Question 1

Hoppy, who works as an employee for Imperial Power Corporation, suffers an injury in an accident.Hoppy will be compensated under state workers' compensation laws

Accepted Answer

Workers' compensation laws only cover injuries that occur on the job. Therefore, Hoppy will only be compensated if the injury occurred while he was working for Imperial Power Corporation.

Question 2

Quinn is an employee of Regional Industries, Inc.Quinn is threatened with a discharge when he refuses a transfer to a Regional department in which several employees suffered serious injuries from exposure to hazardous chemicals.Quinn may be entitled to protection from discharge under

Accepted Answer

The Occupational Safety and Health Act (OSHA) provides protection to employees who refuse to work in hazardous conditions. In this case, Quinn is being threatened with discharge for refusing to transfer to a department where employees have suffered serious injuries from exposure to hazardous chemicals. Under OSHA, Quinn may be entitled to protection from such discharge.

Question 3

Big Drill Oil Company employees one hundred workers.Big Drill must do all of the following except

Accepted Answer

The Occupational Safety and Health Act (OSHA) requires employers to keep records of occupational injuries and illnesses, report work-related diseases to OSHA, and report any employee death due to a work-related incident to OSHA within eight hours. However, there is no requirement to pay employees higher wages for working in more dangerous areas.

Question 4

Investors Fund, a large financial institution, announces that it will start monitoring its employees' electronic communications.If Mary, an Investors Fund employee, resists this policy, her best argument is that the monitoring violates

Accepted Answer

Mary's best argument would be that the monitoring of electronic communications violates her privacy rights as an employee. All employees have a reasonable expectation of privacy in their workplace communications, and monitoring without consent or reasonable cause can be seen as a violation of this right. While employers do have some right to monitor electronic communications for legitimate business reasons, they must balance this with their employees' privacy rights. Choices B, C, and D are not relevant to the issue of employee privacy rights.

Question 5

Pork & Poultry Packing Corporation is a U.S.employer.Pork & Poultry, and other U.S.employers, must perform I-9 verifications for

Accepted Answer

According to the U.S. Citizenship and Immigration Services (USCIS), all employers must complete Form I-9, Employment Eligibility Verification, for every new hire in order to verify the employee's identity and eligibility to work in the United States. Therefore, Pork & Poultry, along with all other U.S. employers, must perform I-9 verifications for each new hire.

Question 6

Café Cuisine Dining, Inc., employs one hundred workers at three locations in two states.Under federal law, Café Cuisine must provide its employees, during any twelve-month period, family or medical leave of up to

Accepted Answer

Under federal law, employers with more than 50 employees must provide up to 12 weeks of unpaid leave for the birth or adoption of a child, care of a seriously ill family member, or an employee's own serious health condition. This is known as the Family and Medical Leave Act (FMLA). Therefore, option B is the correct choice.

Question 7

Which of the following is not a common form of electronic surveillance of employees in the workplace

Accepted Answer

Requiring employees to wear electronic location monitoring bracelets is not a common form of electronic surveillance in the workplace. It is intrusive and raises privacy concerns, and most employers rely on other methods of tracking employee behavior such as reviewing emails, recording phone conversations, and video surveillance of job performance.

Question 8

The Employee Polygraph Protection Act of 1988 prohibits most private employers from doing all of the following except

Accepted Answer

The Employee Polygraph Protection Act of 1988 prohibits private employers from requiring or causing employees or job applicants to take lie-detector tests, using or referring to the results of such tests, and taking negative employment actions based on the results of such tests. However, the Act does allow the use of lie-detector tests in limited circumstances, such as when investigating losses due to theft, as stated in choice D.

Question 9

Hu, Ivan, and Juana apply to work for Valley Groundskeeping Company.These individuals' identities and eligibility to work must be verified by

Accepted Answer

It is the responsibility of the employer to verify the identity and eligibility to work of their employees, in compliance with federal laws and regulations. The other options are not directly responsible for this verification process.

Question 10

Clive works for Digby Excavation Corporation.While operating a backhoe, Clive suffers an injury.Clive will be compensated under state workers' compensation laws only if

Accepted Answer

State workers' compensation laws generally require that the injury be accidental, meaning that it occurred as a result of a sudden, unexpected event rather than from a deliberate action or a preexisting condition. It is not necessary for the employee to be completely disabled or be without health insurance to receive compensation. If the injury was intentional, it may be subject to different laws and not covered by workers' compensation.

Question 11

Sunny Energy Company wants to genetically test its workers for potentially significant, future health problems.Sunny may

Accepted Answer

It is illegal to make employment decisions based on genetic testing results, as it violates the Genetic Information Nondiscrimination Act (GINA). Therefore, Sunny Energy Company should not discharge employees, discriminate against job applicants, or deny group health insurance based on genetic testing results.

Question 12

Samson is a government employee.Samson is limited in drug testing by the U.S.Constitution's

Accepted Answer

The Fourth Amendment to the U.S. Constitution protects individuals against unreasonable searches and seizures by the government, including drug testing. As a government employee, Samson is subject to this protection and cannot be subjected to drug testing without a reasonable suspicion or other valid justification. The First Amendment protects freedom of speech, religion, and assembly, while the Second Amendment protects the right to bear arms and the Eighth Amendment prohibits cruel and unusual punishment. None of these amendments are directly relevant to drug testing of government employees.

Question 13

Nimble Numbers Accounting Corporation, a private employer, handles bookkeeping for small employers.In most circumstances, with exceptions, federal law clearly prohibits Nimble from subjecting its employees to

Accepted Answer

The answer of Nimble Numbers Accounting Corporation, a private employer,...

Question 14

Tyrone is seventeen years old.Under the Fair Labor Standards Act, he

Accepted Answer

The Fair Labor Standards Act prohibits minors under 18 years old from working in hazardous occupations, which includes jobs in construction, mining, manufacturing, and other industries that are considered dangerous. While Tyrone may still be able to work other types of jobs, he cannot work in hazardous occupations until he reaches the age of 18.

Question 15

Phyllis intentionally injures herself while performing her job for Stone Cutters, Inc.Phyllis will be entitled to

Accepted Answer

Workers' compensation benefits are provided for injuries that occur during the course and scope of employment. However, intentionally injuring oneself is not covered under workers' compensation as it is considered fraud. Therefore, Phyllis would not be entitled to any workers' compensation benefits.

Question 16

Julie works as an employee for Organic Produce Express, Inc.(OPI).Rowan, who is unemployed, collects unemployment compensation.This compensation is provided by a tax on

Accepted Answer

Unemployment compensation is provided by a tax on employers like OPI and other similar companies. It is not funded by employees or their salaries. Therefore, choice C is the correct option.

Question 17

Network Industries, Inc., wants to monitor its employees' electronic communications.To avoid liability under laws related to employee monitoring, Network should announce the monitoring to

Accepted Answer

Network Industries, Inc., should announce the monitoring to its employees to avoid liability under laws related to employee monitoring. This is because employees have a reasonable expectation of privacy in their electronic communications, and notifying them of monitoring is considered a best practice in many jurisdictions. Notifying the government or the public generally is not necessary or required for compliance with employee monitoring laws.

Question 18

Southwestern Foods Corporation operates a packaging plant near the border between the United States and Mexico.Due to the location, it would be easier for Southwestern to employ noncitizens.With respect to persons not authorized to work in the United States, an employer can

Accepted Answer

It is illegal for employers to hire, recruit, or refer noncitizens who are not authorized to work in the United States under federal law. Therefore, the best choice is D, as it is the only option that is legally compliant.

Question 19

Jo works for Tall Tales Publishing, Inc.The basis for Jo's contribution under the Federal Insurance Contribution Act (FICA)is based on her

Accepted Answer

The basis for Jo's contribution under FICA is based on her annual wage base. FICA taxes are calculated based on a percentage of an employee's earnings up to a certain annual wage base, which is adjusted annually for inflation. Seniority at the company, special job skills, and county of residence are not factors used in determining an employee's FICA tax obligation.

Question 20

Cash is an employee of Drowsy Resort, Inc., covered by federal overtime provisions, which apply only after an employee has worked more than

Accepted Answer

The federal overtime provisions apply after an employee has worked more than forty hours in a week.

Quiz 19: Employment, Immigration, and Labor Law