HR 357 / HR357 EMPLOYMENT LAW - UNIT 3: QUIZ 1

HR 357 / HR357 EMPLOYMENT LAW - UNIT 3: QUIZ 1 Score for this quiz: 141 out of 150 Submitted Apr 5 at 3:28pm This attempt took 32 minutes. Members of the Communist Party are not covered under Title VII. True False Ch 3. Title VII excludes communists from being covered. Filing a complaint with the EEOC costs $250. True False it is free to file. Chapter 3. Employees who are wrongfully fired can sue on the basis of constructive discharge. True False unjust dismissal or wrongful discharge Federal law requires that employers write down the reasons why applicants were not hired. True False p. 159, Chapter 4 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. Federal law requires that employers create job availability announcements that encourage diversity in the applicant pool. True False p. 139, Chapter 4 Statements in an employee policy manual are never viewed as binding on the employer. True False Chapter 1 Offering training to independent contractors is recommended. True False Chapter 1 An employer cannot be liable for discrimination if an applicant is never hired. True False Chapter 4 Employers cannot be liable for providing references for former employees. True False Chapter 4 A statement made by an employer during a job interview could create an implied contract. True False Chapter 2 IncorrectQuestion 12 Generally, employers with 15 or more employees must comply with Title VII. True False Chapter 3 Employees who have a one year employment contract are considered at will. True False Chapter 2 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 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 Independent contractors must pay all taxes on their own. True False see lecture for week one Under the economic realities test, a worker is considered an employee if he can quit any time without liability. True False Chapter 1. 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 Business necessity is a defense to disparate impact workplace discrimination. True False Chapter 2 Undue hardship is an employer defense for requests for the accommodation of employee disabilities. True False Chapter 2 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 Inevitable disclosure Chapter 1 A files a claim with the EEOC to allege a Title VII violation. Claimant Defendant Respondent Appellant Chapter 3 The success rate of the EEOC in litigation has been consistently at least . 100% 10% 25% Chapter 3 The definition of an employer… Varies by statute. Is always the same under Federal law. Is determined based on the ratio of independent contractors to employees. None of the above. Chapter one Tests used to determine employee status include: Integrity tests and psychological tests Polygraph tests Drug and alcohol tests chapter one occurs when employers treat similar employees differently due to race, color, sex, national origin, or religion. Disparate treatment Disparate impact Promissory estoppel Retroactive seniority Chapter 2 . A: BFOQ B: Business necessity C: Legitimate, nondiscriminatory reason defense Both A and C Chapter 2 Title VII applies to employment decisions about: Training Hiring and firing Compensation and benefits All of the above Chapter 3 Tests designed to find the best person for a position include: Drug testing Eligibility testing Polygraph testing Alcohol testing Chapter 4. Affirmative action by court order to make up for past discrimination found in the working environment is called . Voluntary affirmative action Judicial affirmative action Reverse discrimination A quota system Chapter 5 In , an employee alleges harm due to an employer's affirmative action plan. Voluntary affirmative action Judicial affirmative action Eligibility testing Reverse discrimination Chapter 5. Cinderella brought a lawsuit against her fairy godmother in district court alleging that she negligently manufactured glass slippers, causing Cinderella to be injured at a ball. The fairy godmother is the: Appellant Defendant Plaintiff Bailor Ch 2 The party who appeals a case to the U. S. Supreme Court is known as: Plaintiff Petitioner Respondent Appellee Chapter 2 Sean was recently fired by his employer although he did nothing wrong. Sean had recently reported his employer to the health inspector for violations. His employer fired him because of that. Sean's attorney told him that he could sue for retaliatory discharge under an exception to the at-will employment doctrine. This exception is called: Promissory estoppel Breach of the implied covenant of good faith and fair dealing All of the above Chapter 2 Employee discrimination claims under Federal law are based on: A: Title VII B: Negligence C: ADEA (Age Discrimination in Employment Act) A and C Chapter 4. Claims of negligencewould be under state law. unless the employer .