Question 1

Legislation allowing an employee time off work to care for an injured child is known as

Accepted Answer

The Family and Medical Leave Act (FMLA) allows eligible employees to take unpaid, job-protected leave for specified family and medical reasons, including to care for an injured child.

Question 2

Steve works for ToughConstruction, Inc. Every day he is assigned to carrying heavy loads of bricks by hand. Other employees get to move bricks with a forklift. Steve finally quits his job. He could claim that he was

Accepted Answer

Steve could claim he was constructively discharged because his working conditions (carrying heavy loads by hand while others used a forklift) may have been so intolerable that a reasonable person in his situation would have felt compelled to resign.

Question 3

Generally, an employee cannot take family leave to care for which of the following?

Accepted Answer

Family leave typically covers care for a newborn baby, a newly adopted child, or a foster child just placed in the employee's care, but it does not extend to caring for newly adopted pets.

Question 4

Legal responsibility placed on one person for the acts of another describes which of the following types of liability?

Accepted Answer

Vicarious liability is a legal concept where one party is held partly responsible for the unlawful actions of a third party. Typically, this applies in employment contexts, where an employer can be held liable for the acts of their employees if those acts occur in the course of their employment.

Question 5

Under the Family and Medical Leave Act, employers with more than fifty employees must provide up to ________weeks of family or medical leave during any twelve-month period.

Accepted Answer

Under the Family and Medical Leave Act (FMLA), eligible employers are required to provide up to twelve weeks of unpaid, job-protected leave to eligible employees for certain family and medical reasons during a 12-month period.

Question 6

The hiring or granting of job promotions or other benefits in return for sexual favors, or language or conduct that is so sexually offensive that it creates a hostile working environment, is called

Accepted Answer

Sexual harassment in the workplace includes behaviors such as the demand for sexual favors in exchange for job benefits or promotions, and any conduct or language that is sexually offensive to the extent that it creates a hostile work environment.

Question 7

Which of the following is true under workers' compensation laws?

Accepted Answer

Under workers' compensation laws, employees generally cannot sue their employers for negligence because workers' compensation is typically an exclusive remedy. However, an exception exists where an employee may sue the employer for intentional harm. Claims of assumed risk and contributory negligence are not defenses available to employers under most workers' compensation systems.

Question 8

Which of the following is not addressed by the Fair Labor Standards Act of 1938?

Accepted Answer

The Fair Labor Standards Act of 1938 addresses child labor, minimum hourly wages, and overtime pay, but it does not cover the right to form unions. The right to form unions is primarily addressed by the National Labor Relations Act of 1935.

Question 9

Which of the following is not a requirement to recover benefits under workers' compensation laws?

Accepted Answer

Workers' compensation is a form of insurance providing wage replacement and medical benefits to employees injured in the course of employment. It is a no-fault system, meaning that the employee does not need to prove the employer was at fault to recover benefits. The key requirements are that there must be an employment relationship, the injury must be accidental, and it must occur in the course of employment.

Question 10

Alison, the assistant manager at a local fast-food restaurant, promises Billy, an hourly employee, a substantial raise in exchange for sexual favors. This is an example of which type of harassment?

Accepted Answer

Quid pro quo harassment occurs when a job benefit, such as a promotion or raise, is directly tied to an employee submitting to unwelcome sexual advances or conduct.

Question 11

The Family and Medical Leave Act does not apply to which of the following?

Accepted Answer

The Family and Medical Leave Act (FMLA) does not apply to employees who have worked less than 1,250 hours (approximately 25 hours a week) during the previous 12 months, employees who have worked for less than one year for the employer, and certain highly compensated employees (key employees) if their absence would cause substantial economic injury to the employer. Therefore, all the choices listed are correct instances where FMLA does not apply.

Question 12

The Age Discrimination in Employment Act applies to employers of ________or more employees.

Accepted Answer

The Age Discrimination in Employment Act (ADEA) applies to employers with 20 or more employees, covering various aspects of employment including hiring, promotion, wages, and termination.

Question 13

Under the Americans with Disabilities Act, an employer must provide______  to assist an employee with a disability to perform his or her job satisfactorily.

Accepted Answer

The Americans with Disabilities Act requires employers to provide reasonable accommodations to employees with disabilities, as long as doing so does not cause undue hardship on the operation of the business.

Question 14

The Family and Medical Leave Act applies to employers of or more employees.

Accepted Answer

The Family and Medical Leave Act (FMLA) applies to employers with 50 or more employees.

Question 15

The Age Discrimination in Employment Act prevents employers from discriminating against workers who are________ years of age or older on the basis of their age.

Accepted Answer

The Age Discrimination in Employment Act (ADEA) prevents employers from discriminating against workers who are 40 years of age or older.

Question 16

The ______established guidelines regulating overtime pay and minimum hourly wages.

Accepted Answer

The Fair Labor Standards Act of 1938 established guidelines for minimum wage, overtime pay, and child labor standards in the United States.

Question 17

The common law doctrine in which either party in an employment relationship may terminate the relationship at any time for any reason, unless a contract or statute specifies otherwise, is known as which of the following?

Accepted Answer

The correct answer is C) Employment at will. This doctrine allows either the employer or the employee to terminate the employment relationship at any time without needing a reason, as long as there is no contractual or statutory provision to the contrary.

Question 18

Vicarious liability is liability

Accepted Answer

Vicarious liability refers to a situation where someone is held responsible for the actions or omissions of another person. In the context of employment, it means an employer can be held liable for the torts (wrongful acts) committed by an employee, provided those acts were carried out in the course of employment, regardless of the employer's personal fault.

Question 19

Generally, an employee can take family leave to care for which of the following?

Accepted Answer

Family leave typically covers situations such as caring for a newborn, a newly adopted child, or a foster child recently placed in the employee's care.

Question 20

_______is a doctrine in agency law under which a principal-employer may be held liable for the wrongful acts committed by its agents or employees while acting within the scope of their agency or employment.

Accepted Answer

Respondeat superior is the legal doctrine that holds an employer or principal liable for the actions of its employees or agents when those actions occur within the scope of employment or agency.

Quiz 18: Business Organizations and Employment Law