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 VII excludes communists from being covered.
Question 2
Federal law requires that employers create job availability announcements that encour...
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 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.
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