Course Introduction
Employment Law
Textbook Exam Questions
Employment Law examines the legal relationship between employers and employees, focusing on the rights and obligations that arise in the workplace. This course covers key topics such as employment contracts, wage and hour laws, anti-discrimination statutes, health and safety regulations, wrongful termination, and employee benefits. Through analysis of statutes, regulations, and pivotal court decisions, students will develop an understanding of how employment law shapes workplace practices and protects both workers and employers. The course also explores contemporary issues such as gig economy work, remote employment, and evolving trends in workplace fairness and regulation.
Recommended Textbook
Human Resource Management 6th Edition by
H. John Bernardin
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14 Chapters
794 Verified Questions
794 Flashcards
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Page 2
Chapter 1: Strategic Human Resource Management in a Changing Environment
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53 Verified Questions
53 Flashcards
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Sample Questions
Q1) A validated method of selection is a method that is shown to predict applicant success on the job
A)True
B)False
Answer: True
Q2) Which domain would include assessment of an individual,or a department's,degree of success in meeting or exceeding predetermined levels of productivity and/or quality.
A)Organizational design
B)Staffing
C)Performance management
D)Employee training and organizational development
E)Reward systems, benefits, and compliance
Answer: C
Q3) The two major principles that describe the competitive advantage that a business has are perceived customer value and uniqueness.
A)True
B)False
Answer: True
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Chapter 2: The Role of Globalization in HR Policy and Practice
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50 Verified Questions
50 Flashcards
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Sample Questions
Q1) The degree of cultural differences is one of the factors that affect the level of difficulty involved in operating HR on an international basis.
A)True
B)False
Answer: True
Q2) Technological innovations,lower costs associated with skilled labor,and direct access to growing markets are all putting pressure on companies to decrease global expansion.
A)True
B)False
Answer: False
Q3) An agreement that allows an independent organization or individual to run a business using the name of an established business for a fee is known as.
A)franchising
B)exporting
C)licensing
D)contract manufacturing
E)management contract
Answer: A
Page 4
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Chapter 3: The Legal Environment of Hrm: Equal Employment Opportunity
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62 Verified Questions
62 Flashcards
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Sample Questions
Q1) In 2004,the Supreme Court ruled that race could be a factor in university admissions,but cannot be an overriding factor in admission decisions.The two cases from which the court drew these conclusions were:
A)Smith v. Jackson and Watson v. Fort Worth Bank & Trust.
B)Vinson v. Meritor and Harris v. Forklift.
C)Harris v. Forklift and Gratz v. Bollinger.
D)Gratz v. Bollinger and Grutter v. Bollinger.
E)Grutter v. Bollinger and Vinson v. Meritor.
Answer: D
Q2) An applicant who is drug addict,currently engaged in illegal use of drugs,has rights to employment that are outlined in the Americans with Disabilities Act.
A)True
B)False
Answer: False
Q3) The Fisher test can be used to ascertain the relationship between two categorical variables and two levels.
A)True
B)False
Answer: True
Page 5
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Chapter 4: Work Analysis and Design
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Sample Questions
Q1) If a selection test results in adverse impact one of the means of defense for the organization is to present valid job analysis data that shows the test is related to successful performance on the job.
A)True
B)False
Q2) An advantage of the observation method of work analysis is that it allows you to capture all aspects of complex jobs at the top of the organization.
A)True
B)False
Q3) The data and products of work analysis provide the foundation for all activities within HRM.
A)True
B)False
Q4) Job analysis work can be used to justify the use of particular selection tests and related cut off scores.
A)True
B)False
Q5) List the seven general style categories into which O*NET classifies jobs.
Q6) What do critical incidents describe?
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Chapter 5: Human Resource Planning and Recruitment
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Sample Questions
Q1) What techniques can managers use for forecasting labor demands?
Q2) While IRCA outlines a process and provides an organization with forms to use to verify an applicant's authorization to work in the U.S.,there is no actual penalty for employers who fail to have employees complete an I-9 form.
A)True
B)False
Q3) Increased group-level diversity always leads to improved performance.
A)True
B)False
Q4) As a mid-level manager working at a company that rewards high performance work practices,you should emphasize external recruitment over internal recruitment.
A)True
B)False
Q5) HR planning for positions outside of the U.S.involves
A)A focus on job compatibility, versus RJP
B)Methodology distinctly different from domestic planning
C)Greater complexity and a focus on job compatibility and RJP
D)A focus on only labor supply and not demand
E)Operating in an environment of stability and predictability
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Chapter 6: Personnel Selection
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Sample Questions
Q1) A typing test has _____ validity while a personality test has ______ validity?
A) empirical, content
B) content, empirical
C) consistency, subjective
D) generalized, construct
E) construct, generalized
Q2) Weighted application blanks use qualitative data to help make decisions regarding the likelihood that an applicant's response will be significantly related to higher performance on the job.
A)True
B)False
Q3) Please describe the strategy a manager should use who has been asked to establish an employee selection testing program.
Q4) Define the Situational Judgment Test (SJT).
Q5) Job Compatibility Questionnaire (JCQ)is an example of disguised-purpose dispositional measure.
A)True
B)False
Q6) Describe the basic steps in the process of deriving record weights for WABs.
Page 8
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Chapter 7: Performance Management and Appraisal
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Sample Questions
Q1) Company XYZ had a corporate goal to improve the quality of the products they produced.Employees in the company had personal performance objectives that were associated with quality improvements.If the quality improvement objectives were not met because of faulty raw materials purchased from a new vendor,which of the following would be true?
A)The poor materials from the vendor should be considered a situational constraint when appraising the performance of the purchasing manager.
B)Only mangers should have a performance objective that is associated with the corporate goal to increase quality, not individuals responsible for production.
C)Employees should be concerned that the poor quality of the raw materials will cause the managers to be influenced by the central tendency effect.
D)When appraising the performance of an employee on the production line, the poor quality materials should be considered a situational constraint on their ability to meet quality standards.
E)Employees being rated will have a tendency to overestimate the effects of the poor quality materials on their ability to perform as compared to their managers, who will underestimate the effect.
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Chapter 8: Training and Development
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Sample Questions
Q1) Overlearning is a desirable component in a training program when the task to be learned is likely to be immediately practiced in the work situation.
A)True
B)False
Q2) Training refers to learning opportunities designed to help employees grow.
A)True
B)False
Q3) Which of the following training method is used to reproduce physiological and psychological conditions of the real world?
A)Computer-assisted instruction (CAI)
B)On-the-job training (OJT)
C)Programmed instruction (PI)
D)Equipment simulation
E)Job rotation
Q4) Why is it important for a trainer to gain the support of trainees and others? How may that support be garnered?
Q5) A needs assessment involves the analysis of organization,job,and person.
A)True
B)False
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Chapter 9: Career Development
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Sample Questions
Q1) Career management activities are conducted independently of other HR activities.
A)True
B)False
Q2) List a few advantages and problems of E-mentoring.
Q3) Delayering means jobs are reclassified more broadly,yet old reporting lines exist to maintain managerial control.
A)True
B)False
Q4) List a few tips to help managers be more effective as coaches.
Q5) Due to the amount of money invested in placing employees in international assignments,companies are prepared to place repatriates into appropriate roles that leverage the experience and skills gained through the international role.
A)True
B)False
Q6) Two tools often used to assist individuals in their self-assessments include career-planning workshops and career workbooks.
A)True
B)False
Q7) List a few trends adopted by organizations to improve work-family balance.
Page 11
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Chapter 10: Compensation: Base Pay and Fringe Benefits
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Sample Questions
Q1) Know-how,problem solving,and accountability are the three major factors within the Hay plan.Which of the following is a sub factor of know-how?
A)Freedom to act
B)The thinking environment in which problems are solved
C)Interpersonal skills
D)Magnitude
E)The impact of the job on end results
Q2) All of the following are forms of direct compensation except?
A)Base salary
B)Dental benefits
C)Vacation
D)401K
E)Defined contribution pension
Q3) The most common traditional pay structure involves grouping similar jobs into pay grades and assigning a salary range,with a minimum,midpoint,and maximum.
A)True
B)False
Q4) List all the criteria that must be met to qualify for the executive employee exemption.
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Chapter 11: Rewarding Performance
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Sample Questions
Q1) Research on Employee Stock Ownership Plans (ESOPs)shows:
A)ESOPs work better when combined with extensive employee involvement.
B)They have little effect on profitability.
C)Decrease in employee absenteeism under ESOPs.
D)ESOPs work better when the price of the stock is stable.
E)Restricted company flexibility in a competitive environment.
Q2) Compare and contrast the Scanlon and IMPROSHARE group incentive plans.
Q3) A pay for performance plan negates the need to manage an employee's performance.The manager need only focus on the distribution of rewards in order to generate appropriate employee behaviors.
A)True
B)False
Q4) Compare and contrast the straight piecework and standard hourly rate plan.
Q5) Winsharing combines gain sharing with profit sharing.
A)True
B)False
Q6) List the factors to be considered in designing a gain-sharing program.
Q7) What are the three major questions to be answered for designing a PFP system?
Page 13
Q8) How is gain sharing plans different from profit sharing?
Q9) Compare and contrast the three types of individual pay-for-performance plans.
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Page 14
Chapter 12: Managing the Employment Relationship
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Sample Questions
Q1) An employee handbook can be a supplement to employee orientation.
A)True
B)False
Q2) Covenant of nondisclosure are contractual arrangements with employees that restrict their acceptance of employment with an industry competitor upon voluntarily leaving the current organization.
A)True
B)False
Q3) The USERRA establishes the rights of reservists and members of the National Guard to return to work at the end of their service.
A)True
B)False
Q4) The difference between punishment and discipline is:
A)Punishment is focused on positive encouragement
B)Discipline is forward focused and aimed at developing positive behavior
C)Discipline is focused on the past and comparing performance among employees
D)Punishment is always the preferred reaction
E)Punishment allows for positive rewards to improve behavior
Q5) What is survivor syndrome and what measures can organizations take to avoid it?
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Chapter 13: Labor Relations and Collective Bargaining
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61 Verified Questions
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Sample Questions
Q1) Differentiate between picketing,striking,and boycotting an employer.
Q2) The National Railworkers Union (NRU)and Norfolk-Southern Railway (NSR)have been bargaining over a new labor contract for several weeks.However,the negotiations have reached a deadlock and the NRU is threatening to strike.At this point both parties should do which of the following?
A)Bring in an arbitrator to settle the differences and recommend a course of action.
B)Bring court action against the other party.
C)Call in a mediator to review the dispute and suggest compromises.
D)Agree to the strike.
E)Use miniarbitration.
Q3) Primary boycott refers to the union trying to induce third parties,such as suppliers and customers,to refrain from any business dealings with an employer with whom it has a dispute.
A)True
B)False
Q4) List the steps involved in forming unions.
Q5) Briefly explain the three most common forms of bargaining.
Q6) What are union effects on worker satisfaction?
Q7) List the major issues in collective bargaining.
Page 16
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Chapter 14: Employee Health and Safety
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Sample Questions
Q1) OSHA has responsibility for approving and monitoring state plans.
A)True
B)False
Q2) One of the criticisms of OSHA is that its focus is on unsafe working conditions,and it pays little attention to employee behavior.
A)True
B)False
Q3) You have been hired as a consultant to reduce your client's potential for workplace violence.You could suggest all of the following except
A)Increase role ambiguity
B)Introduce predictive selection methodology
C)Develop policies outlining a zero tolerance for violence
D)Conduct background checks on all new employees
E)Provide training to your managerial staff
Q4) Briefly explain the star,merit,and demonstration Voluntary Protection Programs (VPP).Also highlight the functions they perform.
Q5) List the activities a COSHO is authorized to carry out.
Q6) Discuss some of the major responsibilities of OSHA.
Q7) What are Employee Assistance Programs?
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