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EMPLOYMENT LAW || with 100% Accurate Solutions.
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ADEA correct answers Prohibits discrimination against workers age 40 and over in any employment or employment-related decision. The law applies to most employers with 20 or more employees. One of the main provisions of this, is that employers, with very few exceptions, can no longer force an employ...

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  • September 12, 2024
  • 7
  • 2024/2025
  • Exam (elaborations)
  • Questions & answers

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  • adea

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  • EMPLOYMENT LAW |
  • EMPLOYMENT LAW |

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EMPLOYMENT LAW || with 100% Accurate Solutions.
ADEA correct answers Prohibits discrimination against workers age 40 and over in any
employment or employment-related decision. The law applies to most employers with 20 or
more employees. One of the main provisions of this, is that employers, with very few exceptions,
can no longer force an employee to retire.

Quasi Contract/ Agency Relationship correct answers A BLANK BLANK (1) is a binding
obligation imposed by the courts to avoid injustice or unjust enrichment. Alternative ways of
describing this are: 1. An implied-in-law contract imposed by the courts to prevent injustice. 2. A
special form of contract that lacks mutual assent of the parties but which is imposed on the
parties by the courts to avoid injustice. 3. A situation in which there is an obligation as if there
was a contract, although the technical requirements of a contract have not been fulfilled. An
BLANK BLANK (2)is defined [by Ohio's courts] as "a consensual fiduciary relationship
between two persons where the agent has the power to bind the principal by his actions, and the
principal has the right to control the actions of the agent."

ARRA (American and Recovery and Reinvestment Act) correct answers Includes measures to
modernize the nation's infrastructure, enhance energy independence, expand educational
opportunities, preserve and improve affordable health care, provide tax relief, and protect those
in greatest need. There are a number of provisions in this law that affect HR professionals,
including expansions to COBRA, the creation of a health information technology network and
modifications to unemployment compensation, among others.

ADA correct answers Prohibits private employers, state and local governments, employment
agencies and labor unions from discriminating against qualified individuals with disabilities in
job application procedures, hiring, firing, advancement, compensation, job training and other
terms, conditions and privileges of employment. This law (covering employers with 15 or more
employees)requires reasonable accommodation could remove the barrier.

COBRA (consolidated omnibus budget reconciliation act 1985) correct answers Allows an
employee who terminates employment with the company to continue to participate in the
company's group health plan for a prescribed period of time, usually 18 months. In certain
circumstances, such as an employee's divorce or death, the length of coverage period may be
longer for qualified dependents. Is not extended to employees terminated for gross misconduct.

Contractual and Tort Theories correct answers Unlike a criminal case, these requires the
defendant to compensate the plaintiff financially.

Disparate Impact correct answers Is shown when there is a less favorable effect for one group
than for another. Results when rules applied to all employees have a different and more
inhibiting effect on women and minority groups than on the majority.

Disparate Treatment correct answers Results when rules or policies are applied inconsistently to
one group of people over another. Discrimination may result when rules and policies are applied
differently to members of protected classes.

, Employee Privacy correct answers Employers increasingly are concerned about violence in the
workplace and other unlawful employee conduct; identity and property theft; data security;
viewing of pornography and other inappropriate and offensive behavior in the workplace;
lowered productivity; and on-the-job accidents and injuries. Employers also have a duty to their
employees to protect the BLANK and confidentiality of the personal information gathered and
maintained in the course of employment. Many employers now monitor employees at work to
prevent injuries, misconduct and other types of loss. While guarding against these risks,
employers also must balance business interests with the reasonable expectations of BLANK of
its employees.

ERISA (Early retirement income security act 1974) correct answers Sets requirements for the
provision and administration of employee benefit plans. Employee benefit plans include health
care benefits, profit sharing and pension plans.

Employer Unfair Labor Practices correct answers A violation of a right protected by the federal
Service Labor-Management Relations statute. Theses procedures are part of the basic
mechanisms by which the parties are protected in the exercise of their rights.

Employment Contracts correct answers A formal, legally binding agreement between an
employer and employee outlining terms of employment such as duration, compensation, benefits,
etc.

Employment-at-will doctrine correct answers A legal doctrine that states that an employment
relationship may be terminated by the employer or employee at any time and for any or no
reason.

Enforcement Agencies correct answers The federal organizations that enforce federal law as
related to human resource management. These agencies include the EEOC, the OFCCP, the
NLRB and more.

EPA (Equal Pay Act of 1963) correct answers A federal law prohibiting employers from
discriminating between male and female employees in terms of pay when they are performing
jobs that substantially equal.

Executive Order 11246 correct answers Administered and enforced by the Office of Federal
Contract Compliance Programs (OFCCP), BLANK prohibits federal contractors and federally-
assisted construction contractors and subcontractors who do more than $10,000 in government
business in one year from discriminating in employment decisions on the basis of race, color,
religion, sex or national origin. It also requires government contractors to take affirmative action
to ensure that equal opportunity is provided in all aspects of their employment.

FCRA (fair credit reporting act) correct answers Requires employers who use credit reports and
who deny employment on the basis of a credit report to notify the applicant and to provide the
name and address of the consumer reporting agency used.

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