CHAPTER 1
OVERVIEW OF EMPLOYMENT LAW
Test Bank Questions
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 27 th 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
Answer: B
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
Answer: E
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
Answer: D
,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 29 th 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
Answer: E
5. Which of the following is generally true regarding the process of enforcing employment
laws?
a. Courts and government agencies act 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
Answer: A
6. In Shero v. Grand Savings Bank, plaintiff bank employee was sued by the city, and
countersued, in part under the Open Records Act of Oklahoma. The bank demanded
that employee withdraw his suit against the City, a bank customer, but employee
refused, and was fired. The court ruled:
a. Plaintiff should be reinstated because his firing for exercising his legal rights
contravened the public policy of Oklahoma’s Open Meetings Act.
, b. Plaintiff was permissibly fired because the Oklahoma Open Meetings Act did
not establish a prohibition against terminating employment, and thus the
termination did not violate Oklahoma’s public policy.
c. Plaintiff should be reinstated because his firing for exercising his legal rights
contravened public policy, as a matter of law.
d. Plaintiff was permissibly fired because there is no law prohibiting an
employer from forcing an employee to dismiss a lawsuit in which the
employer is implicated.
Answer: B
OVERVIEW OF EMPLOYMENT LAW
Test Bank Questions
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 27 th 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
Answer: B
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
Answer: E
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
Answer: D
,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 29 th 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
Answer: E
5. Which of the following is generally true regarding the process of enforcing employment
laws?
a. Courts and government agencies act 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
Answer: A
6. In Shero v. Grand Savings Bank, plaintiff bank employee was sued by the city, and
countersued, in part under the Open Records Act of Oklahoma. The bank demanded
that employee withdraw his suit against the City, a bank customer, but employee
refused, and was fired. The court ruled:
a. Plaintiff should be reinstated because his firing for exercising his legal rights
contravened the public policy of Oklahoma’s Open Meetings Act.
, b. Plaintiff was permissibly fired because the Oklahoma Open Meetings Act did
not establish a prohibition against terminating employment, and thus the
termination did not violate Oklahoma’s public policy.
c. Plaintiff should be reinstated because his firing for exercising his legal rights
contravened public policy, as a matter of law.
d. Plaintiff was permissibly fired because there is no law prohibiting an
employer from forcing an employee to dismiss a lawsuit in which the
employer is implicated.
Answer: B
