Deck 29: Employees Rights

Question 1

Explain how DNA testing is useful in some areas.

Answer 1

DNA samples could be useful in a number of areas, as a reliable method of identifying people. The military, as an employer, takes DNA samples of all personnel to use in identifying remains. The states and the federal government have passed laws setting up DNA databases to use in solving crimes. All states and the federal government require at least some convicted felons to submit DNA samples to their databases. The federal government has the authority to take DNA samples from some persons merely arrested or detained. The courts have almost uniformly upheld the legality of requiring DNA samples from criminals. Many employers who need to be sure their employees are law abiding, such as those providing security services or dealing with large sums of cash, might want to have prospective employees provide a DNA sample to make sure they are not convicted felons. Just as the military wants to have DNA samples to help in identifying remains, employers of employees involved in hazardous occupations, such as firefighters, pilots, and demolition workers, would have an interest in having DNA samples for identification.

Question 2

State laws totally ban smoking at all job sites.

Answer 2

False

Question 3

A _____ is any group given protection by antidiscrimination laws, such as groups based on race, color, religion, sex, or national origin.

A) protected class
B) racial group
C) disparate class
D) sectional group

Answer 3

A

Question 4

Courts have held that requiring a blood test for AIDS is not a search and seizure under the Fourth Amendment.

Question 5

The federal Civil Rights Act of 1964 does not apply to the U.S. Government.

Question 6

Lie detector tests can be legally applied by an employer to screen applicants for employment.

Question 7

Which of the following best describes disparate treatment?

A) It is the unintentional perception of an employer about employees with disabilities.
B) It is the special treatment intentionally provided to those with disabilities.
C) It is the intentional discrimination by an employer against a particular race.
D) It is the unintentional perception of an employer against an individual.

Question 8

While attending an interview, Jim refused to provide a polygraph test requested by the employer at first. However, the employer stated that he would not be hired if he did not provide consent and Jim conceded. Which of the following is likely to be true in this case?

A) The employer can sue Jim if the polygraph determines that he had lied during the interview.
B) The employer is within his rights to discriminate against an interviewee on the basis of a polygraph.
C) Jim can sue the employer for coercing him to take the test.
D) Jim cannot take action against the employer as he willingly provided consent.

Question 9

Which of the following is an example likely to be governed under the Title VII of the Civil Rights Act of 1964?

A) Dan selling a house to Ben under the condition that he accepts a lower price
B) Ann making a contract with Ben who is mentally ill
C) Dan purchasing a motorcycle from Ben who is a minor
D) Dan refusing to hire Ann on the grounds of sex

Question 10

Private firms are entitled to conduct random drugs tests on their employees.

Question 11

A disparate class is any group given protection by antidiscrimination laws.

Question 12

Which of the following is a general protection afforded to an employee?

A) Protection from heavy duty work if the job requires it
B) Protection from second-hand smoke in work areas
C) Protection from law suits in case of constant employee negligence
D) Protection from the dissolution of the plant due to bankruptcy

Question 13

The Family and Medical Leave Act allows an employee to take an unpaid leave of up to twelve workweeks in a twelve-month period in the case of child-birth.

Question 14

If an employer violates the EPPA, a job applicant cannot sue the employer for punitive damages.

Question 15

Which of the following is an acceptable form of DNA sample collection?

A) An employer collecting his employees' DNA to determine genetic defects
B) An employer collecting DNA to identify an employee's racial background
C) A police officer collecting a DNA sample from someone to determine their racial background
D) A police officer collecting a DNA sample from a convicted criminal for the federal database

Question 16

Which of the following is likely to be construed as a hostile work environment under the Civil Rights Act of 1964?

A) A factory setting with loud and dangerous heavy machinery
B) An airport control tower where one has to control a constant stream of flights
C) An office which discriminates people by providing lower pay to a particular racial group
D) A chemical factory where employees are exposed to harmful chemicals on a daily basis

Question 17

Under which of the following occasions does The Family and Medical Leave Act allow an employee to take an unpaid leave of up to twelve workweeks in a twelve-month period?

A) In the case of birth or foster care required for a relative's child
B) In the case of sickness or serious health condition of an employee's spouse
C) In the case of a serious health condition of an uncle in the military
D) In the case of an overdue holiday for the employee

Question 18

A hostile work environment exists when harassing conduct alters the terms or conditions of employment.

Question 19

Nonchronic impairments with no long-term impact are considered as disabilities.

Question 20

In all the states, employers are allowed to use genetic information gathered from DNA tests while hiring a person.