HFT 2220 Final Exam Questions with
Correct Answers
Interim standard - ANSWER-A guideline established by OSHA immediately after the
act, and used for a two-year period
jurisdictional strikes - ANSWER-Disputes between two unions over which should act
as the bargaining agent for the employee
Mediation - ANSWER-A private negotiation and decision-making process in which a
mediator assists individuals or groups in finding a resolution to a particular issue or
conflict
Material safety data sheets (MSDSs) - ANSWER-Required by OSHA, an MSDS is a
detailed description of each hazardous chemical located in the workplace, which
includes information regarding potential health risks, symptoms, and treatment
measures to be taken if exposure occurs.
Permanent standard - ANSWER-Guidelines established by OSHA and based on
NIOSH research, or research by employers, unions, industrie
Polygraph test - ANSWER-An instrument that records continuously, visually,
permanently, and simultaneously records changes in cardiovascular, respiratory, and
electrodermal patterns as minimum instrumentation standards, and is used to render
a diagnostic opinion as to the honesty or dishonesty of an individual
Right-to-work laws - ANSWER-A state law preventing labor-management
agreements requiring an individual to join a union as a condition of employment.
Secondary boycotts - ANSWER-A boycott against an already organized company
doing business with another company that a union is trying to organize.
Serious health condition - ANSWER-An illness, injury, impairment, or physical or
mental condition that involves inpatient care in a hospital, hospice, or residential
medical care facility or continuing treatment by a health care provider
Sexual harassment - ANSWER-Unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature constitute sexual
harassment when this conduct explicitly or implicitly affects an individual's
employment, unreasonably interferes with an individual's work performance, or
creates an intimidating, hostile, or offensive work environment.
Wildcat strikes - ANSWER-Strikes not recognized by union leadership. In most
wildcat strikes, one group of employees strikes over issues that relate only to their
,work unit. Employers can replace workers in wildcat strikes and can sue the union
for damages
Important employee rights include the following: - ANSWER-•Right to privacy (may
be limited where e-mail and Internet use is concerned) • Right to be free from
discrimination and harassment of all types • Right to a safe workplace free of
dangerous conditions, toxic substances, and other potential safety hazards
• Right to be free from retaliation for filing a claim or complaint against an employer
(these are sometimes called "whistleblower" rights)
• Right to fair wages for work performed
True or False: Employers have a moral duty to follow federal, state, and local laws
that concern the work environment. The employers' legal obligations pertain to their
employees, as well as to their customers. - ANSWER-True
Harassment becomes unlawful where: - ANSWER-(a) enduring the offensive
conduct becomes a condition of continued employment, or (b) the conduct is severe
or pervasive enough to create a work environment that a reasonable person would
consider intimidating, hostile, or abusive.
_____________________ also prohibit harassment against individuals in retaliation
for filing a discrimination claim, for testifying, or for participating in any way in an
investigation, proceeding, or lawsuit under these laws, or by opposing employment
practices that they rea-\sonably believe discriminate against individuals, in violation
of these laws. - ANSWER-Antidiscrimination Laws
True or False: - ANSWER-Petty slights, annoyances, and isolated incidents (unless
extremely serious) will not rise to the level of illegality. To be unlawful, the conduct
must create a work environment that would be intimidating, hostile, or offensive to
reasonable people.
Offensive conduct may include - ANSWER-but is not limited to, offensive jokes,
slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or
mockery, insults or put-downs, offensive objects or pictures, and interference with
work performance.
. Harassment can occur in a variety of circumstances, including, but not limited to,
the following: - ANSWER-• The harasser can be the victim's supervisor, a supervisor
in another area, an agent of the employer, a coworker, or a nonemployee (i.e., a
customer).
• The victim does not have to be the person harassed, but can be anyone affected by
the offensive conduct.
• Unlawful harassment may occur without economic injury to, or discharge of, the
victim
True or False" The employer will also be liable for harassment by nonsupervisory
employees or nonemployees over whom it has control (e.g., independent
contractors, vendors, or customers on the premises), if it knew, or should have
known about the harassment and failed to take prompt and appropriate corrective
action - ANSWER-True
,Who investigates harassments allegations? - ANSWER-EEOC
Ture or False: - ANSWER-A determination of whether harassment is severe or
pervasive enough to be illegal is made on a case-by-case basis
What constitutes sexual harrasment? - ANSWER-When this conduct explicitly or
implicitly affects an individual's employment, unreasonably interferes with an
individual's work performance, or creates an intimidating, hostile, or offensive work
environment, then this constitutes sexual harassment
Sexual harassment can occur in a variety of circumstances including, but not limited
to,
the following: - ANSWER-• The victim as well as the harasser may be a woman or a
man. The victim does not have to be of the opposite sex.
• The harasser can be the victim's supervisor, an agent of the employer, a supervisor
in another area, a coworker, or a nonemployee.
• The victim does not have to be the person harassed but could be anyone affected
by the offensive conduct.
• Unlawful sexual harassment may occur without economic injury to or discharge of
the victim.
• The harasser's conduct must be unwelcome
_____________ is the best method to eliminate sexual harassment in the workplace.
- ANSWER-Prevention
True or False: In fiscal year 2008, EEOC received 13,867 charges of sexual
harassment; males filed
15.9 percent of those charges. EEOC resolved 11,731 sexual harassment charges in
FY 2008 and recovered $47.4 million in monetary benefits for charging parties and
other aggrieved individu-als (not including monetary benefits obtained through
litigation).1 - ANSWER-True
Fair Labor Standards Act of 1938 - ANSWER-The Fair Labor Standards Act of 1938
(FLSA), which prescribes standards for the basic mini-mum wage and overtime pay,
affects most private and public employment. It requires employers to pay covered
employees, who are not otherwise exempt; at least the federal minimum wage and
overtime pay equal to one and one-half times the regular rate of pay. For
nonagricultural operations, it restricts the hours that children under age 16 can work
and forbids the employment of children under age 18 in certain jobs that are deemed
too dangerous. For agricultural operations, it prohibits the employment of children
under age 16 during school hours and in certain other jobs deemed too dangerous.
The act is administered by the Wage and Hour Division within the U.S. Department
of Labor (DOL). Managers will need to review 17 different areas in regard to FLSA.
See Figure 3.2 for an overview.
Occupational safety and Health act of 197 - ANSWER-The purpose of Occupational
Safety and Health Act of 1970 (OSHA) was to centralize the regula-tion of workforce
safety and to expand workplace safety. This act has been deemed one of the most
controversial since World War II. OSHA was created to legitimize and standardize
, workplace safety rules and regulations. This act created three new government
agencies: (a) Occupational Safety and Health Administration—responsible for
enforcing regulations for job safety, issuing citations, and deciding on penalties; (b)
Occupational Safety and Health Review Commission—an appeal board of three
members chosen by the president of the United States whose job is to settle any
disputes between OSHA and organizations; and (c) National Institute of
Occupational Safety and health (NIOSH)—an agency responsible for research into
work safety. In the late 1970s, the U.S. Supreme Court ruled against OSHA, stating
its "no risk" policy
was too strict, and employers could not follow the regulations. OSHA changed the
requirement to a "sufficiently risk-free workplace." The term sufficiently risk-free work
place emphasizes the protection of employees from foreseeable health and safety
issues. Organizations engaged in any form of commerce are subject to OSHA's
three types of standards: (a) interim—standards established immediately after the
act, and used for a two-year period, (b) permanent—based on NIOSH research, or
research by employers, unions, industries, and (c) emergency—issued by the U.S.
secretary of labor when immediate action is needed.
OSHA created three new government agencies - ANSWER-: (a) Occupational Safety
and Health Administration—responsible for enforcing regulations for job safety,
issuing citations, and deciding on penalties; (b) Occupational Safety and Health
Review Commission—an appeal board of three members chosen by the president of
the United States whose job is to settle any disputes between OSHA and
organizations; and (c) National Institute of Occupational Safety and health (NIOSH)
—an agency responsible for research into work safety.
Why did the U.S Supreme Court ruled against OSHA? - ANSWER-It stated that it's
"no risk" policy
was too strict, and employers could not follow the regulations.
Why did OSHA changed the requirement to a "sufficiently risk-free workplace."? -
ANSWER-The term sufficiently risk-free work place emphasizes the protection of
employees from foreseeable health and safety issues.
What are OSHA's three types of standards? - ANSWER-(a) interim—standards
established immediately after the act, and used for a two-year period, (b) permanent
—based on NIOSH research, or research by employers, unions, industries, and (c)
emergency—issued by the U.S. secretary of labor when immediate action is needed.
OSHA citations can be issued in eight different categories: - ANSWER-1. Imminent
danger—generally results in a restraining order to stop the work conditions or
practice that caused the violation
2. Willful or repeated violations 3. Serious danger 4. Non serious danger 5. Failure to
correct a violation 6. Willful violation that causes an employee's death 7. Posting
requirement 8. Minimal violation (or de minimis
FLSA Component: Exempt versus nonexempt employees - ANSWER-Caution:
Exempt employees are generally executive, administrative, or professional
employees. Job description, wage (salary) rates, methods of payment, and functions
performed by the employee should be consistent with exempt or nonexempt status
Correct Answers
Interim standard - ANSWER-A guideline established by OSHA immediately after the
act, and used for a two-year period
jurisdictional strikes - ANSWER-Disputes between two unions over which should act
as the bargaining agent for the employee
Mediation - ANSWER-A private negotiation and decision-making process in which a
mediator assists individuals or groups in finding a resolution to a particular issue or
conflict
Material safety data sheets (MSDSs) - ANSWER-Required by OSHA, an MSDS is a
detailed description of each hazardous chemical located in the workplace, which
includes information regarding potential health risks, symptoms, and treatment
measures to be taken if exposure occurs.
Permanent standard - ANSWER-Guidelines established by OSHA and based on
NIOSH research, or research by employers, unions, industrie
Polygraph test - ANSWER-An instrument that records continuously, visually,
permanently, and simultaneously records changes in cardiovascular, respiratory, and
electrodermal patterns as minimum instrumentation standards, and is used to render
a diagnostic opinion as to the honesty or dishonesty of an individual
Right-to-work laws - ANSWER-A state law preventing labor-management
agreements requiring an individual to join a union as a condition of employment.
Secondary boycotts - ANSWER-A boycott against an already organized company
doing business with another company that a union is trying to organize.
Serious health condition - ANSWER-An illness, injury, impairment, or physical or
mental condition that involves inpatient care in a hospital, hospice, or residential
medical care facility or continuing treatment by a health care provider
Sexual harassment - ANSWER-Unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature constitute sexual
harassment when this conduct explicitly or implicitly affects an individual's
employment, unreasonably interferes with an individual's work performance, or
creates an intimidating, hostile, or offensive work environment.
Wildcat strikes - ANSWER-Strikes not recognized by union leadership. In most
wildcat strikes, one group of employees strikes over issues that relate only to their
,work unit. Employers can replace workers in wildcat strikes and can sue the union
for damages
Important employee rights include the following: - ANSWER-•Right to privacy (may
be limited where e-mail and Internet use is concerned) • Right to be free from
discrimination and harassment of all types • Right to a safe workplace free of
dangerous conditions, toxic substances, and other potential safety hazards
• Right to be free from retaliation for filing a claim or complaint against an employer
(these are sometimes called "whistleblower" rights)
• Right to fair wages for work performed
True or False: Employers have a moral duty to follow federal, state, and local laws
that concern the work environment. The employers' legal obligations pertain to their
employees, as well as to their customers. - ANSWER-True
Harassment becomes unlawful where: - ANSWER-(a) enduring the offensive
conduct becomes a condition of continued employment, or (b) the conduct is severe
or pervasive enough to create a work environment that a reasonable person would
consider intimidating, hostile, or abusive.
_____________________ also prohibit harassment against individuals in retaliation
for filing a discrimination claim, for testifying, or for participating in any way in an
investigation, proceeding, or lawsuit under these laws, or by opposing employment
practices that they rea-\sonably believe discriminate against individuals, in violation
of these laws. - ANSWER-Antidiscrimination Laws
True or False: - ANSWER-Petty slights, annoyances, and isolated incidents (unless
extremely serious) will not rise to the level of illegality. To be unlawful, the conduct
must create a work environment that would be intimidating, hostile, or offensive to
reasonable people.
Offensive conduct may include - ANSWER-but is not limited to, offensive jokes,
slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or
mockery, insults or put-downs, offensive objects or pictures, and interference with
work performance.
. Harassment can occur in a variety of circumstances, including, but not limited to,
the following: - ANSWER-• The harasser can be the victim's supervisor, a supervisor
in another area, an agent of the employer, a coworker, or a nonemployee (i.e., a
customer).
• The victim does not have to be the person harassed, but can be anyone affected by
the offensive conduct.
• Unlawful harassment may occur without economic injury to, or discharge of, the
victim
True or False" The employer will also be liable for harassment by nonsupervisory
employees or nonemployees over whom it has control (e.g., independent
contractors, vendors, or customers on the premises), if it knew, or should have
known about the harassment and failed to take prompt and appropriate corrective
action - ANSWER-True
,Who investigates harassments allegations? - ANSWER-EEOC
Ture or False: - ANSWER-A determination of whether harassment is severe or
pervasive enough to be illegal is made on a case-by-case basis
What constitutes sexual harrasment? - ANSWER-When this conduct explicitly or
implicitly affects an individual's employment, unreasonably interferes with an
individual's work performance, or creates an intimidating, hostile, or offensive work
environment, then this constitutes sexual harassment
Sexual harassment can occur in a variety of circumstances including, but not limited
to,
the following: - ANSWER-• The victim as well as the harasser may be a woman or a
man. The victim does not have to be of the opposite sex.
• The harasser can be the victim's supervisor, an agent of the employer, a supervisor
in another area, a coworker, or a nonemployee.
• The victim does not have to be the person harassed but could be anyone affected
by the offensive conduct.
• Unlawful sexual harassment may occur without economic injury to or discharge of
the victim.
• The harasser's conduct must be unwelcome
_____________ is the best method to eliminate sexual harassment in the workplace.
- ANSWER-Prevention
True or False: In fiscal year 2008, EEOC received 13,867 charges of sexual
harassment; males filed
15.9 percent of those charges. EEOC resolved 11,731 sexual harassment charges in
FY 2008 and recovered $47.4 million in monetary benefits for charging parties and
other aggrieved individu-als (not including monetary benefits obtained through
litigation).1 - ANSWER-True
Fair Labor Standards Act of 1938 - ANSWER-The Fair Labor Standards Act of 1938
(FLSA), which prescribes standards for the basic mini-mum wage and overtime pay,
affects most private and public employment. It requires employers to pay covered
employees, who are not otherwise exempt; at least the federal minimum wage and
overtime pay equal to one and one-half times the regular rate of pay. For
nonagricultural operations, it restricts the hours that children under age 16 can work
and forbids the employment of children under age 18 in certain jobs that are deemed
too dangerous. For agricultural operations, it prohibits the employment of children
under age 16 during school hours and in certain other jobs deemed too dangerous.
The act is administered by the Wage and Hour Division within the U.S. Department
of Labor (DOL). Managers will need to review 17 different areas in regard to FLSA.
See Figure 3.2 for an overview.
Occupational safety and Health act of 197 - ANSWER-The purpose of Occupational
Safety and Health Act of 1970 (OSHA) was to centralize the regula-tion of workforce
safety and to expand workplace safety. This act has been deemed one of the most
controversial since World War II. OSHA was created to legitimize and standardize
, workplace safety rules and regulations. This act created three new government
agencies: (a) Occupational Safety and Health Administration—responsible for
enforcing regulations for job safety, issuing citations, and deciding on penalties; (b)
Occupational Safety and Health Review Commission—an appeal board of three
members chosen by the president of the United States whose job is to settle any
disputes between OSHA and organizations; and (c) National Institute of
Occupational Safety and health (NIOSH)—an agency responsible for research into
work safety. In the late 1970s, the U.S. Supreme Court ruled against OSHA, stating
its "no risk" policy
was too strict, and employers could not follow the regulations. OSHA changed the
requirement to a "sufficiently risk-free workplace." The term sufficiently risk-free work
place emphasizes the protection of employees from foreseeable health and safety
issues. Organizations engaged in any form of commerce are subject to OSHA's
three types of standards: (a) interim—standards established immediately after the
act, and used for a two-year period, (b) permanent—based on NIOSH research, or
research by employers, unions, industries, and (c) emergency—issued by the U.S.
secretary of labor when immediate action is needed.
OSHA created three new government agencies - ANSWER-: (a) Occupational Safety
and Health Administration—responsible for enforcing regulations for job safety,
issuing citations, and deciding on penalties; (b) Occupational Safety and Health
Review Commission—an appeal board of three members chosen by the president of
the United States whose job is to settle any disputes between OSHA and
organizations; and (c) National Institute of Occupational Safety and health (NIOSH)
—an agency responsible for research into work safety.
Why did the U.S Supreme Court ruled against OSHA? - ANSWER-It stated that it's
"no risk" policy
was too strict, and employers could not follow the regulations.
Why did OSHA changed the requirement to a "sufficiently risk-free workplace."? -
ANSWER-The term sufficiently risk-free work place emphasizes the protection of
employees from foreseeable health and safety issues.
What are OSHA's three types of standards? - ANSWER-(a) interim—standards
established immediately after the act, and used for a two-year period, (b) permanent
—based on NIOSH research, or research by employers, unions, industries, and (c)
emergency—issued by the U.S. secretary of labor when immediate action is needed.
OSHA citations can be issued in eight different categories: - ANSWER-1. Imminent
danger—generally results in a restraining order to stop the work conditions or
practice that caused the violation
2. Willful or repeated violations 3. Serious danger 4. Non serious danger 5. Failure to
correct a violation 6. Willful violation that causes an employee's death 7. Posting
requirement 8. Minimal violation (or de minimis
FLSA Component: Exempt versus nonexempt employees - ANSWER-Caution:
Exempt employees are generally executive, administrative, or professional
employees. Job description, wage (salary) rates, methods of payment, and functions
performed by the employee should be consistent with exempt or nonexempt status
