Deck 3: The Legal Framework of Contemporary Human Resources

Question 1

If the same subject is covered both by federal legislation as well as by state laws, the federal law always takes precedence over the state law.

Answer 1

False

Question 2

Most legislation affecting employment relationships was passed during the final four decades of the twentieth century.

Answer 2

True

Question 3

The National Labor Relations Act (1935) established a number of rules for the conduct of both unions and employers in labor organizing and situations.

Answer 3

True

Question 4

The National Labor Relations Board was eliminated by the passage of the National Labor Relations Act.

Question 5

The Fair Labor Standards Act (FLSA) was passed primarily because the individual states had not addressed wage-and-hour issues.

Question 6

Union organizing was first legalized by the passage of the Norris-LaGuardia Act.

Question 7

The most significant regulation of the employer-employee relationship by the government occurred with the passage of the Civil Rights Act of 1964.

Question 8

The Immigration Reform and Control Act (IRCA) applies to employers of 10 or more persons.

Question 9

The Health Maintenance Organization (HMO) Act (1973) took precedence over all state regulations that presented any barriers to the formation of health maintenance organizations.

Question 10

The 1991 amendments to the Civil Rights Act made it more difficult for employees to sue employers for alleged violations and thus reduced potential legal costs for employers.

Question 11

What effect did the Civil Rights Act of 1964 have?

A) Causing the change of the name "personnel" to "human resources"
B) Establishing a completely new direction for government in its concern for the citizens of the United States
C) Replacing existing wage-and-hour laws and labor-relations laws
D) Eliminating the equal Employment Opportunity Commission (EEOC)

Question 12

What was the principal effect of the National Labor Relations Act?

A) Strengthening the position of employers in resisting union organizing efforts
B) Severely restricting union flexibility in organizing
C) Making it illegal for an employer to refuse to negotiate with a union
D) Giving unions virtually unlimited power in organizing and negotiating

Question 13

What is true of legislated regulations from before 1964 as they affected managers?

A) They were non-existent.
B) They affected only those managers working in financial capacities.
C) They concerned only human resource managers.
D) They were essentially limited to the Fair Labor Standards Act and the National Labor Relations Act.

Question 14

Under the provisions of the Employee Polygraph Protection Act (EPPA):

A) At the option of an employer, all job applicants may be required to take polygraph tests.
B) Routine use of polygraph tests is permitted in organizations that are concerned with nuclear power.
C) An employee's failure of a polygraph test must result in the employee's discharge.
D) Any employer is permitted utilize polygraph testing as long as the employees to be tested are selected at random.

Question 15

What is true of the Labor Management Relations Act of 1947, commonly referred to as the Taft-Hartley Act?

A) It did not apply to not-for-profit general hospitals until it was later amended.
B) It was clearly in favor of employers' rights in union organizing.
C) It replaced all earlier labor legislation.
D) It was later replaced by the Labor-Management Reporting and Disclosure Act of (1959).

Question 16

What is true of the Immigration Reform and Control Act of 1986?

A) It requires employers to determine the national origin of all job applicants.
B) It permitted the unregulated hiring of undocumented aliens.
C) It was welcomed by most employers as much-needed legislation.
D) It required employers to verify that job applicants are legally authorized to work in the United States.

Question 17

What caused the work of human resource departments to change dramatically during the 1960s?

Question 18

What law eliminated compulsory retirement based on age?

Question 19

What regulatory body or agency first came into being with the passage of the National Labor Relations Act?

Question 20

What significant piece of legislation and the agency created to enforce it are known by the same initials or acronym?

Question 21

What action can be taken concerning an employee or job applicant who refuses to take a polygraph test?