Question 1

The _____ is given the power to apply the Occupational Safety and Health Act standards and enforce its provisions.

Accepted Answer

The Department of Labor is the government agency that is given the power to apply the Occupational Safety and Health Act standards and enforce its provisions.

Question 2

The Vietnam Era Veterans' Readjustment Act of 1974 is enforced through the _____.

Accepted Answer

The Vietnam Era Veterans' Readjustment Act of 1974 is enforced through the Office of Federal Contract Compliance Procedures, which is part of the U.S. Department of Labor. This office ensures that employers doing business with the Federal government comply with the laws and regulations requiring nondiscrimination and affirmative action.

Question 3

The Occupational Safety and Health Act:

Accepted Answer

The Occupational Safety and Health Act requires employers to provide each employee with a workplace that is free from recognized hazards that are causing or likely to cause death or serious physical harm.

Question 4

A construction company provides hard hats to employees working at a construction site.This measure taken by the company for its employees is a provision under the _____.

Accepted Answer

The provision of hard hats to employees working in a construction site falls under the occupational safety and health regulations established by the Occupational Safety and Health Act (OSHA). This act mandates employers to provide a safe working environment for their employees by implementing specific safety measures and ensuring compliance with the established regulations.

Question 5

Which of the following is true of the Fair Labor Standards Act?

Accepted Answer

The Fair Labor Standards Act established the workweek in the United States as 40 hours per week.

Question 6

_____ requires writtenaffirmative action plans from those organizations with contracts greater than $50,000.

Accepted Answer

Executive Order 11246 requires federal contractors and subcontractors with contracts greater than $50,000 and 50 or more employees to develop and implement written affirmative action plans to ensure equal employment opportunities for all individuals regardless of race, color, religion, sex, or national origin.

Question 7

The Drug-Free Workplace Act of 1988:

Accepted Answer

The Drug-Free Workplace Act of 1988 does not prohibit the use of drugs or alcohol in the workplace, but it requires certain employers who receive federal funding or contracts to have a drug-free workplace policy and to take steps to reduce the use of illegal drugs in the workplace. It does not cover organizations regulated by the Department of Transportation, and it applies to both private and public employers who meet the funding or contract threshold.

Question 8

Jeffrey Inc., an animation company, asks job applicants to fill out a form for hereditary illness or health conditions experienced by the applicants or their family members.This is a breach of the _____.

Accepted Answer

Jeffrey Inc.'s practice of asking job applicants about their hereditary illness or health conditions experienced by their family members is a violation of the Genetic Information Nondiscrimination Act (GINA). The law prohibits employers from asking for genetic information, including family medical history, during the hiring process.

Question 9

The ____ established the workweek in the United States as 40 hours per week.

Accepted Answer

The Fair Labor Standards Act of 1938 established the workweek in the United States as 40 hours per week, along with other regulations like minimum wage and overtime pay.

Question 10

Which of the following laws allows law enforcement agencies to carry out investigations of potential terrorists without having to inform the targets of those investigations?

Accepted Answer

The PATRIOT Act (Uniting and Strengthening America by Providing Appropriate Tools Required to Intercept and Obstruct Terrorism Act) allows law enforcement agencies to carry out investigations of potential terrorists without having to inform the targets of those investigations. It grants surveillance and intelligence-gathering powers to authorities to better detect and prevent terrorist activities. The other options given do not pertain to terrorism or national security.

Question 11

The Americans with Disabilities Act of 1990 requires companies to:

Accepted Answer

The Americans with Disabilities Act of 1990 requires companies to make reasonable accommodations for disabled individuals. This means that companies should make necessary adjustments to their policies and physical environment to ensure that individuals with disabilities have equal access to job opportunities and the work environment. Hiring all applicants with a documented disability (A) is not mandatory, as the candidate's qualifications and abilities should still be taken into consideration. Discriminating against those with a disability (B) is illegal under the ADA. Hiring a diversity consultant (C) is not explicitly required but may be a beneficial step for companies to take. Spending $100,000 per year on disability training (E) is not mandated by the ADA, but companies may choose to allocate resources to this area to improve their understanding and compliance with disability-related laws and policies.

Question 12

The _____ ensuresthat employees would be able to receive at least some pensionbenefits at the time of termination.

Accepted Answer

The Employee Retirement Income Security Act (ERISA) sets minimum standards for pension plans in the private sector and ensures that employees are able to receive some benefits in case of termination. The other options listed are not directly related to pension benefits.

Question 13

The _____ was passed toregulate union actions and their internal affairs in away that puts them on an equal footing with managementand organizations.

Accepted Answer

The Taft-Hartley Act, also known as the Labor Management Relations Act, was passed in 1947 and amended the Wagner Act of 1935. It sought to regulate union activities and protect the rights of employers. The Act prohibits unions from engaging in certain activities, such as secondary boycotts and wildcat strikes, and provides for the decertification of unions. It also requires unions to provide members with certain rights, such as the right to attend meetings, vote in union elections, and participate in the bargaining process.

Question 14

Which of the following is NOT true of the Family and Medical Leave Act of 1993?

Accepted Answer

The Family and Medical Leave Act applies to employees who have worked at least 1,250 hours over the past 12 months, which averages to about 24 hours a week, not 20.

Question 15

The _____ requires thatexecutive agencies and subcontractors and contractors of thefederal government receiving more than $2,500 a year fromthe government engage in affirmative action for disabledindividuals.

Accepted Answer

The Vocational Rehabilitation Act of 1973 requires affirmative action for disabled individuals for executive agencies, subcontractors, and contractors of the federal government receiving more than $2,500 per year. The other options either focus on different areas of employment law or do not address affirmative action for disabled individuals specifically.

Question 16

The _____ prohibits employers from collecting information about an employee's family history of disease.

Accepted Answer

The Genetic Information Nondiscrimination Act (GINA) prohibits employers from collecting information about an employee's family history of disease in order to prevent discrimination based on genetic information. This law protects individuals from discrimination in employment or health insurance based on their genetic information, including family medical history.

Question 17

Which of the following is NOT true of theWorker Adjustment and Retraining NotificationAct of 1988?

Accepted Answer

The Worker Adjustment and Retraining Notification Act of 1988 does not require employers to provide paid leave in case of temporary closure of facilities. The act requires employers to provide 60 days notice before a layoff or facility closure affecting 50 or more employees, but it does not specify the type of leave that should be provided.

Question 18

Employees at Borders Bookstore recently held a strike to force their employer to negotiate a labor contract.Borders's employees possessed the right to do this because of the_____.

Accepted Answer

The National Labor Relations Act (NLRA) grants employees the right to strike in order to compel their employer to negotiate a labor contract. The Taft-Hartley Act regulates labor-management relations, but it does not specifically address the right to strike. The Employee Retirement Income Security Act (ERISA) pertains to employee benefits and pension plans. The Occupational Safety and Health Act (OSHA) regulates workplace safety, while the Fair Labor Standards Act (FLSA) establishes minimum wage and overtime pay requirements.

Question 19

Addison Inc.planned to close one of its plants due to a slump in its business.The closing was announced by the company managers on April 1 and took place 60 days after the announcement.In this case, the company conforms to the _____.

Accepted Answer

The Worker Adjustment and Retraining Notification Act (WARN) requires employers with 100 or more employees to provide at least 60 calendar days’ advance written notice of a plant closing or mass layoff affecting 50 or more employees. Therefore, Addison Inc. conforms to WARN as it provided 60 days’ notice of the plant closing.

Question 20

The Privacy Act of 1974:

Accepted Answer

The Privacy Act of 1974 ensures that federal employees can review their personnel files for accuracy, among other provisions. It does not allow law enforcement agencies to use broad surveillance or monitoring of employees' behavior outside of work. It also does not permit employers to collect genetic information about their employees.

Quiz 2: The Legal Environment