Question 1

An agent may legally accept fees or gratuities from third parties with whom he or she is dealing on behalf of the principal without the principal's knowledge as long as the agent does not use any money gained for recreational purposes.

Accepted Answer

An agent must act in the best interest of the principal and cannot accept fees or gratuities from third parties without the principal's knowledge and consent, as it creates a conflict of interest.

Question 2

Right-to-work laws have been enacted in 48 states and by Congress.

Accepted Answer

Right-to-work laws have been enacted in 27 states, not 48, and by Congress for federal territories. These laws prohibit union security agreements between companies and workers' unions.

Question 3

The historic federal statute UNIONS (Union Negotiated Interest Organizing National Statute) requires employers to bargain collectively with recognized unions.​

Accepted Answer

There is no federal statute specifically named UNIONS (Union Negotiated Interest Organizing National Statute). The primary law governing collective bargaining in the United States is the National Labor Relations Act (NLRA) of 1935.

Question 4

Despite equal pay statutes, on average, women earn substantially less than men earn.

Accepted Answer

This discrepancy is often attributed to factors such as occupational segregation, differences in work experience, and interruptions in career paths due to caregiving responsibilities, rather than direct pay discrimination for the same job.

Question 5

Law guarantees the right of workers to organize into unions of their own choice and to bargain collectively with their employers. Nevertheless, the majority of American workers do not belong to unions.​

Accepted Answer

While U.S. law, specifically the National Labor Relations Act, guarantees workers the right to organize and bargain collectively, union membership has been declining for decades, and currently, a minority of American workers are union members.

Question 6

River City Building Supply contracts with Mango Janitorial for their services, but has little control over how the janitorial services are performed. Mango Janitorial is most likely an independent contractor.​

Accepted Answer

Mango Janitorial is likely an independent contractor because River City Building Supply does not control how the janitorial services are performed, which is a key characteristic of an independent contractor relationship.

Question 7

If an agent exceeds his or her authority, the principal is ordinarily not liable.​

Accepted Answer

The principal is generally not liable for actions taken by an agent that exceed the agent's authority, as these actions do not bind the principal.

Question 8

Improvements in computers and related technology have greatly enhanced the privacy enjoyed by all people who live in the United States.​

Accepted Answer

Improvements in computers and related technology have actually raised concerns about privacy due to increased data collection, surveillance capabilities, and the potential for data breaches, making it more challenging to protect personal information.

Question 9

Social security is a government-mandated fringe benefit financed by taxes paid by both employers and employees.​

Accepted Answer

Social Security is indeed a government-mandated program that provides financial benefits, and it is financed through taxes collected from both employers and employees.

Question 10

Labor of persons under age 18 is not regulated under federal law.

Accepted Answer

Federal law, specifically the Fair Labor Standards Act (FLSA), regulates the employment of individuals under 18 years of age, setting minimum age restrictions for employment, hours of work, and hazardous occupation restrictions.

Question 11

Under the federal Employee Polygraph Protection Act, so-called "lie-detector tests" are forbidden except for persons who apply for admission to West Point, Annapolis, or the Air Force Academy.

Accepted Answer

The Employee Polygraph Protection Act primarily prohibits most private employers from using lie detector tests, either for pre-employment screening or during the course of employment, with certain exceptions. It does not specifically address the use of polygraphs for admissions to military academies such as West Point, Annapolis, or the Air Force Academy; those institutions have their own set of rules and regulations regarding admissions.

Question 12

Most complaints filed with the Equal Employment Opportunity Commission (EEOC) by workers for alleged violations of the Civil Rights Act of 1964, are found to be valid by the Commission and settled promptly within 30 days of filing.​

Accepted Answer

Most complaints filed with the EEOC do not result in findings of violations. The process often takes much longer than 30 days, involving investigations, potential mediation, and possibly litigation, which can extend over months or even years.

Question 13

Employees who cheerfully hum or whistle while they work are called "whistle blowers," and although such practices are annoying to some, the employees are protected from dismissal by "whistle blower," statutes.​

Accepted Answer

"Whistle blowers" refers to individuals who expose illegal or unethical activities within their organizations, not to those who literally whistle or hum at work. Whistleblower protection laws are designed to protect these individuals from retaliation for reporting misconduct, not to protect the act of humming or whistling itself.

Question 14

In the strikes that endanger the national health and welfare, the president can impose an 80-day cooling-off period.​

Accepted Answer

Under the Taft-Hartley Act of 1947, the president of the United States has the authority to intervene in strikes (or potential strikes) that could imperil the national health or safety by obtaining a court injunction to enforce an 80-day cooling-off period.

Question 15

An employee has the power to quit at any time, but may be sued for resulting damages if in so doing he or she breaches a valid contract to work for a specified period.​

Accepted Answer

An employee can indeed quit at any time, but if there is a breach of a valid employment contract that specifies a period of employment, the employer may have the right to sue for damages resulting from that breach.

Question 16

Employers may not legally require that persons who apply for a given job have a high school diploma or pass an intelligence test unless such criteria are directly related to proper performance of the job.

Accepted Answer

This is because of the Equal Employment Opportunity Commission (EEOC) guidelines and the Americans with Disabilities Act (ADA), which state that qualifications for a job must be job-related and consistent with business necessity. Requiring a high school diploma or passing an intelligence test must therefore directly relate to the job's essential functions.

Question 17

Federal statutes mandate both "affirmative action" and "quotas" for employees (by gender and/or race).​

Accepted Answer

Federal statutes require affirmative action in certain circumstances but do not mandate quotas for employees by gender or race, as quotas are generally considered unconstitutional by the Supreme Court. Affirmative action is meant to encourage the increased representation of underrepresented groups, whereas quotas imply a specific number or percentage which must be met, leading to legal and ethical issues.

Question 18

Right-to-know laws require that employers disclose, to workers who request the information, the average rate of pay for all workers in the business.​

Accepted Answer

Right-to-know laws primarily focus on ensuring that workers are informed about hazardous substances in the workplace and do not typically cover the disclosure of pay rates for all workers in the business.

Question 19

A person can work for another and be both an agent and employee.

Accepted Answer

An individual can act as an agent, representing another party's interests, and simultaneously be an employee of that party, performing tasks under their control and direction.

Question 20

A fiduciary relationship exists when the law requires that a person act on behalf of another with scrupulous good faith and honesty.​

Accepted Answer

A fiduciary relationship is indeed characterized by the law requiring one party (the fiduciary) to act in the best interest of another (the principal) with a high degree of good faith, trust, and honesty.

Quiz 12: Employee and Employer Rights and Duties

An agent may legally accept fees or gratuities from third parties with whom he or she is dealing on behalf of the principal without the principal's knowledge as long as the agent does not use any money gained for recreational purposes.

Right-to-work laws have been enacted in 48 states and by Congress.

The historic federal statute UNIONS (Union Negotiated Interest Organizing National Statute) requires employers to bargain collectively with recognized unions.​

Despite equal pay statutes, on average, women earn substantially less than men earn.

Law guarantees the right of workers to organize into unions of their own choice and to bargain collectively with their employers. Nevertheless, the majority of American workers do not belong to unions.​

River City Building Supply contracts with Mango Janitorial for their services, but has little control over how the janitorial services are performed. Mango Janitorial is most likely an independent contractor.​

If an agent exceeds his or her authority, the principal is ordinarily not liable.​

Improvements in computers and related technology have greatly enhanced the privacy enjoyed by all people who live in the United States.​

Social security is a government-mandated fringe benefit financed by taxes paid by both employers and employees.​

Labor of persons under age 18 is not regulated under federal law.

Under the federal Employee Polygraph Protection Act, so-called "lie-detector tests" are forbidden except for persons who apply for admission to West Point, Annapolis, or the Air Force Academy.

Most complaints filed with the Equal Employment Opportunity Commission (EEOC) by workers for alleged violations of the Civil Rights Act of 1964, are found to be valid by the Commission and settled promptly within 30 days of filing.​

Employees who cheerfully hum or whistle while they work are called "whistle blowers," and although such practices are annoying to some, the employees are protected from dismissal by "whistle blower," statutes.​

In the strikes that endanger the national health and welfare, the president can impose an 80-day cooling-off period.​

An employee has the power to quit at any time, but may be sued for resulting damages if in so doing he or she breaches a valid contract to work for a specified period.​

Employers may not legally require that persons who apply for a given job have a high school diploma or pass an intelligence test unless such criteria are directly related to proper performance of the job.

Federal statutes mandate both "affirmative action" and "quotas" for employees (by gender and/or race).​

Right-to-know laws require that employers disclose, to workers who request the information, the average rate of pay for all workers in the business.​

A person can work for another and be both an agent and employee.

A fiduciary relationship exists when the law requires that a person act on behalf of another with scrupulous good faith and honesty.​

The historic federal statute UNIONS (Union Negotiated Interest Organizing National Statute) requires employers to bargain collectively with recognized unions.

Law guarantees the right of workers to organize into unions of their own choice and to bargain collectively with their employers. Nevertheless, the majority of American workers do not belong to unions.

River City Building Supply contracts with Mango Janitorial for their services, but has little control over how the janitorial services are performed. Mango Janitorial is most likely an independent contractor.

If an agent exceeds his or her authority, the principal is ordinarily not liable.

Improvements in computers and related technology have greatly enhanced the privacy enjoyed by all people who live in the United States.

Social security is a government-mandated fringe benefit financed by taxes paid by both employers and employees.

Most complaints filed with the Equal Employment Opportunity Commission (EEOC) by workers for alleged violations of the Civil Rights Act of 1964, are found to be valid by the Commission and settled promptly within 30 days of filing.

Employees who cheerfully hum or whistle while they work are called "whistle blowers," and although such practices are annoying to some, the employees are protected from dismissal by "whistle blower," statutes.

In the strikes that endanger the national health and welfare, the president can impose an 80-day cooling-off period.

An employee has the power to quit at any time, but may be sued for resulting damages if in so doing he or she breaches a valid contract to work for a specified period.

Federal statutes mandate both "affirmative action" and "quotas" for employees (by gender and/or race).

Right-to-know laws require that employers disclose, to workers who request the information, the average rate of pay for all workers in the business.

A fiduciary relationship exists when the law requires that a person act on behalf of another with scrupulous good faith and honesty.