Human Resource Management
Chapter Exam Questions
Course Introduction
Human Resource Management explores the strategies, functions, and processes involved in effectively managing people within an organization. The course covers key topics such as recruitment and selection, employee training and development, performance management, compensation and benefits, labor relations, and legal aspects of employment. Emphasizing both theoretical frameworks and practical applications, students will learn how HR professionals contribute to organizational success by fostering positive work environments, ensuring compliance with labor laws, and aligning human resource strategies with overarching business goals.
Recommended Textbook
Employment and Labor Law 7th Edition by
Patrick J. Cihon
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Page 2
Chapter 2: Employment Contracts and Wrongful Discharge
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Q1) Define a whistleblower and describe the protection offered to whistleblower employees.
Answer: A whistleblower is an employee who calls attention to the employer's illegal or unethical activities. Many federal and state statutes such as SOX, OSHA and Title VII seek to protect whistleblowers by making retaliation an illegal act. The most significant whistleblower-protection law of the 21 century is the federal Sarbanes-Oxley Act (SOX), which protects employees who blow the whistle on illegal financial transactions. However, whistleblowers' rights may conflict with the privacy rights of others.
Q2) What are the two most common types of contracts?
Answer: Two kinds of contract are:
a. Express contract which has terms spelled out by the parties, usually in writing.
b. Implied contracts are contracts that the courts infer from company policies and the behavior of the parties or that are implied from the law.
Q3) Identify two Acts that protect whistleblowers from employer retaliation.
Answer: Occupational Safety and Health Act (OSHA) and Title VII provide protection to whistleblowing employees.
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Chapter 3: Commonly Committed Workplace Torts
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Q1) Defamation through speech is known as:
A) slander.
B) stipulation.
C) speculation.
D) libel.
Answer: A
Q2) Why have some courts been reluctant to adopt the tort of intentional infliction of emotional distress?
Answer: Courts have been concerned that in the absence of physical injury, plaintiffs can readily fake emotional distress and win undeserved verdicts, and, hence, have been reluctant to adopt this tort.
Q3) Which of the following applies to the protection of proprietary information by common law or state statute?
A) employee's social security number
B) worker's compensation
C) trade secret
D) trademark
Answer: C
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Chapter 4: Employee Privacy Rights in the 21st Century
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Q1) If a former employer withholds relevant information about an employee from his or her new employer, this may actually expose the former employer to:
A) criminal liability.
B) tort liability.
C) civil liability.
D) absolute liability.
Q2) In which famous case did Jurist Oliver Wendell Homes declare Virginia's compulsory-sterilization law constitutional and infamously write, "Three generations of imbeciles are enough."
A) Buck v. Well
B) Buck v. Dell
C) Buck v. Bell
D) Bach v. Dell
Q3) The testing of human blood and/or urine for the presence of controlled/illegal substances is known as:
A) drug testing.
B) genetic testing.
C) reasonable suspicion.
D) mandatory testing.
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Page 6
Chapter 5: The Global Perspective: International
Employment Law and American Immigration Policy
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Q1) What is the role of the convention of Service Abroad of Judicial and Extrajudicial Documents in civil or commercial matters?
Q2) What was the issue in Sarei v. Rio Tinto?
A) Should the plaintiffs be required to exhaust their other available remedies before being permitted to sue in a U.S. court under the Alien Tort Statute?
B) Why didn't the plaintiffs seek to secure justice in their own countries?
C) Is the Legal Arizona Workers Act preempted by federal immigration law?
D) When are invasions of privacy intentional?
Q3) What are conventions?
Q4) The UNI:
A) claims to hold the allegiance of approximately 1 million workers in 100 unions in 15 countries.
B) has targeted a list of 25 multinational employers.
C) boasts 200 signed collective agreements and another 500 in various stages of negotiation.
D) has achieved labor contracts with Carrefour, Hennes & Mauritz of Sweden and Falck among others.
Q5) What is the Union Network International (UNI)?
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Chapter 6: Title VII of the Civil Rights Act and Race Discrimination
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Q1) Identify the case that focused on the issue of seniority under Title VII.
A) Lanning v. Southeastern Pennsylvania Transportation Authority
B) United States v. Nixon
C) Connecticut v. Teal
D) International Brotherhood of Teamsters v. United States
Q2) The programs in employment that involve giving some kind of preference in hiring or promotion to qualified female or minority employees is a/an:
A) segregation treatment.
B) four-fifth's treatment.
C) affirmative action.
D) criterion-related activity.
Q3) An exception to this civil rights law that allows an employer to hire employees of a specific gender when business necessity requires it is,:
A) disparate impact.
B) disparate treatment.
C) bona fide occupational qualification.
D) criterion-related validity.
Q4) Who does Title VII of the Civil Rights Act of 1991 cover?
Q5) Define construct validity.
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Chapter 7: Gender and Family Issues: Title VII and Other Legislation
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Q1) When an employer places additional requirements on employees of a certain gender, but not on employees of the opposite gender, this is known as:
A) leave discrimination.
B) sexual harassment.
C) gender-plus discrimination.
D) equal pay discrimination.
Q2) In Harris v. Forklift Systems, Inc. Teresa Harris sued Forklift, claiming that Forklift's president Hardy's conduct had created an abusive work environment for her because of her:
A) seniority.
B) age.
C) gender.
D) race.
Q3) Explain the leave provision under FMLA.
Q4) Define the Bennett Amendment.
Q5) Explain Hostile Environment Harassment.
Q6) What is gender discrimination?
Q7) When should an employee give notice for leave under FMLA?
Q8) What is the provision relating to pregnant women working in hazardous condition? Page 9
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Page 10
Chapter 8: Discrimination Based on Religion and National
Origin Procedures Under Title VII
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Q1) Explain the policy regarding English-Only Rules.
Q2) Write down the provision of section 703(g) of Title VII.
Q3) How does Equal Employment opportunity commission (EEOC) differ from the workings of the National Labor Relations Board (NLRB)?
Q4) Title VII includes religion within the BFOQ exception enumerated in:
A) Section 703(d) (2).
B) Section 703(d) (1).
C) Section 702(d) (2).
D) Section 703(e) (1).
Q5) In Garcia v. Spun Steak Company, where the employees and the union filed suit against Spun Steak, alleging that the English-only policy violated Title VII, the court of Appeals:
A) dismissed the trial court judgment.
B) remanded the trial court judgment.
C) reversed the trial court judgment.
D) enforced the trial court judgment.
Q6) What is discrimination based on national origin?
Q8) What are disparate treatment claims? Page 11
Q7) What are the remedies provided under Title VII?
Q9) Discuss the enforcement of Title VII.
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Page 12
Chapter 9: Discrimination Based on Age
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Q1) In Western Air Lines v. Criswell, Western claimed the mandatory retirement age for flight engineers was:
A) a Bona Fide Occupational Qualification.
B) based on customer preference.
C) enforceable by company policy.
D) just prior to his or her 50 birthday.
Q2) Provide examples of violations of the Age Discrimination in Employment Act.
Q3) The Age Discrimination in Employment Act (ADEA) prohibits discrimination against employees over what age?
A) 30
B) 40
C) 55
D) 60
Q4) When is arbitration for ADEA claims enforced?
Q5) What is bona fide seniority or benefit plan? What is its significance?
Q6) What are the procedures to file complaint for alleged violation under Age Discrimination in Employment Act?
Q7) Who are covered under Age Discrimination in Employment Act?
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Q8) What information should employers provide employees in case of a waiver of claims?
Chapter 10: Discrimination Based on Disability
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Q1) Does the ADA consider drug tests to be medical tests?
Q2) In National Treasury Employees Union v. Von Raab, the Supreme Court upheld rules of the_______________.
A) U. S. Customs Service
B) U. S. Prevention of Drug Act
C) National Labor Relation Board
D) Occupational Safety and Health Act
Q3) Employers are required to make ____________________for employees with AIDS or related conditions, as long as the employees are capable of performing the essential functions of the job.
A) rehabilitation
B) reasonable accommodation
C) disability exception provision
D) improvisations
Q4) Explain the provisions of the ADA.
Q5) What are the defenses available under the ADA?
Q6) What is the constitutional validity of drug testing by public sector employment?
Q7) What is the procedure to claim remedies under the ADA?
Page 14
Q8) What is the American with Disabilities Act?
Q9) Is AIDS a disability under ADA and Rehabilitation Act? Why or why not?
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Page 15
Chapter 11: Other Eeo and Employment Legislation: Federal and State Laws
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Q1) In McCavitt v. Swiss Reinsurance America Corporation, McCavitt was employed as an executive by Swiss Reinsurance America Corporation (Swiss Re). McCavitt filed a suit against Swiss Re, alleging that his _____ was in violation of Section 201-d New York Labor Law.
A) appointment
B) promotion
C) discharge
D) demotion
Q2) Except in those instances where sex may be a BFOQ, all state EEO laws, in terms or conditions of employment, prohibit the discrimination on the basis of:
A) age.
B) gender.
C) sexual orientation.
D) race.
Q3) What is the role of Uniformed Services Employment and Reemployment Rights Act?
Q4) Who administers the contract compliance program?
Q5) What was the basic intention behind creation of the Civil Rights Acts of 1866 and 1870?
Q6) What is the role of federal Employee Polygraph Protection Act of 1988?
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Chapter 12: The Rise of Organized Labor and Its Regulatory Framework
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Q1) In the late 1880s, the development of all of the following provided powerful weapons for use against the activities of organized labor except:
A) ex parte proceedings.
B) yellow-dog contracts.
C) labor injunction.
D) antitrust laws.
Q2) Section 10(b) of the National Labor Relations Act requires that unfair practice charges must be filed:
A) within six months of the occurrence of the alleged unfair practice.
B) after a year of the occurrence of the alleged unfair practice.
C) according to the convenience of the aggrieved person.
D) after a notice has been issued by the board stating the date the charge can be filed.
Q3) One of the grounds on which the National Labor Relations Board will review an election is if:
A) the majority of employees demand review.
B) the procedure involved some error that prejudiced a party.
C) there is a tie among the parties.
D) the parties demand review.
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Chapter 13: The Unionization Process
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Q1) Stuart and Melvin were employees of ANZ Construction Company. They both sustained serious injuries while working and took a week off. The company awarded Stuart $500 as compensation, but nothing was awarded to Melvin. In this case, Melvin has the right to present his grievances to his employer without intervention of bargaining representative under the:
A) Taft-Hartley Act.
B) National Labor Relation Act.
C) Occupational Safety and Health Act.
D) Fair Labor Standards Act.
Q2) In National Steel Supply, Inc. and International Brotherhood of Trade Unions, Local 713, the NLRB ordered the employer to cease and desist from engaging in:
A) whipshaw strikes.
B) criminal conspiracy.
C) unfair labor practices.
D) monopoly practices.
Q3) What is bargaining unit?
Q4) What is the relevance of filing objection after election has been conducted?
Q5) When should an employer file the election eligibility list in the regional office?
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Chapter 14: Unfair Labor Practices by Employers and Unions
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Q1) A temporary withdrawal of employment to pressure employees to agree to the employer's bargaining proposals is known as a:
A) bailout.
B) lockout.
C) closure.
D) freeze.
Q2) In E. I. DuPont & Co, the NLRB decided to restrict Weingarten rights only to:
A) private employees.
B) federal employees.
C) unionized employees.
D) non union employee.
Q3) When should an employer conduct a poll?
Q4) In Guard Publishing Company v. National Labor Relations Board, the court noted that the NLRB had held that, the company had not violated Section 8(a) (1) when it issued a(n):
A) termination order.
B) order to reinstate.
C) injunction.
D) disciplinary warning.
Q5) What are antiunion remarks?
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