HRM 510 Week 5 Midterm Exam – Strayer NEW
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Chapters 1 Through 7
CHAPTER 1
OVERVIEW OF EMPLOYMENT LAW
Online Quiz Questions
MULTIPLE CHOICE QUESTIONS
1. U.S.
employment law is:
a. a complete body of federal law
b. a complete body of federal and
state law
c. a fragmented work in progress
d. a fragmented body of common law
2. The
best HR managers will:
a. be proactive
b. anticipate legal problems and try
to avoid them
c. strictly enforce company policy
when it conflicts with the law
d. a and b only
e. a through c
3.
Sources of employment law include:
a. state and federal constitutions
b. state but not federal
constitutions
c. executive orders
d. regulations
e. all of the above
f. a, c and d
4. The Employment
at Will Doctrine means that:
a. an employer may fire an employee for any reason not prohibited by
law
b. an employer may fire an employee
only for cause
c. an employer may not fire an
employee
d. none of these
5. The
Employment at Will Doctrine is:
a. the starting point for any
analysis of an employment issue
b. the rule, unless the parties have
an employment contract
c. the rule, unless the parties have
signed a collective bargaining agreement
d. all of the above
6.
Employment law gives employees certain substantive rights. Among these are:
a. the right not to be fired except
for cause
b. the right to vacation time and
sick days
c. the right to an employer paid
health insurance plan
d. none of these
7. In
order to determine which employment laws apply to a certain business, one needs
to consider:
a. the geographic location of the
business
b. whether the business is public or
private
c. how many employees the business
has
d. all of these
e. two of these
8. An
employee about to bring a claim for a violation of employment law must
consider:
a. whether she has the right to
bring a private cause of action
b. whether formal notice must be
given before a claim can be made
c. whether the employee has worked
for the employer for at least one year
d. all of these
e. a and b only
9.
Tri-State Computers, Inc. decided to institute a mandatory arbitration
agreement policy, so posted notice of the policy on its company website for all
of the employees to see. The policy, as described is:
a. enforceable
b. unenforceable
10. The
role of Human Resource managers in compliance with legal requirements regarding
employment law includes:
a. recognizing and analyzing
employment law issues
b. taking action to avoid or prevent
employment disputes
c. enforcing legal requirements
governing employment law
d. all of these
e. two of these
CHAPTER 1
OVERVIEW OF EMPLOYMENT LAW
MULTIPLE CHOICE QUESTIONS
1. William, aged 59, has been employed by your firm for more than 26 years,
and has continually received above-average evaluations. Just before his 27th
anniversary with the firm, you are ordered by your superior, the HR Manager, to
tell him that his employment with the firm is terminated immediately. Given the facts, as presented, the issues
most likely to be raised are:
a. legal
b. ethical
c. medical
d. contract
e. none of these
2. Under U.S. employment laws, employees have the right to:
a. not
be fired, as long as they do a good job and the employer’s financial condition
does not require that employment levels be cut
b. be treated fairly in all aspects of the
workplace, including receiving fair compensation
c. have health insurance and other basic
benefits, provided that they are full-time employees
d. all of the above
e. none of the above
3. In order to determine which employment laws apply to a certain
employer, the employer should consider which of the following factors?
a. the number of employees that work for the
company
b. whether the employer sells goods or
services to the federal government
c. the state(s) in which the employer
operates
d. all of the above
e. none of the above
4. Regarding the historical development of employment law in the
U.S., which of the following statements is true?
a. Most federal employment laws were passed
in the first half of the 19th century in response to growing
industrialization
b. The earliest employment laws focused on
wages and hours
c. Most employment laws were passed with
little conflict, since the need for these laws was evident to employers,
employees and legislators.
d. The importance of employment at will has
increased over time.
e. None of the above.
5. Which of the following is generally true regarding the process of
enforcing employment laws?
a. courts and government agencies hear cases
only after employees come forward with complaints about violations of the law
b. employees are very likely to seize the
opportunity to sue their employers, because all of the cost of employment
litigation is borne by the employer
c. once a claim is brought, a company’s
attorneys deal with it, and managers have little involvement in the case
d. all of the above
e. none of the above
6. In Nino v The Jewelry
Exchange, plaintiff bank employee sued alleging discrimination, and his
employer sought to dismiss the suit, stating that the employee had signed a
mandatory arbitration agreement, so that the suit should go to arbitration. The
employee responded that the mandatory arbitration agreement he had signed was
unconscionable, and therefore, unenforceable. Among other things, the employee
alleged that the arbitration agreement was unconscionable because gave him only
5 days to make a demand for arbitration.
The court ruled:
a. for the Plaintiff employee, because the
agreement was both procedurally and substantively unconscionable.
b. for the Plaintiff employee, because the
arbitration agreement was procedurally unconscionable.
c. for the Defendant employer, because none
of the provisions of the arbitration agreement was unconscionable.
d. for the Defendant employer because the
unconscionable parts of the arbitration agreement could be stricken, and the
arbitration could proceed.
7. Under the “payroll method” approved by the U.S. Supreme Court:
a. employers whose payrolls exceed $500,000
annually are covered by Title VII
b. employers are covered by Title VII if they
had at least 20 employees on the payroll at the time of the alleged
discrimination
c. employers are covered by Title VII if they
had at least 15 employees working and being paid for each working day during at
least 20 weeks in the same or the preceding year
d. employees are counted for each full week
between when they are hired and when they leave employment, regardless of the
number of days or hours worked.
e. none of the above
8. Which of the following statements is true of arbitration?
a. historically, arbitration has been used to
resolve disputes over contractual rights
b. arbitrators’ decisions are usually
advisory and not considered final
c. arbitrators have less control over the
outcomes of disputes than do mediators.
d. arbitration is always more costly and
time-consuming than litigation
e. none of these
9. Regarding the interrelationship of federal and state employment
laws:
a. state laws must be identical to federal law
or the state law is void
b. states may pass laws which reduce employee rights, but may
not enact laws that expand employee protections gra
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