1) The process by which employers and employees’ representatives negotiate and a
ID: 2439750 • Letter: 1
Question
1)
The process by which employers and employees’ representatives negotiate and agree on the terms of employment for the employees is called:
(1pts)
collective bargaining.
union representation.
a secondary boycott.
reasonable negotiation.
2)
The five members of the National Labor Relations Board are:
(1pts)
appointed by the senate.
elected by union members from five areas of the country.
appointed by employers and unions.
appointed by the president.
3)
Which of the following is NOT an unfair labor practice by an employer?
(1pts)
Favoring an employee because of union membership
Contributing financial support to a union
Dominating any labor organization
Refusing to bargain with a union before its certification
4)
It is an unfair labor practice for a certified union or its leaders to:
(1pts)
bar a worker from the union because of disagreement with the union.
picket an employer to force it to bargain with the union.
conduct a secondary boycott in the garment industry.
call a strike allowed by law.
5)
Which of the following acts established the Equal Employment Opportunity Commission, which hears complaints alleging violations of laws by employers?
(1pts)
The Fair Labor Standards Act
The Age Discrimination in Employment Act
The Equal Pay Act
Title VII of the federal Civil Rights Act of 1964
6)
Under the Equal Pay Act of 1963, an employer is not required to pay employees at the same rate if the payments are made on the basis of:
(1pts)
color.
sex.
seniority.
age.
7)
A person is eligible for benefits under the Americans with Disabilities Act if he or she:
(1pts)
is unable to efficiently perform the essential functions of the job.
suffers from alcoholism and a gambling addiction.
suffers from a short-term nonchronic impairment.
suffers from a chronic illness that leaves him unable to walk.
8)
Which of the following is true of the Employee Polygraph Protection Act (EPPA)?
(1pts)
It does not authorize the employees to sue the employer for punitive damages for violation of the act.
It prohibits federal, state, and local governments from subjecting their employees to polygraphs.
It was enacted to limit the use of lie detector tests for pre-employment screening and random testing of employees by private employers.
It does not require that an employer give any written notice to an employee before administering a polygraph test on the employee in case of investigation of a theft.
9)
Benefits under the Family and Medical Leave Act (FMLA):
(1pts)
are given to employees of all public and private employers.
are for employees who have worked for the employer for at least twelve months and 1,250 hours
are only given if employees give thirty days’ notice of a leave request.
include unlimited paid leave when an employee has a “serious health condition”.
10)
Which of the following is true of the provisions of the federal Worker Adjustment and Retraining Notification Act (WARN)?
(1pts)
WARN does not require businesses to give full 60 days’ notice to employees if a mass layoff occurs as a result of a labor dispute.
WARN requires businesses to give a written notice to an employee who has been discharged for cause.
WARN requires businesses to notify temporary employees about layoffs on completion of a project.
WARN requires businesses to give employees notice of a mass layoff if it results in an employment loss for thirty-three percent of full-time employees at a single site during a 30-day period.
Brief Hypotheticals
11)
Which of the following groups of people is covered by federal labor laws requiring employers to bargain collectively with their employees?
(1pts)
Employees engaged in interstate commerce not otherwise excluded
Government employees
Agricultural workers
Domestic employees
12)
Action Inc., a shoe manufacturing company in Ohio had 100 employees and sold its shoes to retailers across the nation. Employees Anderson, Simpson and Voss started a union, but needed money to pay the expense of printing information about unionization and its benefits so they could persuade others to join. Action’s president gave them $1,000. The union did not allow one employee, Adams, to join because he tried to convince the others not to unionize. Who has committed an unfair labor practice?
(1pts)
Just the union
Just Action Inc.
Action Inc. and the union
Adams
13)
Andre Williams was the only African–American in a team of six that worked in the sales department at Ittorel, a nationwide manufacturing company with 200 employees. Andre was regularly given sales targets which were higher than his peers’. His incentives were also much lower than those of his peers. Andre believed that the difference in targets and pay was a consequence of his race. Andre could sue Ittorel for discrimination under the:
(1pts)
Equal Pay Act.
Fair Labor Standards Act.
Civil Rights Act of 1964.
Disparate Impact Act.
14)
Amanda Crowe worked as a human resources manager at Adrian Technologies. William Blass and Joshua Winslow also worked as human resources managers at the company. Their work roles and responsibilities were the same as Amanda’s. However, Amanda noticed that William and Joshua had base pay that was much higher than the base pay she received, although all three had the same amount of experience on the job and similar educational backgrounds. Her guaranteed pay was also less than that of her two male colleagues. Amanda should sue Adrian Technologies for employment discrimination under the:
(1pts)
Equal Pay Act.
Federal Social Security Act.
Employee Polygraph Protection Act.
Civil Rights Act of 1964.
15)
Nathan Finch worked as an accountant at Adel Finance, a company that prepared tax returns for its clients. After working for two years, the company discovered from reports provided by the company’s insurance carrier that Adel’s family had a history of a genetic disorder that led to gradual blindness. Even though Finch did not have the disorder, the company denied promotions to Finch based on these reports. Which of the following laws will allow Finch to claim compensation from his employer?
(1pts)
The Age Discrimination in Employment Act
The Civil Rights Act of 1964
The Employee Polygraph Protection Act
The Americans with Disabilities Act
16)
Marlin Pearson worked as a research assistant in a mobile phone manufacturing company. In spite of the fact that employees did not work in close contact with one another, the employer required all employees to take a blood test to determine whether they had AIDS. When Pearson refused to take the test, he was fired. Which of the following laws could help Pearson regain his job?
(1pts)
The Americans with Disabilities Act
The Fourth Amendment to the Constitution
The Employee Polygraph Protection Act
The Civil Rights Act of 1964
17)
Pamela Connor worked full time as a technical writer at Omega Technologies. She had worked for the company for three years. Pamela applied for maternity leave starting on January 10th and was granted leave until March 10th. Her baby was born on January 14th. However, Pamela did not report to work again until June. She did not inform any of her superiors that she wished to take an extended leave. Omega Technologies fired her in June. Which of the following is true according to the federal Family and Medical Leave Act?
(1pts)
Omega Technologies is liable to pay her salary from January until June as compensation.
Pamela can require that the company reinstate her in her job.
Pamela cannot force the company to compensate her for terminating her employment.
The company is liable for not giving her prior notice before terminating her employment.
18)
Gibson Manufacturing made small motors and employed 250 workers at its plant in Huntsville, AL. When the demand for the motors unexpectedly disappeared, Gibson could not afford to keep the plant in operation. Gibson closed the plant discharging all the employees without giving sixty days’ written notice. Employee Jesse Walkers had heard of a federal law requiring employers to give prior written notice of a plant closing. What recovery is he likely to obtain if he sues Gibson?
(1pts)
Back pay
Benefits under Gibson’s employee benefit plan
Nothing
His reasonable attorneys’ fees
Legal Reasoning
19)
“Touch,” a rug manufacturing company employed 300 workers. The workers, however, were highly dissatisfied with the company’s pay and working conditions. The head of the employees’ union tried bargaining with the top management for higher pay. However, management did not budge. The union contacted “Threads,” one of Touch’s major suppliers, and asked it to stop doing business with Touch. What is this action called?
(1pts)
Employee battery
A strike
Employee arbitration
A secondary boycott
20)
Julian McCabe applied for a job at the federal government’s National Policy Issue Advisory Board. He was asked to take a lie detector test that was a routine part of the board’s pre-employment screening procedure. When McCabe refused to take the test the board denied him the job. Which of the following is true?
(1pts)
The board is liable to pay punitive damages to McCabe under the EPPA for refusing him employment.
Under the EPPA,the board must pay McCabe his lost wages.
McCabe must sue the board under the EPPA for refusing the job to him.
The board is justified in refusing employment to McCabe for his refusal to take a lie detector test.
21)
Howes Automotive, a manufacturer and supplier of automotive systems, employed 600 people full-time in its manufacturing plant. On May 25, Howes gave written notice to the employees’ union that it would close down operations since it was selling the plant. However, the company also advised that employees need not report to work and would be paid according to their employment contracts until July 25, or until they were hired by the purchasing company. In the month of June, 100 of the employees were hired by the new owner so Howes stopped paying wages to these employees. Which of the following is true under WARN?
(1pts)
The employees who were hired by the new company can sue and recover against Howes under WARN for not complying with the notice requirements.
The employees who were not hired by the new company can sue and recover against Howes under WARN.
Howes is still liable to pay the employees who were hired by the new company since they had agreed to pay them until July 25.
Howes followed the requirements of WARN and is not liable under it.
22)
Abagail Simpson, age 42, went to the Ready Worker employment agency to apply for a job. Simpson had 15 years’ experience as a human resource director for several large companies. Ready Worker told her it did not currently have any requests to fill a position as a human resource director and advised her she should consider a lower level job. Simpson did not feel she should accept lesser employment and went to two large companies that had openings for a human resource director. She was not hired but two months later found out that one company, Atlas Manufacturing, hired a 33 year old human resource director referred to it by Ready Worker the same day she had applied there. What are Simpson’s rights, if any, under the ADEA?
(1pts)
Simpson has no rights under the ADEA against an employment agency.
Simpson must sue both Ready Worker and Atlas in court within 180 days.
Simpson must file a claim with the EEOC within 180 days.
Simpson can automatically recover against Atlas because it hired a younger person instead of her.
Explanation / Answer
1.A) collective bargainning
Explanation: collective bargaining is a negotiating the tern of work between employee and group of workers like working condition,pay,fringe benefits etc.
2)a. Appointed by senate
Explanation:senate confirmed the appointment of full slate of memeber of the national labour relation board.
3.d )Refusing to bargain with union before its certification
Explanation :until and unless union is not get certified so there is no question to talk to the union because it has no authentication.
4.b)picket an employer to force it to bargain with the union .
Explanation: It is an unfair practice to force employer to bargain with union if he is not agree with the bargaining .
5.d)title vii civil right act of 1964
Explanation:This act ia form to decrease discrimination based on racial,gender,ethnic ,religious bigtory etc.
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