Law of the Workplace quiz 1 U.S. Employment Law

Sources of employment law include all of the following EXCEPT: a. federal law b. state law c. ads for job openings d. constitutions

C. Ads for job openings

Employment laws are passed only by state and federal governments, not by cities or counties. True False

False

There are more firms with 0-4 employees than any other size firms. True False

True

Which of the following is generally true regarding the process of enforcing employment laws? a. courts and government agencies hear cases 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. employment laws apply only to full time employees

a. Courts and government agencies hear cases only after employees come forward with complaints about violations of the law.

The contract referred to in the preceding question is: a. procedurally unconscionable b. substantively unconscionable

a. procedurally unconscionable

If Pedro works for the City of Trenton, he is in: a. the public sector b. the private sector c. a union workplace d. a non-union workplace

a. public sector

Dean got a job as a copy writer for a publishing firm, and after working for the firm for two years, was told he was required to sign a mandatory arbitration agreement and agree to submit any employment disputes to binding arbitration. Dean was also told that if he would not sign it as is, he would be fired. Dean: a. will have to sign the agreement if he wants to keep his job b. does not have to sign the agreement, and can still keep his job

a. will have to sign the agreement if he wants to keep his job

What powers do agencies not have: a. Investigate violations of the law. b. Amend the Constitution. c. Prosecute criminal cases. d. Create law. e. All of the above. f. None of the above.

b. Amend the constitution

When determining which employment laws apply to a certain employer, which of the following factors does NOT apply? a. the number of employees that work for the company b. whether the employer sells goods or services to the state government where it is located c. the state(s) in which the employer operates d. whether the employer sells goods or services to the federal government

b. whether the employer sells goods or services to the state government where it is located.

Which of the following is true of the enforcement process for discrimination charges brought under Title VII? a. the plaintiff may choose to begin in the state civil rights agency, or may file directly with the EEOC as they wish b. charges must be brought within 60 days of the alleged discriminatory act c. a right to sue letter must be obtained from the EEOC before a plaintiff can file suit in court d. the plaintiff will have 60 days to file her lawsuit

c. a right to sue letter must be obtained from the EEOC before a plaintiff can file suit in court.

In considering whether an employment termination was legal, the court considers: a. whether the termination was fair b. whether the termination was necessary c. whether the termination was wise. d. whether the termination was legally permissible

d. whether the termination was legally permissable

Regarding the interrelationship of federal and state employment laws: a. state laws must be identical to federal law or the state law is void b. states may pass laws which reduce employee rights, but may not enact laws that expand employee protections granted in federal laws c. states may pass laws which expand employee rights, but may not enact laws that reduce employee protections granted in federal laws d. employment law is exclusively a federal domain, so states may not enact laws when federal law already exists

C. States may pass laws which expand employee rights, but may not enact laws that reduce employee protections granted in federal laws

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

D. All of the above

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

E. None of the above

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 19th 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.

None of the above

Regarding arbitration, which of the following statements is true? a. historically, arbitration has been used to resolve disputes over contractual rights b. arbitrators' decisions are usually advisory and not considered final c. arbitrators have less control over the outcomes of disputes than do mediators. d. arbitration is always more costly and time-consuming than litigation e. none of these

historically, arbitration has been used to resolve disputes over contractual rights.