for requests for the accommodation of employee disabilities. True False Chapter 2 Dr. Sarah Smiles, an orthodontist in Smilesville, Missouri, signed an agreement with her employer stating that Kansas law will be applied to any disputes. This agreement is an example of… A forum selection clause A noncompete clause [Show Less]
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HR 357 / HR357 EMPLOYMENT LAW - UNIT 3: QUIZ
HR 357 / HR357 EMPLOYMENT LAW - UNIT 3: QUIZ Federal law requires that employers create job availability announcements that encourage diversity in th... [Show More] e applicant pool. True False p. 139, Chapter 4 Katie's boss, Thomas, frequently asked her out to dinner and touched her inappropriately. She complained to his supervisor, but Thomas continued to bother her. Katie quit. This would be considered constructive discharge. True False Chapter 2 Filing a complaint with the EEOC costs $250. True Employees who are wrongfully fired can sue on the basis of constructive discharge. True False unjust dismissal or wrongful discharge An employee hired under affirmative action need not be qualified for the position. True False Members of the Communist Party are not covered under Title VII. True Offering training to independent contractors is recommended. True False Chapter 1 Statements in an employee policy manual are never viewed as binding on the employer. True False Chapter 1 Employer liability can arise from interview questions. False Chapter 4 Not checking references for job applicants could lead to liability for negligent hiring. True False Ch 4. Employers cannot be liable for providing references for former employees. True False Chapter 4 Title VII applies only to private employersnot to government agencies. False Chapter 3 It applies to private and public employers. At will employees can be fired for any reason including because of gender and race. True False Chapter 2 Title VII liability is based on state law. True False Chapter 4 State laws sometimes prohibit discrimination on the basis of affinity orientation or marital status. False Chapter 4 Under the economic realities test, a worker is considered an employee if he can quit any time without liability. True False Chapter 1. Independent contractors must pay all taxes on their own. True False see lecture for week one An employer may request an advanced ruling from the IRS as to whether or not a position would be an True False Chapter 1 Intentionally including minorities and women as employees because of previous discrimination in the workplace is best described as . Affirmative action Illegal Reverse discrimination Job group analysis Chapter 5 Business necessity is a defense to disparate impact workplace discrimination. False Chapter 2 Undue hardship is an employer defense for requests for the accommodation of employee disabilities. True False Chapter 2 Dr. Sarah Smiles, an orthodontist in Smilesville, Missouri, signed an agreement with her employer agreeing never to practice within 30 miles of Smilesville, Missouri if she left the practice. Which of the following best describes this clause? A form selection clause A noncompete clause An integrity test Chapter 1 Anna has been clearly discriminated at work because of her gender. She visits an attorney's office to file a lawsuit. The lawyer tells her that she needs a in order to sue her employer in court. Right to sue letter Judicial review De novo review Polygraph test Chapter 3 Damages meant to punish wrongdoers are called . Compensatory damages Makewhole relief Retroactive seniority Chapter 2 The definition of an employer… Varies by statute. Is always the same under Federal law. Is determined based on the ratio of independent contractors to employees. None of the above. Chapter one Tests used to determine employee status include: The common law agency test and the 20factor analysis Drug and alcohol tests chapter one occurs when employers treat similar employees differently due to race, color, sex, national origin, or religion. Disparate treatment Disparate impact Promissory estoppel Retroactive seniority Chapter 2 A defense to disparate treatment workplace discrimination would be . Both A and C Chapter 2 Title VII applies to employment decisions about: Training Hiring and firing Compensation and benefits All of the above Chapter 3 Polygraph testing [Show Less]
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