Question 1

Emma, Frick, Glenda, and Huey are employees of different-sized employers in different industries. Under the Fair Labor Standards Act, a minimum wage must be paid to employees in

Accepted Answer

The Fair Labor Standards Act only applies to covered industries, which include most businesses with employees who engage in interstate commerce, produce goods for interstate commerce, or handle, sell, or work on goods or materials that have been moved in or produced for interstate commerce. This means that Emma, Frick, Glenda, and Huey are only guaranteed a minimum wage if their employers fall within these industries.

Question 2

Chuck works for Deepwater Drilling Corporation. While operating a Deepwater drill, Chuck suffers an injury. Under state workers' compensation laws, Chuck will be compensated only if

Accepted Answer

According to state workers' compensation laws, an injured worker will be compensated only if the injury was accidental. Intentional injuries are not covered by workers' compensation, and the worker does not need to be completely disabled to receive compensation. Whether or not the worker has health insurance is irrelevant to their eligibility for workers' compensation benefits.

Question 3

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. It is legal for a U.S. employer to

Accepted Answer

It is illegal for a U.S. employer to hire or recruit persons not authorized to work in the United States, and it is also illegal to refer for a fee persons not authorized to work in the United States. Therefore, the only legal option is to hire and recruit individuals who are authorized to work in the United States.

Question 4

First National Bank may subject its employees to lie-detector tests when investigating

Accepted Answer

Lie-detector tests are commonly used in investigations of theft, as they can provide information about whether an employee was involved or has knowledge of the theft. The use of these tests for other purposes, such as health conditions, work history, or drug use, may be considered intrusive and violate an employee's privacy rights.

Question 5

Ewa is a current employee of Financial Accounting, Inc. Gomer, a former Financial employee who is currently unemployed, collects unemployment compensation. This is provided by a tax on

Accepted Answer

The answer of Ewa is a current employee of Financial...

Question 6

During a union election campaign, Autowerks Repair, Inc., prohibits on-site, work-hour solicitations by any party, including Mechanics Union, which is seeking the workers' unionization. This violates

Accepted Answer

The answer of During a union election campaign, Autowerks Repair,...

Question 7

Miley takes temporary medical leave from her job at Lumber Mill Inc. to care for a parent with a serious health condition. When she attempts to return to work, Lumber Mill refuses to reinstate her. Under the Family and Medical Leave Act, Miley may obtain

Accepted Answer

Under the Family and Medical Leave Act, an employee who takes leave for a serious health condition or to care for a family member with a serious health condition is entitled to job reinstatement or an equivalent position upon return from leave. If the employer refuses to reinstate the employee, the employee may file a lawsuit and be entitled to double damages, job reinstatement, and even promotion if appropriate.

Question 8

Delicious Fruit-of-the-Month Company currently employs five hundred full-time workers and two hundred part-time seasonal workers. Because business has declined, Delicious plans to close a plant that employs more than fifty full-time workers. Advance notice of the layoff must be sent to

Accepted Answer

According to the Worker Adjustment and Retraining Notification (WARN) Act, advance notice of at least sixty days must be sent to affected workers or their union representative in the case of a plant closing or mass layoff. Therefore, option A is the best choice. Option B is not necessary and would only cause unnecessary anxiety to workers who are not affected. Option C is irrelevant and would not serve any purpose in this scenario. Option D is not ethical and would violate the WARN Act.

Question 9

Residential Construction Company agrees with its employees' union not to buy any nonunion-produced goods from other firms for use on Residential Construction job sites. This is

Accepted Answer

This is a prohibited secondary boycott because it involves an agreement not to buy goods from other firms based on their union status, which is a violation of the National Labor Relations Act.

Question 10

Boz, a clerk for a Cheezy Burger, Inc., restaurant goes out on strike with the other employees. After the strike, Boz must be given his job back if there is still work at the restaurant and the strike was

Accepted Answer

If the strike was a lawful economic strike, meaning it was conducted to address issues related to wages, benefits, or working conditions, Boz must be given his job back if there is still work at the restaurant. This is protected under the National Labor Relations Act. If the strike was unjustified or unlawful, or if it was a practice strike (meaning it was conducted just to see how management would react), Boz may not be entitled to his job back. If the strike was an excuse for a few days off, it was not a lawful strike and Boz would not be entitled to his job back.

Question 11

Clerical Workers Union represents the employees of Miracle Medical Research Company. The management of the firm refuses to bargain with the union over the hiring of unnecessary workers. This most likely violates

Accepted Answer

The answer of Clerical Workers Union represents the employees of...

Question 12

Interstate Distribution, Inc. (IDI), provides its employees with an e-mail system. IDI notifies them that it will monitor their communications over the system. Some employees file a suit against IDI, claiming a violation of privacy. The court is most likely to hold that, with respect to communications over the e-mail system,

Accepted Answer

The court is likely to hold that the employees did not have a reasonable expectation of privacy because the employer notified them that their communications over the e-mail system would be monitored. Therefore, the employees cannot claim a violation of privacy.

Question 13

Machine Operations, Inc. (MO), employs four hundred workers at three locations in three states. Workers who lose their jobs with MO have a right to continued health-care coverage under MO's group plan unless they

Accepted Answer

According to the statement, workers who lose their jobs have a right to continued health-care coverage unless they are fired for gross misconduct. Therefore, choice (A) is the correct answer because it is the only option that specifies termination for a reason that would negate the continuation of health-care coverage. The other options do not disqualify an employee from continued coverage under MO's group plan.

Question 14

Richard is an employee of Stealth Security Company. Stealth discharges Richard for refusing to infiltrate a competitor's organization to learn its trade secrets. With respect to the employment-at-will doctrine, this is

Accepted Answer

This is an exception based on public policy. It goes against public policy to require employees to engage in illegal activities such as corporate espionage, and therefore an employer cannot terminate an employee for refusing to do so.

Question 15

Kato takes temporary family leave from his job at Lube & Oil Company to care for a new baby. During the leave, under the Family and Medical Leave Act, Lube & Oil must

Accepted Answer

Under the Family and Medical Leave Act, employers like Lube & Oil must continue the employee's health-care coverage while they are on temporary family leave.

Question 16

Myron is an employee of Nero. Either party can terminate the employment relationship at any time for any reason without liability. With respect to the employment-at-will doctrine, this is

Accepted Answer

This scenario is an example of the employment-at-will doctrine, which means that either party can end the employment relationship at any time for any reason without liability. There are no exceptions or limitations stated in the scenario.

Question 17

Fedro is an employee of Earth & Sea Mining Company. Under federal law, Fedro and other employees have the right to

Accepted Answer

Under federal law, employees have the right to engage in collective bargaining with their employer through their chosen representative. This means that they have a right to negotiate the terms and conditions of their employment, including wages, benefits, and working conditions. Option B is incorrect because employees cannot be required to join a union to work for a company. Option C is incorrect because employers are not required to contribute financially to unions. Option D is incorrect because employees have the right to engage in collective bargaining, and refusing to bargain would be a violation of their legal rights.

Question 18

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

Accepted Answer

It is the responsibility of the employer to verify the identities and eligibility to work of their employees, as mandated by federal law. The employer must complete I-9 forms for each employee, which requires documentation to prove their identity and eligibility to work in the United States. The other choices may be involved in the process, but ultimately the employer is the one responsible for verification.

Question 19

Detailed Designs Company, an architectural firm, wants to hire Eduardo, a noncitizen. A temporary work visa is most likely to be set aside for a noncitizen who is

Accepted Answer

The most likely temporary work visa set aside for a noncitizen is the O-1 visa for "persons of extraordinary ability." This visa is typically reserved for individuals with exceptional talent or expertise in their field, such as athletes, artists, or scientists. It is not based on ethnic similarity or work ethic.

Question 20

Jenna is fifteen years old. Under the Fair Labor Standards Act, Jenna cannot work

Accepted Answer

The Fair Labor Standards Act prohibits 15-year-olds from working in hazardous occupations, such as mining or operating certain types of machinery. The other options listed (working in the entertainment industry, for parents, or delivering newspapers) may have restrictions or regulations under state or local laws, but are not specifically prohibited by the Fair Labor Standards Act for 15-year-olds.

Quiz 34: Employment, Immigration, and Labor Law