Course Introduction
Employment Law Study Guide
Questions
Employment Law explores the legal framework governing the relationship between employers and employees, covering key topics such as employment contracts, workplace rights and obligations, anti-discrimination laws, termination procedures, health and safety regulations, and collective bargaining. The course examines federal and state statutes, regulatory guidelines, and significant case law, providing students with practical insights into resolving employment disputes and understanding compliance requirements for both employees and employers. Students will develop analytical skills through case studies and real-world scenarios, preparing them for roles in human resource management, business administration, and legal professions related to the workplace.
Recommended Textbook
Human Resource Management 14th Edition by Gary Dessler
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Page 2
Chapter 1: Introduction to Human Resource Management
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Q1) Human resource managers who complete professional certification exams can earn SPHR,GPHR,or PHR certificates.
A)True
B)False
Answer: True
Q2) According to employer surveys,one of the primary challenges of Generation Y employees is their ________.
A) inability to use information technology
B) inadequate multi-tasking skills
C) inability to balance work and family
D) need for constant praise and recognition
Answer: D
Q3) ________ is the right to make decisions,to direct the work of others,and to give orders.
A) Leadership
B) Authority
C) Management
D) Responsibility
Answer: B
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Page 3
Chapter 2: Equal Opportunity and the Law
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Q1) The Age Discrimination in Employment Act of 1967 makes it unlawful to discriminate against employees of federal,state,and local agencies who are between 40 and 65 years of age; however,the law does not apply to private businesses.
A)True
B)False
Answer: False
Q2) The EEOC describes a(n)________ as an informal process in which a neutral third party assists the opposing parties to reach a voluntary,negotiated resolution of a charge of discrimination.
A) fact-finding conference
B) voluntary mediation
C) mandatory arbitration
D) alternative dispute resolution
Answer: B
Q3) The McDonnell-Douglas test is a procedure used by federal agencies to assess disparate impact.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Human Resource Management Strategy and Analysis
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Q1) MAX Computers manufactures affordable laptops and desktops at its factory in Arizona.MAX has experienced a moderate amount of financial success,but upper management wants the firm to grow at a faster rate and become a bigger player in the highly competitive computer market.The firm's greatest problems relate to its employees.Employee turnover is high-most employees at MAX leave within two years or less of being hired.In addition,the rate of productivity among employees is not as high as executives would like.The vice president of human resources is considering moving MAX towards a high-performance work system. Which of the following best supports the argument that MAX should move towards a high-performance work system?
A) MAX competitors regularly use benchmarking to compare their employees to those in other firms.
B) MAX customers purchase new computers every two years according to online customer surveys.
C) Outsourcing clerical tasks would enable MAX to raise employee salaries and increase productivity.
D) Using advanced recruitment and hiring practices will allow MAX to improve employee productivity.
Answer: D
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Page 5
Chapter 4: Job Analysis and the Talent Management Process
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Q1) Competency-based job analysis focuses on the knowledge,skills,and behavior of a worker rather than the tasks associated with a particular job.
A)True
B)False
Q2) Which of the following guidelines is most likely recommended to managers conducting a job analysis?
A) Use one tool for gathering information to maintain the validity of the final results.
B) Rely on the human resource manager to complete questionnaires and verify data.
C) Conduct group interviews without supervisors present to ensure accuracy.
D) Ensure that the questions and the process are clarified to employees.
Q3) The Department of Labor procedure uses a set of standard basic activities known as ________ to describe what a worker must do with respect to data,people,and things.
A) worker functions
B) employee duties
C) job procedures
D) job requirements
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6
Chapter 5: Personnel Planning and Recruiting
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Q1) ________ are special employment agencies retained by employers to seek out top management talent for their clients.
A) State-run employment agencies
B) Private employment agencies
C) Temporary agencies
D) Executive recruiters
Q2) What are the pros and cons associated with using internal sources of job candidates? What are the pros and cons of using Internet recruiting to locate external sources of job candidates?
Q3) When managers need to determine which employees are available for promotion or transfer,they will most likely use ________.
A) scatter plots
B) skills inventories
C) estimated sales trends
D) personnel forecasts
Q4) According to EEO law,it is legal to ask job applicants if they have ever received workers' compensation.
A)True
B)False
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Chapter 6: Employee Testing and Selection
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Q1) The Big Five personality dimensions include all of the following EXCEPT ________.
A) neuroticism
B) optimism
C) extroversion
D) conscientiousness
Q2) Elliot,a manager at Harwood Publishing,gave a bad reference to a former employee.Elliot could most likely be accused of ________ if the information is both false and harmful.
A) discrimination
B) adverse impact
C) arbitration
D) defamation
Q3) E-Verify is primarily used by employers to ________.
A) review an applicant's employment records
B) file an applicant's income tax information
C) determine if an applicant is eligible to work in the U.S.
D) report an applicant's work status to the U.S. government
Q4) What are three arguments against the use of personality tests as predictors of job performance?
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Chapter 7: Interviewing Candidates
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Q1) Which of the following characteristics of an interview would most likely raise concerns about interview discrimination?
A) job-related questions
B) multiple interviewers
C) subjective interview questions
D) standardized interview administration
Q2) Which of the following statements is representative of what might be asked in a situational interview?
A) "Tell me about a time you showed leadership in a difficult situation."
B) "Suppose you were confronted with an angry customer who threatened to sue the company. What would you do?"
C) "Can you think of a time when you were especially proud of your management skills? Tell me about that."
D) "In this position, you are responsible for hiring and firing subordinates. Have you ever fired anyone before? Describe how you handled the situation."
Q3) What are some common errors that managers make during interviews? How can managers conduct an effective interview?
Q4) What are profiles? What role do profiles play in the employee selection process?
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Chapter 8: Training and Developing Employees
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Q1) ________ is a special approach to organizational change in which the employees formulate the change that's required and implement it.
A) Action research
B) Succession planning
C) Organizational development
D) Participative talent management
Q2) Employers will most likely use all of the following methods to identify training needs for new employees EXCEPT ________.
A) analyzing job descriptions
B) reviewing performance standards
C) questioning current job holders
D) conducting a work sampling
Q3) Which of the following enables management trainees to work full-time analyzing and solving problems in other departments?
A) management games
B) action learning
C) role playing
D) job rotation
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Chapter 9: Performance Management and Appraisal
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Q1) Wilson Consulting is a management consulting firm with seventy employees.As associate vice president of marketing,Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision.Suzanne plans to use a graphic rating scale to evaluate the performance of her subordinates. Which of the following,if true,best supports the argument that a graphic rating scale is the most appropriate performance appraisal tool for Suzanne to use?
A) The firm wants Suzanne to evaluate her subordinates on an ongoing basis and to keep a log of critical incidents.
B) Suzanne wants to ensure that the firm is protected from employee discrimination lawsuits, so she has conducted a job analysis of each position.
C) Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills.
D) Employees in Suzanne's department participated in developing their own performance standards when they were first hired by the firm.
Q2) In a brief essay,describe the forced distribution method.What are the advantages and disadvantages of the forced distribution method?
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11
Chapter 10: Employee Retention, Engagement, and Careers
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Q1) Which of the following industries has one of the highest turnover rates?
A) food services
B) financial services
C) healthcare services
D) educational services
Q2) What is reality shock? What efforts can be taken by an employer to prevent reality shock?
Q3) ________ is a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards.
A) Career management
B) Career development
C) Career planning
D) Performance management
Q4) Which of the following would most likely reduce voluntary turnover?
A) performance appraisal systems
B) high unemployment rates
C) numerous job opportunities
D) downsizing requirements
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Chapter 11: Establishing Strategic Pay Plans
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Q1) Which of the following terms refers to the ownership employees build up in their pension plans should their employment with a firm end prior to retirement?
A) portability
B) equity
C) vesting
D) shares
Q2) Which of the following is NOT a type of direct financial payment?
A) wages
B) insurance
C) incentives
D) commissions
Q3) Which form of equity refers to the fairness of an individual's pay as compared with what his or her co-workers are earning for the same or very similar jobs within the company,based on each individual's performance?
A) internal
B) distributive
C) individual
D) procedural
Q4) 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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Q1) Annual bonus plans are long-term incentives,and stock options are short-term incentives.
A)True
B)False
Q2) Employers are shifting away from piecework in many industries due to the incentive plan's poor reputation.
A)True
B)False
Q3) Which of the following terms refers to financial rewards paid to workers whose production exceeds some predetermined standard?
A) indirect financial payments
B) merit payments
C) hardship allowances
D) financial incentives
Q4) According to Herzberg's motivation theory,good working conditions will prevent dissatisfaction but will not lead to feelings of satisfaction.
A)True
B)False
Q5) Explain the advantages and disadvantages of using piecework as a pay plan.
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Chapter 13: Benefits and Services
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Q1) Why are family-friendly benefits and flexible benefits increasingly popular? Provide examples of both types of programs.
Q2) The Family and Medical Leave Act ________.
A) provides guidelines regarding what rates of return employers should use in computing their pension plan values
B) ensures that an employer must grant an employee up to 12 weeks of leave in a 12-month period for the birth or care of a newborn child, placement of a child for adoption, to care for a spouse, child, or parent with a serious health condition, or to care for the employee's own serious health condition
C) 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
D) sets minimum requirements for protecting individuals' health-care data accessibility and confidentiality
Q3) The stipulations of the Family and Medical Leave Act apply to private employers of 50 or more employees.
A)True
B)False
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Chapter 14: Ethics and Employee Rights and Discipline
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Q1) Which of the following is NOT an effect of an abusive supervisor?
A) more likely to stay with the company
B) higher stress
C) low job satisfaction
D) more likely to quit
Q2) If an employee conducts a personal phone call at work,the employer can legally eavesdrop and monitor the phone call.
A)True
B)False
Q3) All of the following are examples of insubordination EXCEPT ________.
A) publicly criticizing a supervisor
B) disregarding the chain of command
C) repeatedly failing to perform tasks
D) deliberately defying company rules
Q4) Research indicates that individuals are more likely to make unethical choices when faced with minor dilemmas than with major problems.
A)True
B)False
Q5) What can you do as an HR manager to ensure that you hire ethical employees?
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Chapter 15: Labor Relations and Collective Bargaining
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Q1) As a manager,you are legally prohibited from discussing union membership with employees and from distributing information regarding how employees can revoke their cards.
A)True
B)False
Q2) The Landrum-Griffin Act of 1932 encouraged union activity by guaranteeing each employee the right to bargain collectively without interference,restraint,or coercion.
A)True
B)False
Q3) Mediation guarantees a solution to any impasse that may occur during collective bargaining negotiations.
A)True
B)False
Q4) Union pressure on a company's shareholders,directors,and customers is known as a corporate campaign.
A)True
B)False
Q5) What are the ways that an employer can lose an NLRB election?
Q6) What is union security? Explain the five types of union security.
Page 17
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Chapter 16: Employee Safety and Health
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Q1) OSHA's standards are vague which has made them difficult to enforce.
A)True
B)False
Q2) What are the factors leading to job stress? How can employees reduce their job stress?
Q3) Despite many managerial warnings,William refuses to wear a hard hat when working as an electrician for Paulson Homes.William cuts his head when he falls from scaffolding that has not been properly secured.Paulsen Homes will most likely not be held liable for William's injury.
A)True
B)False
Q4) Which of the following is a personal factor that can lead to stress?
A) poor supervision
B) pace of work
C) family life
D) job security
Q5) What class of risk do employers have to manage? How do employers manage such risk?
Q6) How can employers protect vulnerable workers,such as women and older men?
Q7) 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) Explain the balance sheet approach to formulating expatriate pay.
Q2) Which of the following is a true statement regarding the European Union?
A) EU employers must provide employees with written terms of their employment.
B) EU employers must provide two weeks' notice when dismissing employees.
C) Each EU country pays workers the same minimum hourly wage.
D) Workers in the EU must live and work in their home country.
Q3) In January 2009,Walmart acquired a controlling interest in Chile's leading food retailer.Since then,Walmart has opened the first environmentally friendly supermarket in Chile that uses energy efficient technology throughout the store.Walmart is planning to open additional stores in Chile over the next five years.Walmart's top executives are considering the idea of transferring U.S.managers to Chile to oversee the construction and establishment of the new stores. Which of the following questions is LEAST relevant to the decision to fill management positions in Chile with expatriates?
A) What will be the relocation and compensation costs to Walmart of using expatriates?
B) What level of corporate control is needed for opening the new Walmart stores?
C) What is the planned Walmart marketing strategy for the new stores in Chile?
D) What is the typical attrition rate for expatriate employees at Walmart?
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Chapter 18: Managing Human Resources in Entrepreneurial
Firms
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Q1) Which of the following is a work-life benefit offered exclusively by small businesses?
A) professional development seminars
B) disability and life insurance benefits
C) compressed workweeks during the summer
D) job rotation and job enrichment opportunities
Q2) The Wonderlic Personnel Test is especially appropriate for small businesses because it is ________.
A) useful for training new hires
B) equivalent to the GRE test
C) developed by the EEOC
D) easy to administer
Q3) Small businesses frequently use PEOs because they lack dedicated HR managers.
A)True
B)False
Q4) Which of the following is a characteristic of a PEO?
A) PEOs become co-employers of record for the firm's employees.
B) PEOs usually work for firms with at least 100 employees.
C) Most PEOs charge 8% to 10% of a firm's total payroll.
D) PEOs are legally limited to payroll tasks.
Page 20
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