HR 357 / HR357 EMPLOYMENT LAW - UNIT 3: QUIZ
Federal law requires that employers create job availability announcements that encourage diversity in
... [Show More] the 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]