Employment Law
Pre-Test Questions
Course Introduction
Employment Law is a comprehensive study of the legal framework governing the relationship between employers and employees. This course examines key topics such as employment contracts, workplace rights and obligations, anti-discrimination laws, wage and hour regulations, health and safety standards, wrongful termination, and collective bargaining. Through analysis of statutes, landmark cases, and real-world scenarios, students gain a foundational understanding of how legal principles are applied in the workplace, equipping them with essential knowledge to navigate and address employment-related legal issues both as professionals and future leaders.
Recommended Textbook
Human Resource Management 12th Edition by Gary Dessler
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Page 2
Chapter 1: Introduction to Human Resource Management
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Sample Questions
Q1) The planning function of management includes establishing goals and standards and developing forecasts.
A)True
B)False
Answer: True
Q2) Although technology has changed how people communicate,it has failed to alter traditional factory work,which requires the specific skills of manual laborers.
A)True
B)False
Answer: False
Q3) Which term refers to using external vendors to perform HR jobs that were once handled by a firm internally?
A) managing
B) freelancing
C) outsourcing
D) rightsizing
E) warehousing
Answer: C
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Page 3
Chapter 2: Equal Opportunity and the Law
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Sample Questions
Q1) Shippers Express is accused of adverse impact on a protected group.80% of all male applicants are hired but only 50% of female applicants are hired.Using the formula for disparate rejection rates,adverse impact cannot be shown.
A)True
B)False
Answer: False
Q2) According to the Age Discrimination in Employment Act of 1967,it is unlawful to
A) sue an employer for age-based pay
B) fire older employees for insubordination
C) require employees to retire at age 65
D) allow juries to determine age discrimination
E) institute a minimum age for employees
Answer: C
Q3) The 14th Amendment to the U.S.Constitution led to the establishment of the EEOC.
A)True
B)False
Answer: False
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Chapter 3: The Manager's Role in Strategic Human
Resource Management
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Sample Questions
Q1) A management objectives grid will most likely be used by a department manager to summarize for subordinates what their goals are in light of the department's goals.
A)True
B)False
Answer: True
Q2) Which of the following most likely serves as the basis for the HR strategies developed by the majority of firms?
A) mission statements
B) potential strengths
C) supervisory objectives
D) competitive advantages
E) workforce requirements
Answer: E
Q3) Employers adjust HR strategies and policies during significant changes in the economic and financial markets,such as recessions.
A)True
B)False
Answer: True
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Chapter 4: Job Analysis
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Sample Questions
Q1) All of the following requirements are typically addressed in job specifications EXCEPT ________.
A) desired personality traits
B) required education levels
C) essential skills
D) necessary experience
E) working conditions
Q2) During the job analysis process,the primary purpose of having workers review and modify data collected about their current positions is to ________.
A) confirm that the information is correct and complete
B) provide a legal benchmark for employer lawsuits
C) enable participants to understand their job strengths
D) encourage employees to seek additional job training
E) validate the job specification list provided by HR
Q3) Competencies are observable and measurable behaviors,and organizations are required to define competencies based on quantifiable standards developed by the Department of Labor.
A)True
B)False
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Page 6
Chapter 5: Personnel Planning and Recruiting
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Sample Questions
Q1) The fees associated with both retained and contingent executive recruiters are increasing as firms struggle to find qualified candidates.
A)True
B)False
Q2) The fastest growing labor force segment in the United States over the next few years will be those from ________ years old.
A) 18-22
B) 23-29
C) 30-44
D) 45-64
E) 65+
Q3) The U.S.Department of Labor maintains a nationwide computerized job bank called the National Job Bank.
A)True
B)False
Q4) What tools are available for projecting personnel needs? How does a recruiting yield pyramid function as a tool in the recruiting process? Provide your answer in a brief essay.
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Chapter 6: Employee Testing and Selection
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Sample Questions
Q1) Managers cannot be sued for defamation when giving bad references because only employers are held responsible by state and federal courts.
A)True
B)False
Q2) When repetitive questions appear on a questionnaire,which of the following is most likely being measured?
A) test validity
B) retest estimate
C) equivalent form
D) internal consistency
E) criterion validity
Q3) A test battery is based on a combination of several tests that can then measure an array of predictors.
A)True
B)False
Q4) Various federal and state laws govern how employers acquire and use applicants' and employees' background information.What four steps are necessary in order for an employer to be in compliance with these laws?
Q5) What is test validity? How are selection tests validated?
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Chapter 7: Interviewing Candidates
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Sample Questions
Q1) In a stress interview,the interviewer ________.
A) provides an applicant with a task to complete in a set amount of time
B) tries to make the applicant uncomfortable in order to spot sensitivity
C) gives a word problem to see how the candidate thinks under pressure
D) describes a hypothetical situation to assess how the applicant responds
E) tries to assess an applicant's motivation and conscientiousness
Q2) Which of the following terms refers to individuals asked by the EEOC to apply for employment which they do not intend to accept,for the sole purpose of uncovering unlawful discriminatory hiring practices?
A) spies
B) moles
C) testers
D) insiders
E) graders
Q3) When rejecting a job candidate,it is best to refrain from providing an explanation detailing the reason for the rejection because most candidates view an employer more positively when they don't know the reason for the rejection.
A)True
B)False
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Chapter 8: Training and Developing Employees
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Sample
Questions
Q1) Trainees should be provided adequate practice and be allowed to work at their own pace during a training session in order to ________.
A) screen applicants based on ability
B) transfer skills more easily to the job
C) provide employers with feedback
D) determine appropriate pay scales
E) save the employer time and money
Q2) According to Kurt Lewin,all of the following should occur in the moving stage of organizational change EXCEPT ________.
A) helping employees implement change
B) developing a vision
C) mobilizing commitment
D) consolidating gains
E) creating a leading coalition
Q3) Management games are considered an effective training tool because trainees are actively involved,and the activities help trainees focus on planning and solving problems.
A)True
B)False
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Page 10
Chapter 9: Performance Management and Appraisal
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Sample Questions
Q1) Which of the following is LEAST likely to cause a supervisor's performance appraisal of a subordinate to be biased?
A) purpose of the appraisal
B) personality of the supervisor
C) location and time of the appraisal
D) personal characteristics of the subordinate
E) relationship between supervisor and subordinate
Q2) Although performance management can benefit a firm in its strategic planning,the method is considered ineffective for firms that want to implement total quality management.
A)True
B)False
Q3) What is the first step in the appraisal process?
A) giving feedback
B) defining the job
C) administering the appraisal tool
D) making plans to provide training
E) analyzing an employee's progress
Q4) Describe the four basic types of appraisal interviews.
Q5) In a brief essay,describe the three steps in the performance appraisal process.
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Chapter 10: Coaching, Careers, and Talent Management
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Sample Questions
Q1) Which of the following terms refers to a concern or value that a person will not give up if a career choice is necessary?
A) golden parachute
B) career anchor
C) career cycle
D) career plan
E) job aid
Q2) Why are an increasing number of firms focusing on retirement planning?
A) changes in ADA requirements
B) concerns about future labor shortages
C) surveys of current employee attitudes
D) modifications to the promotion process
E) increases in health insurance premiums
Q3) Which of the following is primarily the role of the manager in an employee's career development?
A) establishing career plans
B) providing career information
C) seeking development opportunities
D) providing academic assistance programs
E) providing accurate performance feedback
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Chapter 11: Establishing Strategic Pay Plans
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Sample Questions
Q1) Job evaluations are used to determine the pay scale of all employees in an organization from hourly workers to the CEO.
A)True
B)False
Q2) The provision of the Family and Medical Leave Act that entitles employees to take up to 12 weeks of unpaid,job-protected leave for the birth of a child only applies to women.
A)True
B)False
Q3) Which of the following terms refers to the requirement to pay men and women equal wages for jobs of roughly equivalent value to the employer?
A) strategic compensation
B) comparable worth
C) job evaluation
D) broadbanding
E) job grading
Q4) Explain the equity theory of motivation.What are the four forms of equity?
Q5) In a brief essay,compare and contrast the use of pay ranges with broadbanding.
Q6) What are the five main elements of a competency-based pay plan?
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Chapter 12: Pay for Performance and Financial Incentives
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Sample Questions
Q1) How often do most firms tend to compute financial performance measures used in gainsharing plans?
A) weekly
B) monthly
C) quarterly
D) bi-annually
E) annually
Q2) How does merit pay differ from a bonus?
A) Merit pay becomes part of an employee's base pay, but a bonus does not.
B) A bonus becomes part of an employee's base pay, but merit pay does not.
C) Merit pay is linked to individual performance, while a bonus is linked to profits.
D) A bonus is linked to individual performance, while merit pay is linked to profits.
E) Merit pay is limited to a single, lump payment, and a bonus is spread out over a year.
Q3) According to Vroom's theory,if expectancy,instrumentality,or valence is equal to zero,there will be no employee motivation.
A)True
B)False
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Page 14
Chapter 13: Benefits and Services
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Sample Questions
Q1) The Consolidated Omnibus Budget Reconciliation Act ________.
A) requires employers to treat women affected by pregnancy, childbirth, or related medical conditions the same as any employee not able to work, with respect to all benefits, including sick leave and disability benefits, health and medical insurance
B) prohibits an employer's health plan from using incentives to encourage employees to leave the hospital after childbirth after less than the legislatively-determined minimum stay
C) limits the ability of health plans to set annual or lifetime maximums on mental and nervous disorder benefits
D) requires that most private employers continue to make health benefits available to terminated or retired employees and their families for a period of time
E) sets minimum requirements for protecting individuals' health-care data accessibility and confidentiality
Q2) The more flexible a work schedule,the greater the effectiveness of the program. A)True
B)False
Q3) What are the three types of benefits provided by Social Security?
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Page 15
Chapter 14: Ethics, Justice, and Fair Treatment in HR Management
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Sample Questions
Q1) Which of the following best defines organizational culture?
A) basic beliefs about what is right or wrong within a business or corporation
B) characteristic values, traditions, and behaviors a firm's employees share
C) principles of conduct governing an individual, group, or company
D) standards used by an organization to determine proper conduct
E) standards of behavior accepted by society and its businesses
Q2) Based on research into ethical behavior in the workplace,which of the following is a true statement?
A) Offering rewards for ethical behavior supports the intrinsic nature of personal ethics.
B) Punishing unethical behavior fails to alter the behavior of others in the workplace.
C) Managers significantly influence the ethical behavior of their subordinates.
D) People typically maintain their moral compasses when they join a firm.
E) Employees feel uncomfortable discussing ethics, so it should be avoided.
Q3) "You are working on a laptop" is a normative statement.
A)True
B)False
Q4) Explain the meaning of the Evil Woman Thesis and its implications for managers.
Q5) What can you do as an HR manager to ensure that you hire ethical employees?
Page 16
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Chapter 15: Labor Relations and Collective Bargaining
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Sample Questions
Q1) You are a manager at a manufacturing facility,and you tell your subordinates that unions are dangerous to the economy.Which law protects your right to express these views?
A) Norris-LaGuardia Act
B) Taft-Hartley Act
C) Gompers Act
D) Wagner Act
E) Landrum-Griffin Act
Q2) Which of the following was NOT designated an unfair labor practice by the Wagner Act?
A) bribing employees
B) requiring yellow dog contracts
C) using company spy systems
D) moving businesses to avoid unionization
E) black-listing union sympathizers
Q3) List and describe the five steps involved in planning a union drive and election.
Q4) What third-party interventions are available to handle an impasse during collective bargaining? Discuss each type of intervention in a brief essay.
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Chapter 16: Employee Safety and Health
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Sample Questions
Q1) Experts suggest that burnout can most effectively be reduced by ________.
A) rotating jobs
B) telecommuting
C) taking long vacations
D) changing careers
E) reassessing goals
Q2) Which of the following is NOT required of all employers affected by the Drug-Free Workplace Act?
A) conducting random breath alcohol tests
B) establishing a drug-free awareness program
C) publishing a policy prohibiting the distribution, possession, or use of controlled substances at work
D) informing employees that they are required to abide by the policy as a condition of employment
E) requiring employees to report any criminal convictions for drug-related activities in the workplace
Q3) What steps can employers take to prevent the entry or spread of infectious diseases in the workplace?
Q4) What steps are involved in a basic industrial hygiene program?
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Chapter 17: Managing Global Human Resources
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Q1) According to research,all of the following will most likely help spouses of expatriates adjust to living in foreign countries EXCEPT ________.
A) assistance with finding a job abroad
B) close family relationships
C) pre-school age children
D) scheduled vacations
E) language training
Q2) Performance-based incentives are used more often by multinational employers in Europe than in other countries.
A)True
B)False
Q3) Of the countries listed below,in which one do production workers receive the lowest hourly wage?
A) United Kingdom
B) United States
C) Mexico
D) Germany
E) Taiwan
Q4) Explain the balance sheet approach to formulating expatriate pay.
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Chapter 18: Managing Human Resources in Entrepreneurial
Firms
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Q1) Appropriately compensating employees is difficult for small businesses because of the lack of access to salary surveys.
A)True
B)False
Q2) Which of the following terms refers to a testing method used by small businesses that is based on measuring a candidate's performance on actual basic job tasks?
A) work sampling
B) situational interview
C) skills inventory
D) assessment center
E) performance appraisal
Q3) Small businesses typically do not provide employee training that emphasizes long-term management skills because of concerns regarding employee turnover.
A)True
B)False
Q4) You are the owner of a small business and feel overwhelmed by the paperwork.You have decided to use a PEO.What are the issues you must address to determine which PEO is best for your company?
Page 20
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