BUS 335 WEEK 3 QUIZ 2 CHAPTER 2,3
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BUS 335 WEEK 3 QUIZ 2 CHAPTER 2,3
True / False Questions
1. The employer-employee relationship is the most prevalent type of employment relationship.
True False
1. The employer-employee relationship is the most prevalent type of employment relationship.
True False
2. Employment contracts may be written but not in oral
form.
True False
True False
3. The specificity of the language used in an employment
contract must be very extensive.
True False
True False
4. The formal agreement which specifies the employment
terms and conditions for the employee and employer is called an employment
contract.
True False
True False
5. An employer does not incur any legal responsibilities or
liabilities regarding its employees.
True False
True False
6. The common law principle of employment-at-will says
that, in the absence of any contract language to the contrary, either the
employer or employee may terminate the employment relationship at any time, but
only for certain reasons.
True False
True False
7. There are some restrictions on employment-at-will, such
as statutory requirements for nondiscriminatory termination.
True False
True False
8. An independent contractor is legally considered an
employee of the employer who hired him/her.
True False
True False
9. If an employer hires an independent contractor, it may
reduce the employer’s exposure to laws and regulations governing the employment
relationship.
True False
True False
10. A person is more likely to be considered an independent
contractor if they work without supervision or oversight from the employer.
True False
True False
11. Temporary employees are considered to be employees of
the temporary help agency that obtained them through its own staffing process.
True False
True False
12. Court cases suggest that permatemps (employees from a
staffing agency who have been with the employer for extended period of time)
are still exclusively considered employees of the staffing agency.
True False
Multiple Choice Questions
13. Regarding employment contracts, ________.
A. both written and oral contracts are enforceable
B. employment-at-will is defined under set-term contracts
C. most employees have a contractual right to be discharged only for cause
D. all of the above are correct
True False
Multiple Choice Questions
13. Regarding employment contracts, ________.
A. both written and oral contracts are enforceable
B. employment-at-will is defined under set-term contracts
C. most employees have a contractual right to be discharged only for cause
D. all of the above are correct
14. The most prevalent form of the employment relationship
is _________.
A. independent contractor
B. employer-employee
C. temporary employee
D. employer-employer
A. independent contractor
B. employer-employee
C. temporary employee
D. employer-employer
15. The common law principle which states that, in the
absence of any contract language to the contrary, either the employer or
employee may terminate the employment relationship at any time is called
_________.
A. employment-at-will
B. affirmative action
C. equal employment opportunity
D. a consent decree
A. employment-at-will
B. affirmative action
C. equal employment opportunity
D. a consent decree
16. An example of an exception to the principle of
employment-at-will would be _________.
A. employers cannot discharge employees on the basis of poor performance
B. employers cannot discharge employees on the basis of race
C. employers cannot discharge employees for stealing from the company
D. none of the above
A. employers cannot discharge employees on the basis of poor performance
B. employers cannot discharge employees on the basis of race
C. employers cannot discharge employees for stealing from the company
D. none of the above
17. Which of the following statements is true regarding
independent contractors?
A. An independent contractor is a legal employee of the company which hired him/her.
B. Using an independent contractor increases the employer’s exposure to laws and regulations governing the employment relationship.
C. Using an independent contractor frees an employer from the tax withholding and tax payment obligations it has for its employees.
D. Using an independent contractor substantially increases the right of the employer to control the contractor.
A. An independent contractor is a legal employee of the company which hired him/her.
B. Using an independent contractor increases the employer’s exposure to laws and regulations governing the employment relationship.
C. Using an independent contractor frees an employer from the tax withholding and tax payment obligations it has for its employees.
D. Using an independent contractor substantially increases the right of the employer to control the contractor.
18. Which of the following factors increase the likelihood
that a worker will be considered an independent contractor?
A. The independent contractor works without supervision or oversight from the employer.
B. The independent contractor sets his or her own work hours.
C. The independent contractor is paid by the project rather than by the time spent.
D. All of the above.
A. The independent contractor works without supervision or oversight from the employer.
B. The independent contractor sets his or her own work hours.
C. The independent contractor is paid by the project rather than by the time spent.
D. All of the above.
19. Which of the following is true regarding temporary
employees?
A. Temporary employees are considered to be employees of the organization which is using their services, not the temporary help agency.
B. During job assignments, temporary workers are on the payroll of the organization using their services.
C. Use of temporary workers can often raise issues of “co-employment.”
D. All of the above are correct.
A. Temporary employees are considered to be employees of the organization which is using their services, not the temporary help agency.
B. During job assignments, temporary workers are on the payroll of the organization using their services.
C. Use of temporary workers can often raise issues of “co-employment.”
D. All of the above are correct.
20. What can employers do to ensure that permatemps, that
is, individuals from staffing firms who have long-term relationships with an
employer, are not considered employees of their firm?
A. Never exercise direct control over these people and treat them separate from regular employees.
B. Ensure they provide sufficient training and supervision.
C. Provide permatemps with special hats indicating their status as temporary.
D. None of the above are correct.
A. Never exercise direct control over these people and treat them separate from regular employees.
B. Ensure they provide sufficient training and supervision.
C. Provide permatemps with special hats indicating their status as temporary.
D. None of the above are correct.
Laws and Regulations
True / False Questions
21. Employment laws and regulations exist, in part, to reduce or limit the employer’s power in the employment relationship.
True False
True / False Questions
21. Employment laws and regulations exist, in part, to reduce or limit the employer’s power in the employment relationship.
True False
22. Laws and regulations provide protections to employees
that they could not possibly acquire individually in an employment contract.
True False
True False
23. The Civil Rights Act specifically mentions employment
practices that are permitted for employers.
True False
True False
24. The majority of common law decisions are made at the
federal level.
True False
True False
25. Constitutional law supersedes any other source of law
or regulation.
True False
True False
26. Examples of common law include the Fifth and Fourteenth
Amendments to the Constitution.
True False
True False
27. The Civil Rights Act is a statutory source of
law/regulations.
True False
True False
28. Agencies that enforce staffing laws typically do not
rely on written documents to perform their functions.
True False
Multiple Choice Questions
29. Which of the following statements is true regarding the laws and regulations which govern the employment relationship?
A. Their purpose is to create a reasonable balance of power between the employer and employee.
B. Their purpose is to create a reasonable power advantage for employees.
C. Their purpose is to create a reasonable power advantage for employers.
D. Their purpose is to provide protections for employees only.
True False
Multiple Choice Questions
29. Which of the following statements is true regarding the laws and regulations which govern the employment relationship?
A. Their purpose is to create a reasonable balance of power between the employer and employee.
B. Their purpose is to create a reasonable power advantage for employees.
C. Their purpose is to create a reasonable power advantage for employers.
D. Their purpose is to provide protections for employees only.
30. The primary source of common law is ________.
A. the Constitution
B. federal statutes
C. past court decisions
D. federal agency guidelines
A. the Constitution
B. federal statutes
C. past court decisions
D. federal agency guidelines
31. Due process rights have their primary source in
_________.
A. EEOC guidelines
B. federal statutes
C. state statutes
D. the U.S. Constitution Amendments
A. EEOC guidelines
B. federal statutes
C. state statutes
D. the U.S. Constitution Amendments
32. A _________ is a civil wrong that occurs when the
employer violates a duty owed to its employees or customers that results in
harm or damages.
A. tort
B. crime
C. constitutional law violation
D. failure of due process
A. tort
B. crime
C. constitutional law violation
D. failure of due process
33. Statutory law is derived from ________.
A. court cases
B. the US constitution and its amendments
C. written documents passed by legislative bodies
D. agencies at the federal, state and local levels
A. court cases
B. the US constitution and its amendments
C. written documents passed by legislative bodies
D. agencies at the federal, state and local levels
34. Agencies that regulate fair employment practice exist
at which level?
A. federal
B. state
C. local
D. all of the above
A. federal
B. state
C. local
D. all of the above
35. The role of federal agencies is to __________.
A. develop, create, and implement the law
B. interpret, administer, and enforce the law
C. facilitate greater communication between courts
D. render decisions in court cases regarding employment law
A. develop, create, and implement the law
B. interpret, administer, and enforce the law
C. facilitate greater communication between courts
D. render decisions in court cases regarding employment law
EEO/AA Laws: General Provisions and Enforcement
True / False Questions
36. Whether an organization is covered by the Civil Rights Act, Age Discrimination in Employment Act (ADEA), and Americans With Disabilities Act (ADA) depends on its number of employees.
True False
True / False Questions
36. Whether an organization is covered by the Civil Rights Act, Age Discrimination in Employment Act (ADEA), and Americans With Disabilities Act (ADA) depends on its number of employees.
True False
37. When determining if an organization large enough to be
covered by ADA law, only full-time employees should be included in the employee
count.
True False
True False
38. Company officials and individual managers can be held
personally liable for discrimination under the Civil Rights Act, the ADA, or
the ADEA.
True False
True False
39. The Civil Rights Act prohibits discrimination on the
basis of age or disability status.
True False
True False
40. The Age Discrimination in Employment Act covers
individuals over the age of 40.
True False
True False
41. Employers are required to post notices to all employees
advising them of their rights under the laws EEOC enforces and their right to
be free from retaliation.
True False
True False
42. Claims of disparate treatment focus on the effect of
employment practices, rather than on the motive or intent underlying them.
True False
True False
43. Claims of disparate impact focus on the effect of
employment practices, rather than on the motive or intent underlying them.
True False
True False
44. Applicant flow statistics look at differences in
selection rates (proportion of applicants hired) among different groups for a
particular job.
True False
True False
45. The EEOC’s preferred method of settlement for
employment discrimination claims is a lawsuit.
True False
True False
More Questions are Included…
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