employment law exam questions and answers
© copyright 2003-2020 Study.com. c. FMLA model forms The union that represents company workers.
Which of the following exceptions to the employment-at-will doctrine may be applied?
A typical lawsuit is brought by employees, while disparate impact actions are brought by job applicants.
Angela is a human resource manager who was asked to attend a seminar about sexual harassment in the workplace. Companies don't have to follow any type of practice or procedure. What should be her next course of action? HEALTH CARE The Affordable Care Act requires certain employers to deliver to employees proof of their health insurance offer.
How much do you know about employment law? Louise prefers not to specialise in one particular area, so has written about everything from asbestos and COSHH, through to food safety, safeguarding issues and business skills. Congratulations on finishing the test, share your results below. Services, Employee Rights & Employment Law Chapter Exam. By going through a certified human resource department, By petitioning the U. S. Supreme Court to change the law. Good luck! Are you up for an employment law quiz trivia MCQ? Parental rights Chapter 7.
Disability No, implied covenant of good faith and fair dealing exception. When you have completed the practice exam, a green submit button will If the problem is not rectified, the victim may seek legal action. Cambridge College. It is the unfair treatment of employees based on prejudices. 8.
As a whole, employment law is the area of law that governs: The relationship between society and industry. Advances were not repeated after being asked to stop. You can skip questions if you would like and come appear. Note: At LEAP 2016, go Inside the Mind of a Plaintiff’s Attorney, as Freking explains the top actions (and inactions) that cause employees lawsuits.
Employers employing at least 50 employees, Employers employing at least 15 employees. Which organization is responsible for enforcing the Age Discrimination in Employment Act, 1967? Choose your answers to the questions and click 'Next' to see the next set of questions.
Because it makes it difficult for your employer to reduce or increase your pay.
5. A typical lawsuit is brought by rival employers, while disparate impact actions are caused by acts of discriminatory intent. By HRCompanion | Last updated: Oct 14, 2020, Summary Basic Conditions Of Employment Act. An employer presents evidence of a legitimate, non-discriminatory reason for the action that formed the basis of an employment discrimination lawsuit. a. It is the unfair treatment of employees based on corporate expectations.
Posting on the company's social media page, such as Facebook, during work. A typical lawsuit requires proof of discriminatory intent, while disparate impact actions do not require the establishment of a discriminatory intent.
There is no change in how the person feels about coming to work. The company works with the government and has revenue larger than $50,000. This was a wrongful termination due to retaliation. Office of Federal Contract Compliance Programs (OFCCP), Equal Employment Opportunity Commission (EEOC). STATE EMPLOYMENT LAWS If a state has an employment law that’s different from federal law, employers should comply only with the state law. d) Parties can negotiate for benefits beyond, but … Minimize your chances of getting sued and maximize your rights as an employer. Which of the following would assist an employer in dealing with an employee's pregnancy discrimination claim? The employer requests that the candidate undergo a physical before being granted an interview.
Employers must use the same practices and policies with pregnant employees as they do with other temporarily disabled employees. Feedback: Quite often questions asked during idle conversational chat in preemployment interviews or included on job applications may unwittingly be the basis for discrimination claims.
What happens next?
The Enron scandal brought about several types of corporate reform, including new whistleblower protections through the: Which of the following is an example of an off-duty act by an employee? All rights reserved. Based on your results, we'll create a customized Test Prep Plan just for you!
b. Wage-and-hour Comply with the law that most favors the employee). Employee Rights Questions and Answers . 9. All questions have been pulled from previous exams and were correct and factual at the time of administration; however, the Labor and Employment Law Certification Committee acknowledges that some question and/or answers may no longer be accurate due to the passage of time since administration.
Vs. Deoman Upadhyay (B) State of Bombay Vs. Kathikalu Allison made remarks about Clarissa's sexual orientation, which Clarissa considered to be offensive. 2018/2019.
An employer presents evidence of a legitimate, non-discriminatory reason for the action that formed the basis of an employment discrimination lawsuit. Note: On the first morning of LEAP (March 16), attend a special half-day ACA Town Hall to learn specific answers about your ACA employer responsibilities. c) The ESA does not protect workers in economically challenging times. Employers employing at least 20 employees, Employers employing at least 15 employees. All employers – no matter the size or type of their business – must comply with each area of employment law as getting it wrong can cause serious legal and financial problems. False . We'll review your answers and create a Test Prep Plan for you based
Test your knowledge below. A 61 year old job candidate was not hired because of his age. Copyright © 2020 Business Management Daily. Posting about the employer on a personal Facebook page while at home. Clarissa made a sexual advance to Howard that was not welcomed. appear.
Plus, small-group breakout sessions, interactive topic-based roundtables and “Lunch with the Lawyers” are just a few of the ways you’ll get every compliance question answered from those experts. The cause given is absentism and work performance.
False. An employment handbook tells Mary that she will not be fired except for good cause. A typical lawsuit allows employers to offer a defense, while disparate impact actions allow no defense against liability. A physical exam may be required after a job offer has been extended, but only if all new employees for the same position are subject to the same exam.
Note: At LEAP 2016, you’ll hear our annual rollicking wrap-up of The Most Bizarre Employment Law Cases of 2015. Filing an unsuccessful discrimination claim with the EEOC, Threatening to file a discrimination lawsuit or charge if alleged discrimination doesn't stop, Serving as a plaintiff's witness in an employment discrimination lawsuit, Failing to show up to work on successive days without providing an acceptable excuse. a.
Where does one go to seek enforcement of WARN? $50,440
If you didn’t ace the quiz, never fear.
What is a key difference between a typical employment discrimination lawsuit and a lawsuit based on disparate impact? In which of the following cases, constitutional validity of Section 27 of the Indian Evidence Act was challenged on the basis of being violative of Art.
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