Business Ethics
Test Questions
Course Introduction
Business Ethics explores the principles and standards that guide behavior in the world of business, examining moral dilemmas and decision-making processes in corporate environments. The course covers ethical theories, corporate social responsibility, stakeholder management, and the role of ethics in organizational culture. Students will analyze real-world case studies and contemporary issues such as fair trade, workplace diversity, environmental sustainability, and global business conduct, developing the skills to identify and address ethical challenges in various business contexts.
Recommended Textbook
Employment Law for Business 9th Edition by Dawn D. Bennett-Alexander
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16 Chapters
800 Verified Questions
800 Flashcards
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Chapter 1: The Regulation of Employment
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Q1) A willful misclassification of workers by an employer may result in harsh sanctions under the Fair Labor Standards Act of 1938 (FLSA).These may include imprisonment and a fine of up to $10,000.
A)True
B)False
Answer: True
Q2) Individual coverage under the Fair Labor Standards Act of 1938 refers to the protections (wages,hours,and ages for employment in the United States)offered to:
A) shareholders if a publicly held company incurs a minimum loss of $300,000.
B) consumers if the damages incurred by them from using a product is more than $10,000.
C) employees if their work regularly involves them in commerce between states.
D) employers if their work is temporary or seasonal.
Answer: C
Q3) The National Labor Relations Act of 1935 (NLRA)protects independent contractors from unfair labor practices of employers.
A)True
B)False
Answer: False
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Page 3
Chapter 2: The Employment Law Toolkit: Resources for
Understanding the Law and Recurring Legal Concepts
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Q1) Emmanuel & Petersen LLP is a law firm that specializes in litigation.The firm is looking for a qualified person to fill the secretary position.A criterion for selection is that the person should be able to type at least 65 words a minute.If a group of male applicants challenges this policy as being discriminatory against generally slower-typing males,the company could defend the typing-speed requirement as a:
A) bottom-line defense.
B) disparate treatment defense.
C) business necessity.
D) promissory estoppel.
Answer: C
Q2) A district court must follow the decision of a circuit court of appeals in a neighboring jurisdiction.
A)True
B)False
Answer: False
Q3) At the federal level,a trial court is called a U.S.Circuit Court.
A)True
B)False
Answer: False
4
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Chapter 3: Title Vii of the Civil Rights Act of 1964
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Q1) The Equal Employment Opportunity Commission (EEOC)investigated Chen's complaint of workplace discrimination against his employer and sent him a notice stating that it found no reasonable cause for his complaint.What is Chen's next step if he wants to pursue the claim?
A) Chen has 180 days after he receives a right-to-sue letter from the EEOC to file the same complaint with a 706 agency.
B) Chen has 180 days after he receives a favorable letter of recommendation from the EEOC to sue his employer in federal court.
C) Chen has 90 days after he receives a right-to-sue letter from the EEOC to sue his employer in federal court.
D) Chen has no right to pursue his complaint further.
Answer: C
Q2) If the parties involved in a workplace discrimination case reach an agreement through mediation,that agreement is as binding as any other settlement agreement.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Legal Construction of the Employment Environment
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Q1) Describe the disparate treatment concerns when female employees are evaluated in accordance with a different criteria from those used with male employees.
Q2) An effective method to minimize the possibility that the former employer of a prospective employee will refuse to provide a reference on the grounds that a reference can give rise to defamation liability is to:
A) require all prospective employees to sign a statement that releases his or her former employers from liability for offering references.
B) obtain a right-to-sue letter from the Equal Employment Opportunity Commission on behalf of the former employers.
C) use the help of an unrelated third party to make background or reference checks.
D) limit the recruitment practices within an organization to word-of-mouth recruiting and internal promotions.
Q3) Federal statutes require that an employer document the reason(s)for failing to hire a specific applicant.
A)True
B)False
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6
Chapter 5: Affirmative Action
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Q1) The number of women employees at ThinkOne Systems Inc.is significantly lower than what statistics indicate about the availability of qualified women employees in the relevant labor pool.This is referred to as ________.
A) devaluation
B) underutilization
C) reverse discrimination
D) positive displacement
Q2) Which of the following is NOT true of affirmative action?
A) It is used where there is a finding of discrimination or a demonstrated underrepresentation.
B) It is a punishment for failing to be inclusive.
C) It is a remedy for present-day employment discrimination.
D) It considers the past only as a way to understand if present-day vestiges remain.
Q3) The Mississippi Sovereignty Commission was designed to protect the sovereignty of the State of Mississippi and her sister states from federal government interference.
A)True
B)False
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Chapter 6: Race and Color Discrimination
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Q1) Actions for racial harassment can be brought under each of the following statutes,except:
A) post-Civil War statutes.
B) Jim Crow laws.
C) state human rights or fair employment practice laws.
D) Constitutional provisions.
Q2) Zhu is the owner of Orchid Cleaning and Housekeeping Services.He never hires or promotes a black applicant to the position of supervisor because he believes that his predominantly Asian crew will not follow instructions from a black supervisor.Thus,Zhu is liable for:
A) reverse discrimination against an individual because of others' perceptions about the individual.
B) disparate treatment, and he cannot use the bona fide occupational qualification defense to protect himself.
C) constructive discharge, but he can use the business necessity defense to protect himself.
D) employment discrimination against an individual because of his or her association with someone of a particular race.
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Chapter 7: National Origin Discrimination
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Q1) An employer may decide to not hire an applicant solely because they wear a headscarf or turban if there is a policy in place stating that employees may not wear hats,etc.at work.
A)True
B)False
Q2) The Equal Employment Opportunity Commission (EEOC)is charged with combating civil rights violations against Arab,Sikh,and South-Asian Americans,as well as those who are perceived to be members of those groups.
A)True
B)False
Q3) Describe what must be shown in order to make a successful Title VII claim of national origin discrimination.
Q4) Criminal penalties can be imposed for violations of the Immigration Reform and Control Act (IRCA).
A)True
B)False
Q5) Distinguish between national origin and citizenship.
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Page 9
Chapter 8: Gender Discrimination
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Sample Questions
Q1) Safe-T Securi-T Systems hires both male and female sales representatives.However,the company mostly promotes male employees to the position of senior sales executive because the job involves a lot of traveling.The management of the company believes that male employees are more suitable than female employees for jobs that require traveling.Which of the following statements is true in this situation?
A) Safe-T Securi-T Systems is not liable for gender discrimination because it can use bona fide occupational qualification as a defense to any claim filed by its female employees.
B) Safe-T Securi-T Systems is not liable for gender discrimination because it employs both men and women.
C) Safe-T Securi-T Systems is liable for gender discrimination because it is unlawful to require one gender to work different hours or job positions for reasons not related to their ability.
D) Safe-T Securi-T Systems is liable for gender discrimination only if female employees are expected to match their level of performance to that of male employees.
Q2) What is gender stereotyping,and how does it result in gender discrimination?
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Chapter 9: Sexual Harassment
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Q1) Jason was being asked for sexual favors by his boss,Katrina.She would force him to meet her outside work and would touch him inappropriately.She even promised him a promotion if he agreed to be sexually intimate with her.Jason reluctantly succumbed to Katrina's demands and got a promotion.When he refused to engage in further sexual activity with Katrina,she fired him.Which of the following holds true in this scenario?
A) Jason cannot file a claim for sexual harassment because he is a man, and workplace sexual harassment claims are normally made by women.
B) Jason cannot file a claim for sexual harassment because he participated by being sexually intimate with her.
C) Jason can file a claim for quid pro quo sexual harassment.
D) Jason can only file a claim for hostile work environment sexual harassment.
Q2) An employer's sexual harassment policy should include all of the following except:
A) A process for making, investigating, and resolving a sexual harassment claim
B) A penalty of dismissal for every proven incidence of sexual harassment, regardless of severity
C) Procedures for education and training
D) A discussion of policy and of prohibited conduct
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Page 11
Chapter 10: Sexual Orientation and Gender Identity Discrimination
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Sample Questions
Q1) There is no federal legislation protecting LGBT employees from employment discrimination.However:
A) employers need to be aware that Title VII of the Civil Rights Act prohibits same-gender sexual harassment based on sexual orientation.
B) employers need to be aware that state and local ordinances may prohibit job discrimination against homosexuals.
C) they can use the bona fide occupational qualification defense to make a discrimination claim.
D) they cannot be prevented by employers from wearing clothing, jewelry, or makeup of their choice.
Q2) Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of sexual orientation.
A)True
B)False
Q3) Describe the legal protections available to LGBT individuals against employment discrimination on the basis of their sexual orientation.
Q4) Discuss some of the benefits that can be provided to LGBT employees in the workplace.
Page 12
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Chapter 11: Religious Discrimination
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Q1) In providing reasonable accommodation,courts have found that it is an undue hardship for the employer if he or she:
A) is required to consider the employee's proposal while deciding on reasonable accommodation.
B) has to pay more than a de minimis cost to replace a worker who has religious conflicts.
C) has harmonious relations with the senior employees who will be party to a valid collective bargaining agreement.
D) comes across another employee who is more than willing to trade places with the employee who has the religious conflict.
Q2) The prohibition against discrimination on the basis of religion,under Title VII of the Civil Rights Act of 1964,is absolute.
A)True
B)False
Q3) Unions also have a duty to reasonably accommodate an employee's religious conflict.
A)True
B)False
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Chapter 12: Age Discrimination
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Q1) When a claim is pretextual,it means that it is the true reason for an action,that there is no underlying motivation.
A)True
B)False
Q2) State law age discrimination claims can apply to those age 35 and older.
A)True
B)False
Q3) Which of the following statements is true of the Age Discrimination in Employment Act?
A) It is less lenient than Title VII of the Civil Rights Act of 1964 regarding the latitude afforded employers' reasons for adverse employment decisions.
B) It only allows employees to pursue a claim if an employer discriminated against all of its older workers.
C) It only protects employees over 60 from discrimination.
D) It does not provide protection from reverse discrimination.
Q4) An employer can use a valid waiver as a defense to an ADEA claim.
A)True
B)False
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Chapter 13: Disability Discrimination
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Q1) Lend Co.accidentally discovered that one of its employees,Dana,is an alcoholic.Her manager realized that Dana's alcoholism must be the reason for her absenteeism.To help Dana overcome her alcoholism,the employer provided her with counseling services and also asked her to make a firm choice between treatment and discipline.Lend Co.also offered outpatient treatment,and Dana participated in the program without success.When all of these efforts failed,Lend Co.offered to provide inpatient treatment,and Dana refused.Lend Co.fired Dana.According to the courts:
A) Dana has a valid claim under the Americans with Disabilities Act because she willingly participated in the outpatient treatment, even though it did not produce positive results.
B) Dana does not have a claim under the Americans with Disabilities Act because the act does not consider alcoholism to be a disability.
C) Lend Co. is liable under the Americans with Disabilities Act because it failed to offer Dana time off from work after she refused to be admitted to an inpatient care facility.
D) Lend Co. is not liable under the Americans with Disabilities Act because it offered a reasonable accommodation, and Dana refused.
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Page 15
Chapter 14: The Employees Right to Privacy and Management of Personal Information
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Q1) Who among the following has committed the tort of slander?
A) A manager who searchers an employee's office without consent
B) A manager who gives false, defamatory information about a former employee while on a conference call
C) A manager who negligently reveals private information about an employee to another employee
D) A manager who monitors an employee's private e-mail
Q2) The Privacy Act of 1974 regulates the release of personal information about federal employees by federal agencies.The basic principles underlying the Privacy Act include all of the following except:
A) To permit federal employees greater access to the records that are maintained on them by the federal agency
B) to permit employees to block disclosure of records that they (the employee) prefer to keep private
C) to restrict disclosure of personally identifiable information by federal agencies
D) to establish statutory norms for collection, maintenance and dissemination of information
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16
Chapter 15: Labor Law
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Sample Questions
Q1) The National Labor Relations Act:
A) defines unfair labor practices for employers
B) defines unfair labor practices for unions
C) defines unfair labor practices for employers and unions
D) does not address unfair labor practices
Q2) The piece of legislation that established the right of employees to form unions,to bargain collectively,and to strike is the:
A) Landrum-Griffin Act
B) Taft-Hartley Act
C) Norris-LaGuardia Act
D) National Labor Relations Act
Q3) List the six unfair labor practices that could be committed by organized labor under section 8 of the Taft-Hartley Act.
Q4) A shop steward manages workers on behalf of an employer.
A)True
B)False
Q5) The Taft-Hartley Act establishes unfair labor practices on the union side.
A)True
B)False
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Chapter 16: Selected Employment Benefits and Protections
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Q1) An employer may use the greater hazard defense to an Occupational Safety and Health Act (OSHA)violation:
A) where the harm was the result of reckless behavior by an employee.
B) where an employee knew of the hazard involved in the workplace, chose to chance not being injured, and was in fact injured.
C) where the employees refuse to adhere to the restrictions under the act.
D) where the hazards of compliance with the standard are more than the hazards of noncompliance.
Q2) Which of the following is NOT a criteria for employment under the FLSA requiring an intern to be paid for an internship?
A) The intern does not displace regular staff, and works under the close supervision of existing staff.
B) The internship is similar to training that would be given in an educational environment.
C) The intern agreed to work without pay in exchange for the promise of full-time employment at the completion of the internship.
D) The intern is not necessarily entitled to a job upon completion of the internship.
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