Business Law (Chapters 31 & 32)

Question 1 2 / 2 pts The acts of an..

Business Law (Chapters 31 & 32)

Question 1

2 / 2 pts
The acts of an employee committed while performing duties for the employer are considered:

his or her own responsibility alone.
Correct!

the acts of the employer.

free of liability.

to be the court’s responsibility.

Question 2

2 / 2 pts
Employers need not exercise care when asked to provide references for employees who are currently working for them or who have worked for them in the past.

True
Correct!

False

Question 3

2 / 2 pts
One factor in the Internal Revenue Service’s factors test for determining whether a worker fits the status of an employee or an independent contractor is the worker’s title.

True
Correct!

False

Question 4

2 / 2 pts
An employee handbook should contain information related to the history of the company, including its mission and philosophy.
Correct!

True

False

Question 5

2 / 2 pts
A negative reference by an employer about current or former employees can give rise to lawsuits including those for invasion of privacy, defamation, and negligent misrepresentation.
Correct!

True

False

Question 6

2 / 2 pts
An employer is responsible for an employee’s torts committed within the scope of employment.
Correct!

True

False

Question 7

2 / 2 pts
Disclosing personal, irrelevant information about a former employee amounts to:

defamation.

violation of restrictive covenant.
Correct!

invasion of privacy.

illegal restraint of trade.

Question 8

2 / 2 pts
If the employer provides information to a third party that is untrue, then a current or former employee may sue his or her employer for:
Correct!

defamation.

negligence.

theft.

burglary.

Question 9

2 / 2 pts
The doctrine of _____________ means an employee may choose to terminate his or her employment at any time he or she wishes and an employer may terminate an employee’s employment at any time for a good reason, a bad reason, or no reason at all.
Correct!

employment at will

precedent

res subjudice

res judicata

Question 10

2 / 2 pts
According to the doctrine of employment at will, only the employer, and not the employee, may choose to terminate the employment relationship at any time.

True
Correct!

False

Question 11

2 / 2 pts
As a response to OSHA standards, companies are paying greater attention to the developing science of ergonomics, which deals with designing workplaces so as to promote safety and:

wealth.

personal developments.
Correct!

health.

economic conditions.

Question 12

2 / 2 pts
During the negotiation process, a union does not have the right to ensure that the employer bargains in good faith.

True
Correct!

False

Question 13

2 / 2 pts
At times, employees may engage in a______________, that is, a strike without the union’s consent, or a slowdown, wherein employees report to work but intentionally decrease their productivity.

secondary boycott

lockout

featherbedding
Correct!

wildcat strike

Question 14

2 / 2 pts
If an employee has agreed to a workers’ compensation scheme, she may not file a lawsuit against his or her employer for negligence because workers’ compensation is the:
Correct!

exclusive remedy.

unavoidable remedy.

preventive remedy.

exceptional remedy.

Question 15

2 / 2 pts
There are numerous federal and state laws that serve to protect employees from accidents and sicknesses that are job-related.
Correct!

True

False

Question 16

2 / 2 pts
Persons who suffer from diseases such as cancer, diabetes, alcoholism, AIDS, epilepsy, manic depression, or schizophrenia are protected under the:
Correct!

Americans with Disabilities Act of 1990.

Health Maintenance Organization Act of 1973.

Occupational Safety and Health Act of 1970.

Health Insurance Portability and Accountability Act of 1996.

Question 17

2 / 2 pts
An effective sexual harassment program is one that is orally communicated to the employees.

True
Correct!

False

Question 18

2 / 2 pts
If a case of sexual harassment winds up in court, an employer can attempt to defend against the lawsuit by demonstrating that there was an effective sexual harassment program was in force.
Correct!

True

False

Question 19

0 / 2 pts
A federal agency responsible for administering laws relating to labor unions is the:
You Answered

National Labor Retaliation Board.

State Labor Relations Board.

National Law Regulation Board.
Correct Answer

National Labor Relations Board.

Question 20

2 / 2 pts
The Americans with Disabilities Act (ADA) of 1990 protects persons who are not currently disabled but who have a record of a:
Correct!

covered disability.

mental disability.

physical disability.

hidden disability.

Question 1

2 / 2 pts
According to the doctrine of employment at will, only the employer, and not the employee, may choose to terminate the employment relationship at any time.

True
Correct!

False

Question 2

2 / 2 pts
A current or former employee does not have the right to sue his or her employer for defamation.

True
Correct!

False

Question 3

2 / 2 pts
It is the employee’s duty to:

be careful and less competent than his or her colleagues.

create an environment free of competition.
Correct!

obey his or her employer’s lawful orders concerning the employment.

provide a safe and sanitary place to work.

Question 4

2 / 2 pts
One factor in the Internal Revenue Service’s factors test for determining whether a worker fits the status of an employee or an independent contractor is the worker’s title.

True
Correct!

False

Question 5

2 / 2 pts
An employer must pay an employee the agreed-upon wage, subject to company policy, union contracts, and government mandates, for his or her services.
Correct!

True

False

Question 6

2 / 2 pts
Independent contractors are under the direct control of the person who hires them.

True
Correct!

False

Question 7

2 / 2 pts
An employee handbook should contain information related to the history of the company, including its mission and philosophy.
Correct!

True

False

Question 8

2 / 2 pts
The doctrine of _____________ means an employee may choose to terminate his or her employment at any time he or she wishes and an employer may terminate an employee’s employment at any time for a good reason, a bad reason, or no reason at all.

res judicata

precedent

res subjudice
Correct!

employment at will

Question 9

2 / 2 pts
A contract that specifies that the employer agrees to pay, and the employee agrees to work, for a specified period of time at a specified salary is known as a(n):

specific performance.
Correct!

employment contract.

independent contract.

wagering agreement.

Question 10

2 / 2 pts
If the employer provides information to a third party that is untrue, then a current or former employee may sue his or her employer for:

burglary.

negligence.
Correct!

defamation.

theft.

Question 11

2 / 2 pts
During the negotiation process, a union does not have the right to ensure that the employer bargains in good faith.

True
Correct!

False

Question 12

2 / 2 pts
At times, employees may engage in a______________, that is, a strike without the union’s consent, or a slowdown, wherein employees report to work but intentionally decrease their productivity.

lockout

featherbedding
Correct!

wildcat strike

secondary boycott

Question 13

0 / 2 pts
Employees may still sue their employers if it was the employer’s ____________ conduct that caused the injury or illness.

malicious
Correct Answer

Both A and C

intentional
You Answered

grossly negligent

Question 14

2 / 2 pts
There are numerous federal and state laws that serve to protect employees from accidents and sicknesses that are job-related.
Correct!

True

False

Question 15

2 / 2 pts
It is illegal throughout the employment process, including outreach, hiring, job classification, salary, promotions, benefits, discipline, layoffs, and termination, to discriminate against employees who are members of a:

discriminated class.
Correct!

protected class.

trade union.

unprotected class.

Question 16

2 / 2 pts
A federal agency responsible for administering laws relating to labor unions is the:

National Law Regulation Board.

State Labor Relations Board.
Correct!

National Labor Relations Board.

National Labor Retaliation Board.

Question 17

2 / 2 pts
At times, under federal and state law, companies must maintain and report detailed records to demonstrate that their employment practices are nondiscriminatory. These reports are referred to as:

legal insurance plans.

bonafide affirmation plans.
Correct!

affirmative action plans.

antidiscrimination plans.

Question 18

2 / 2 pts
Same-sex harassment is not considered illegal.

True
Correct!

False

Question 19

2 / 2 pts
The Civil Rights Act of 1991 is a federal statute that provides ___________to an employee who can prove that he or she was a victim of discrimination.

an attorney

wages

housing
Correct!

remedies

Question 20

2 / 2 pts
An effective sexual harassment program is one that is orally communicated to the employees.

True
Correct!

False

Question 1

2 / 2 pts
According to the doctrine of employment at will, only the employer, and not the employee, may choose to terminate the employment relationship at any time.

True
Correct!

False

Question 2

2 / 2 pts
The acts of an employee committed while performing duties for the employer are considered:

free of liability.
Correct!

the acts of the employer.

his or her own responsibility alone.

to be the court’s responsibility.

Question 3

2 / 2 pts
It is important to recognize the importance of employee and independent contractor distinctions because in order to apply the applicable law, a court first needs to determine whether or not the employer-employee relationship:

has ceased.
Correct!

existed.

has been ratified.

has been negated.

Question 4

2 / 2 pts
Disclosing personal, irrelevant information about a former employee amounts to:

defamation.

violation of restrictive covenant.

illegal restraint of trade.
Correct!

invasion of privacy.

Question 5

2 / 2 pts
A current or former employee does not have the right to sue his or her employer for defamation.

True
Correct!

False

Question 6

2 / 2 pts
Independent contractors are under the direct control of the person who hires them.

True
Correct!

False

Question 7

2 / 2 pts
One factor in the Internal Revenue Service’s factors test for determining whether a worker fits the status of an employee or an independent contractor is the worker’s title.

True
Correct!

False

Question 8

2 / 2 pts
A contract that specifies that the employer agrees to pay, and the employee agrees to work, for a specified period of time at a specified salary is known as a(n):

specific performance.
Correct!

employment contract.

independent contract.

wagering agreement.

Question 9

2 / 2 pts
The doctrine of _____________ means an employee may choose to terminate his or her employment at any time he or she wishes and an employer may terminate an employee’s employment at any time for a good reason, a bad reason, or no reason at all.

precedent
Correct!

employment at will

res judicata

res subjudice

Question 10

2 / 2 pts
If the employer provides information to a third party that is untrue, then a current or former employee may sue his or her employer for:

negligence.

burglary.

theft.
Correct!

defamation.

Question 11

0 / 2 pts
If a case of sexual harassment winds up in court, an employer can attempt to defend against the lawsuit by demonstrating that there was an effective sexual harassment program was in force.
Correct Answer

True
You Answered

False

Question 12

2 / 2 pts
An effective sexual harassment program is one that is orally communicated to the employees.

True
Correct!

False

Question 13

2 / 2 pts
Sexual harassment is a form of discrimination on the basis of sex and is illegal under federal law.
Correct!

True

False

Question 14

2 / 2 pts
Discrimination in employment is prohibited on the basis of race, creed, color, sex, but not regarding place of national origin.

True
Correct!

False

Question 15

2 / 2 pts
The “Americans with Disabilities Act” defines disability as a(n) _________that substantially limits one or more of the major activities of life.

accident

occurrence

tragedy
Correct!

impairment

Question 16

2 / 2 pts
Same-sex harassment is not considered illegal.

True
Correct!

False

Question 17

2 / 2 pts
At times, under federal and state law, companies must maintain and report detailed records to demonstrate that their employment practices are nondiscriminatory. These reports are referred to as:
Correct!

affirmative action plans.

legal insurance plans.

bonafide affirmation plans.

antidiscrimination plans.

Question 18

2 / 2 pts
During the negotiation process, a union does not have the right to ensure that the employer bargains in good faith.

True
Correct!

False

Question 19

2 / 2 pts
Employees may still sue their employers if it was the employer’s ____________ conduct that caused the injury or illness.

intentional

malicious

grossly negligent
Correct!

Both A and C

Question 20

2 / 2 pts
Persons who suffer from diseases such as cancer, diabetes, alcoholism, AIDS, epilepsy, manic depression, or schizophrenia are protected under the:

Health Maintenance Organization Act of 1973.

Occupational Safety and Health Act of 1970.

Health Insurance Portability and Accountability Act of 1996.
Correct!

Americans with Disabilities Act of 1990.

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