Chapter 34 Review
A whistleblower is an employee who publicly reveals a co-worker's unsafe or illegal activity.
False
An employer can eliminate a worker's medical, optical, or dental insurance coverage on the voluntary termination of the worker's employment.
False
An employer can waive or reduce the federal overtime pay requirements if the waiver or reduction is applied to all otherwise eligible and ineligible employees.
False
An employer may fire a worker for reasons that violate a fundamental public policy if that policy is clearly expressed in statutory law.
False
Employees who work ten hours a day, for four days a week, are entitled to overtime pay because they work more than eight hours a day.
False
For a union election to be held, the organizers must show that a majority of the workers support the union.
False
To pay for social insurance programs administered by the Social Security Administration, employers, employees, and the unemployed must contribute.
False
To receive benefits under a state workers' compensation law, an employee injured on the job must promptly sue the employer.
False
An employee's reasonable expectation in response to an employer's promise is key to a finding of an implied employment contract.
True
An employer cannot discharge a worker who, in good faith, refuses to work in a high-risk area if bodily harm or death might result.
True
An injury that occurs while an employee is commuting to or from work is usually not considered to have occurred on the job or in the course of employment and hence is not covered by workers' compensation law.
True
Employers who provide health insurance to their employees must ensure that the employees' health information is not disclosed to unauthorized parties.
True
If a state law requires employers to give employees one day off per week, an employee who works that one day may be entitled to overtime pay under federal law.
True
If an employer does not pay unemployment taxes, the government can place a lien on the business's property to secure the debt.
True
The National Labor Relations Act established the right of private-sector employees to form unions and to strike.
True
The permissibility of a private employer's drug testing of employees may hinge on whether the testing is reasonable.
True
When workers must be laid off, the company cannot consider union participation as a criterion for deciding whom to fire.
True
Denny works for Engineers P.A. While working on an Engineers project, Denny is injured. Under state workers' compensation laws, he will be compensated only if the injury was
accidental.
Owen is an employee of Paving Inc., which is performing a contract for the federal government. Owen learns that Paving is overcharging for the work. If he publicly reports the fraud, the law may protect him from being fired from his job. With respect to the employment-at-will doctrine, this is
an exception based on a statute.
Devon takes temporary family leave from her job at Equipment Sales Company to care for a newborn baby. With respect to Devon's health-care coverage, during the leave, under the Family and Medical Leave Act, Equipment
must continue it.
Luke takes temporary family leave from his job at Metal Works Corporation to arrange for child care and deal with financial and legal matters when Nancy, his spouse, a U.S. Marine on active duty, is deployed overseas. On Luke's return from the leave, Metal Works must
restore him to his same position or a comparable position.
Retail Company is located in Seattle, Washington, where the city and the state have minimum wage laws. Retail pays its starting employees the legal minimum rate, which, among the governing laws, is
the highest minimum wage.
The Family and Medical Leave Act requires certain employers to provide eligible employees with family or medical leave for any of the following reasons except
to go on an extended family vacation.
Salsa Inc. employs three hundred workers at four locations in two states. Under federal law, Salsa must provide each employee, during any twelve-month period, family or medical leave of
up to twelve weeks.
A worker who has voluntarily left his or her job qualifies for unemployment compensation to partially make up for the worker's loss of income.
False
An employee must complete Form I-9, Employment Eligibility Verification, within three days of the commencement of employment.
False
An employer is not prohibited from intercepting and monitoring all communications made on electronic devices by employees during business hours.
False
An express employment contract cannot protect an employee from discharge without good cause.
False
Certain employers are required to keep occupational injury and health records for each employee, but due to privacy concerns, no employer is permitted to electronically post those records.
False
During an employee's leave under the Family and Medical Leave Act, an employer must continue to compensate the employee to avoid the potential negative effect of unpaid leave on interstate commerce.
False
In states that require a minimum wage that is higher than the specified federal minimum wage, employees are entitled only to the lower federal amount.
False
Notifying employees that their e-mails and phone calls may be monitored protects an employer who also monitors social media posts and text messages from liability for invasion of privacy.
False
The Immigration Reform and Control Act makes it legal to hire, recruit, or refer for a fee someone not authorized to work in this country.
False
To avoid permitting a key employee to take family or medical leave, an employer must show that the leave would cause "substantial injury" to the employer.
False
An eligible employee may take unpaid leave under the Family and Medical Leave Act for family or medical reasons, and in certain situations that arise from military service.
True
Discharging an employee soon after hiring with a promise of "long-term employment" may give rise to an action against the employer for fraud.
True
During collective bargaining sessions, both parties may engage in hard bargaining, but the process must be geared to reaching a compromise.
True
Federal wage-hour requirements apply to all employers engaged in interstate commerce, in producing goods for interstate commerce, and in certain other businesses.
True
Most of the states and the federal government have enacted statutes to protect employees who report wrongdoing from employer retaliation.
True
Private employers are generally free to hire and fire workers at will.
True
The Immigration Act limits the number of legal immigrants entering the United States.
True
To be eligible for unemployment compensation, a worker must be willing and able to work.
True
Frank is an employee of Guitar Makers LLC. Guitar's employee manual states that workers, such as Frank, will be dismissed only for good cause. With respect to the employment-at-will doctrine, this is
an exception based on contract theory.
Health Clinic Inc. has no written employment manual or oral discharge policy, avoids abusive treatment of its staff, and acts to prevent illegal and unsafe activities. The clinic freely hires and fires its employees, who are similarly free to quit at any time. With respect to the employment-at-will doctrine, this is
an exception based on public policy.
Lin is an employee at Manufacturing Plant Inc. Lin is called for jury duty and as a result cannot work her scheduled shift. The plant fires Lin, who subsequently successfully sues her employer for reinstatement. With respect to the employment-at-will doctrine, this is
an exception based on public policy.
Federal overtime provisions apply only after a covered employee works more than
forty hours in a week.
Aircraft Corporation employs mechanics, programmers, outside salespersons, and professionals, including pilots. Employees exempt from the Fair Labor Standards Act's overtime provisions include all of the following except
mechanics.
Food Mart Company employs workers, including Gina, at six locations in two states. Food Mart's discharge of Gina against the terms of an implied employment contract may result in
the employer's liability for breach of contract.
Elin is thirteen years old. Under the Fair Labor Standards Act, she cannot
work in a hazardous occupation.
Tom is seventeen years old. Under the Fair Labor Standards Act, he cannot
work in a hazardous occupation.
