Business Ethics Practice Exam
Course Introduction
Business Ethics explores the moral principles and values that govern decision-making and behavior within organizations. This course examines ethical theories, frameworks for resolving ethical dilemmas, and the role of corporate social responsibility in a global context. Students will analyze real-world case studies, consider the impact of ethical leadership, address issues such as workplace diversity, environmental sustainability, and fair trade, and develop skills to identify and resolve ethical challenges in the business environment.
Recommended Textbook
Employment Law for Business 6th Edition by
Dawn Bennett-Alexander
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15 Chapters
786 Verified Questions
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Chapter 1: The Regulation of the Employment Relationship
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Q1) A signed agreement between a company and a worker that specifically states that no employee-employer relationship exists will be controlling in the event of a legal dispute over whether the worker is covered by the National Labor Relations Act.
A)True
B)False
Answer: False
Q2) Mr.Jones was employed by Barker Sock Company as a sewing machine repairman in Plant #5.He,along with the other 700 employees,was informed that the plant had been permanently closed by a written notice on the door when he arrived at work.
A)Mr.Jones' only recourse is to file for unemployment benefits.
B)Mr.Jones has no recourse because he was an employee-at-will.
C)Mr.Jones may be eligible to receive his salary and benefits for the next 60 days.
D)None of the choices are correct.
Answer: C
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3
Chapter 2: The Employment Law Toolkit: Resources for Understanding
the Lawand Recurring Legal Concepts
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Sample Questions
Q1) The four-fifths rule states that
A)only 20% of the employees affected by the screening device can be minorities or there is a presumption of disparate impact discrimination.
B)minorities must do at least 80% as well as the majority on the screening device or there is a presumption of disparate impact discrimination.
C)after the claim has been filed,the employer must offer evidence to prove that four-fifths of all employees are successful when the screening device is used.
D)None of the choices are correct.
Answer: B
Q2) The 1964 Civil Rights Act was passed the year after the historic March on Washington led by the late Rev.Dr.Martin Luther King,Jr.
A)True
B)False
Answer: True
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4
Chapter 3: Title VII of the Civil Rights Act of 1964
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Q1) Employment Record Disclosure Acts immunize employers in some states against suits for defamation arising out of references given on former employees:
A)if the employer can show the truth of the statements made in the reference.
B)if the employer can demonstrate a good faith belief in the truth of the statements made in the reference.
C)if the employer can demonstrate reasonable ignorance of the falsity of the statements made in the reference.
D)if the employer can demonstrate willful ignorance of the falsity of the statements made in the reference.
Answer: B
Q2) To avoid liability for negligent hiring,an employer must
A)conduct a reasonable background check that would disclose information sufficient to determine whether the applicant is fit for the job.
B)check the applicant's references
C)verify the information provided by the applicant on the application
D)All of the choices are correct.
Answer: D
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5
Chapter 4: Legal Construction of the Employment
Environment Part Two
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Q1) An affirmative action program can be created by A)coverage of an employer under Executive Order 11246.
B)a judicially ordered remedy for a finding of discrimination under Title VII.
C)voluntary affirmative action by an employer.
D)All of the choices are correct.
Q2) Segregation in the workplace was legal in many parts of the United States until
A)the 1954 Supreme Court case of Brown v.Topeka Board of Education.
B)the passage of the Civil Rights Act of 1964
C)the 1979 Supreme Court case of United Steelworkers of America,AFL-CIO v.Weber.
D)the 1971 Supreme Court case of Griggs v.Duke Power.
Q3) One of the commonly held myths about affirmative action is
A)that it cannot eliminate discrimination in the workplace without a diversity component.
B)that it requires employers to hire unqualified minorities and women instead of qualified white males.
C)that it is allowed only when there is demonstrated under representation or a finding of discrimination.
D)All of the choices are correct.
Q4) Distinguish between quotas and affirmative action goals.
Q5) Specify ten actions that an employer can take to show that it values diversity.
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Chapter 5: Affirmative Action
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Q1) Now that the Civil Rights Act of 1964 has been in effect for over 40 years
A)there is no longer any need to monitor race discrimination in the workplace.
B)claims based on race discrimination are rarely filed with the EEOC.
C)all barriers to equal employment opportunity for blacks in the workplace have been eliminated.
D)None of the choices is correct.
Q2) Cynthia Williams filed a lawsuit against her employer for racial harassment.The evidence at trial indicated that her employer responded immediately to her allegations of racial discrimination by investigating the matter,reprimanding the harasser and conducting department wide meetings to discuss the company's policy on race discrimination.Cynthia will
A)win the lawsuit because her employer acknowledged that the race discrimination occurred.
B)win the lawsuit because her employer did not terminate the harassing employee.
C)lose the lawsuit because her employer acted reasonably when notified of the racial harassment.
D)lose the lawsuit because the harasser admitted to engaging in racial harassment.
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Page 7
Chapter 6: Race and Color Discrimination
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Q1) A claimant must prove discriminatory intent in order to prevail on a claim of disparate impact national origin discrimination under:
A)42 USC §1981.
B)the Immigration Reform and Control Act (IRCA).
C)Title VII
D)All of the choices are correct.
Q2) In the case of Garcia v.Spun Steak,the court followed the EEOC's Guidelines and held that English-only rules in the workplace violate Title VII.
A)True
B)False
Q3) An English-only policy in the workplace:
A)will necessarily lead to an abusive environment for those whose primary language is not English.
B)does not violate Title VII as a matter of law.
C)may lead to an abusive environment for those whose primary language is not English.
D)is designed to deny non-English speaking individuals their protected right to express their cultural heritage.
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Chapter 7: National Origin Discrimination
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Q1) Dahlia is a photography analyst.She reviews photographs for placement in a stock images catalog.Her male colleagues,who review photographs for placement in a stock images catalog,are image technicians.She complains that she is paid less for doing the same work as them.
A)Dahlia will prevail on a claim under the Equal Pay Act if the jobs require equal skill,effort and responsibility.
B)Dahlia will not prevail on a claim under the Equal Pay Act because the wage rates for these jobs have been historically different.
C)Dahlia will not prevail on a claim under the Equal Pay Act because the company hired image technicians before it hired photography analysts so all of the technicians have more years with the company than she does.
D)Dahlia will prevail on her claim under the Equal Pay Act if she can show that her job has a photography analyst is more productive than an image technician is safe from liability under the Equal Pay Act.
Q2) How are the Equal Pay Act (EPA)and Title VII of the Civil Rights Act different and how might these differences affect an employee who is seeking relief against wage discrimination based on sex/gender.
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Page 9
Chapter 8: Gender Discrimination
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Q1) When an employee alleges sexual harassment based on a hostile workplace environment
A)the more severe the conduct,the less extensive it need be for it to be found to be hostile.
B)the more severe the conduct,the more extensive it should be for it to be found to be hostile.
C)the conduct must be severe and extensive over a protracted period of time.
D)None of the choices are correct.
Q2) What is the Ellerth/Faragher defense and what should an employer do to be able to assert the defense?
Q3) A claimant cannot file a claim for sexual harassment unless the harassing activity occurred during the work day or on the employer's premises.
A)True
B)False
Q4) Claims for sexual harassment do not have to be based on sex,sexual comments or requests for sexual activity.
A)True
B)False
Q5) What are the elements of a prima facie case of hostile environment harassment?
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Chapter 9: Sexual Harassment
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Q1) A person who is transgendered is
A)someone who cross dresses.
B)someone who is intersexed (i.e.,has both male and female reproductive organs,also known as "a hermaphrodite").
C)someone who HYPERLINK "http://en.wikipedia.org/wiki/Gender_identity"" identifies with a physical HYPERLINK "http://en.wikipedia.org/wiki/Sex"" sex different from the one that they were born with
D)All of the choices are correct.
Q2) Describe the avenues of legal protection available to gay and lesbian individuals against employment discrimination on the basis of their affinity orientation.
Q3) State and local laws called "identity statutes" provide workplace protection against discrimination for transgenders.
A)True
B)False
Q4) Discuss the current trend of voluntary employer recognition of gay rights as it relates to employee benefits and whether you believe this trend will impact the law.
Q5) What protections,if any,does Title VII afford gay and lesbian individuals?
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Page 11
Chapter 10: Sexual Orientation and Gender Identity
Discrimination
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Q1) Cara has been employed by Dalton Department Store for 10 years as a sales associate in the women's department.After she became a Muslim,she decided to wear a burka,a full-body cloak,with a small mesh-like screen to see through.When she reported for work wearing burka,her employer told her that she was in violation of the company's dress policy.Cara was told to change her clothes or go home.Cara refused to change her clothes and left.She was contacted by her employer later that day and was told that she could continue to work for the company in the stock room at no reduction in pay.
A)Dalton Department Store has no liability under Title VII because Cara was offered a reasonable accommodation
B)Cara has an actionable claim under Title VII because she was demoted and adverse employment actions are not considered reasonable accommodations.
C)Dalton Department Store is liable for religious discrimination because there was no evidence that their customers would have been offended by Cara's clothing.
D)Cara does not have an actionable claim for religious discrimination because she was aware of the grooming policy before she decided to follow the Muslim religion.
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Chapter 11: Religious Discrimination
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Q1) Terminations pursuant to a legitimate,non-age motivated reduction in force generally do not violate the ADEA,even if the effect of the reduction falls more heavily on workers in the protected age class.
A)True
B)False
Q2) State,and discuss,at least three myths related to age discrimination.
Q3) The ADEA allows BFOQ to be used as a defense as long as substantially all of the individuals over the age at issue are unable to perform the duties of the job.
A)True
B)False
Q4) Monica,aged 39,is terminated.Her employer tells her that changes in their selling environment have made older,more mature individuals better suited for her job.Monica will have no claim for age discrimination because the ADEA applies only to employees at least 40 years of age.
A)True
B)False
Q5) List the elements for a prima facie cause of action for disparate treatment age discrimination.
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Chapter 12: Age Discrimination
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Q1) The IRS provides tax credits and deductions to eligible small businesses that suffer a financial burden providing accommodations.
A)True
B)False
Q2) Health insurers and employers are prohibited from discriminating against people for flaws or disease risks revealed by genetic testing under the provisions of the
A)Genomics and Personalized Medicine Act
B)Genetic Information Nondiscrimination Act
C)Americans with Disabilities Act
D)Stem Cell Research Enhancement Act
Q3) A covered employer's duties under the ADA and the Rehabilitation Act
A)are identical to the duties imposed by the ADEA.
B)will expire,by law,in the year 2011,unless Congress renews these statutes.
C)can be modified by the Equal Pay Act when the employer is a local government.
D)require active,preemptive steps to make a workplace amenable to employees protected by the acts.
Q4) List the elements of a prima facie case of disparate treatment disability discrimination under the ADA.
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Page 14
Chapter 13: Disability Discrimination
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Questions
Q1) An employee unreasonably detained during a search by a private employer may have a viable cause of action against the employer for
A)defamation.
B)false imprisonment.
C)assault.
D)battery.
Q2) Surveillance by design occurs when all information that is sent through a system is caught and cataloged.
A)True
B)False
Q3) For which of the following does Josh,an employee,generally have the greatest expectation of privacy?
A)Josh's desk drawers in his office.
B)Josh's briefcase that he carries to and from the office and home.
C)Josh's business use company car.
D)Josh's locker at work.
Q4) How do the 5th and 14th Amendments protect a government employee's right to privacy? How do the courts determine what privacy rights are to be protected under the Constitution?
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Chapter 14: The Employees Right to Privacy and Management of Personal Information
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Q1) Preventing and addressing corruption in the operation of unions is the purpose of:
A)the Wagner Act.
B)the Norris LaGuardia.
C)the Landrum-Griffin Act.
D)the Taft-Hartley Act.
Q2) The National Labor Relations Board enforces labor laws for A)state and local government employees.
B)private sector employees.
C)federal government employees in the executive branch.
D)Congressional employees.
Q3) The Taft-Hartley Act prohibits the use of closed shops where the state in which the union is located has enacted a right-to-work law.
A)True
B)False
Q4) The Federal Labor Relations Authority
A)is the agency established to administer federal sector labor law.
B)is the counterpart to the NLRB.
C)was established by the Civil Service Reform Act of 1978.
D)All of the choices are correct.
Page 16
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Chapter 15: Labor Law
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Q1) Prior to the enactment of the Occupational Safety and Health Act,employers could avoid liability for workplace accidents by alleging the contributory negligence defense.
A)True
B)False
Q2) Zola is a dancer at the Silver Fox gentleman's club.According to the ruling in Reich v.Circle C.Investments,Inc.,she is an independent contractor and her employer is exempt from the FLSA.
A)True
B)False
Q3) What are the general obligations of an entity that is covered by the Health Insurance Portability and Accountability Act (HIPAA)
Q4) The FLSA,which is administered by the EEOC,has the authority to investigate,gather information,issue regulations,and enforce provisions of the FSLA. A)True
B)False
Q5) Briefly describe the two requirements imposed on employers by section 5(a)of the Occupational Safety and Health Act.
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