Labor Relations
Exam Materials
Course Introduction
Labor Relations explores the dynamic interactions between employers, employees, and the unions or organizations that represent them. The course examines the historical development, legal frameworks, and current practices of labor relations, focusing on collective bargaining, dispute resolution, labor contracts, and workplace negotiations. Students will analyze case studies and real-world scenarios to understand the roles of management and labor, the impact of labor laws, and the strategies used to resolve conflicts and improve working conditions. Emphasis is placed on both the theoretical and practical aspects of managing labor relations in diverse organizational contexts.
Recommended Textbook
Employment Law for Business 8th Edition by Dawn
Available Study Resources on Quizplus
16 Chapters
786 Verified Questions
786 Flashcards
Source URL: https://quizplus.com/study-set/2874
Bennett
Page 2
Chapter 1: The Regulation of the Employment Relationship
Available Study Resources on Quizplus for this Chatper
50 Verified Questions
50 Flashcards
Source URL: https://quizplus.com/quiz/57233
Sample Questions
Q1) Title VII of the Civil Rights Act of 1964:
A) prohibits individuals with temporary or permanent disabilities from seeking employment.
B) prohibits discrimination in employment based on specified protected class.
C) applies to government-owned corporations.
D) applies to bona fide private membership clubs.
Answer: B
Q2) To be enforceable by a court,a non-compete agreement within an employment relationship:
A) must be reasonable in scope and duration.
B) must not be supported by any additional consideration to the employee.
C) should be contrary to public interest.
D) should provide benefits only to the employer.
Answer: A
Q3) The Civil Rights Act of 1866 applies to employers with 15 or more employees.
A)True
B)False
Answer: False
To view all questions and flashcards with answers, click on the resource link above. Page 3
Chapter 2: The Employment Law Toolkit: Resources for Understanding
the Law and Recurring Legal Concepts
Available Study Resources on Quizplus for this Chatper
50 Verified Questions
50 Flashcards
Source URL: https://quizplus.com/quiz/57232
Sample Questions
Q1) An appellee is a person who appealed a legal case to the court of appeals. A)True
B)False
Answer: False
Q2) Which of the following best relates to the employment-at-will doctrine?
A) An employer is free to discriminate against employees based on their gender, race, religion, or national origin.
B) Highly paid skilled workers in building and construction trades can pass their jobs on to a family member when they retire.
C) An employer can terminate an employee for any reason as long as the reason is not prohibited by law.
D) A government employee usually loses his or her constitutional rights when on the job.
Answer: C
Q3) Whistle-blowing occurs when an employer reports an employee's wrongdoing. A)True
B)False
Answer: False
To view all questions and flashcards with answers, click on the resource link above. Page 4
Chapter 3: Title Vii of the Civil Rights Act of 1964
Available Study Resources on Quizplus for this Chatper
50 Verified Questions
50 Flashcards
Source URL: https://quizplus.com/quiz/57231
Sample Questions
Q1) Which of the following is a difference between filing discrimination cases under 42 U.S.C.section 1981 and Title VII of the Civil Rights Act of 1964?
A) Employees cannot file racial discrimination claims under section 1981, whereas under Title VII they can.
B) The statute of limitations under section 1981 is longer than under Title VII.
C) The damages that employees can claim under Title VII are unlimited, unlike those under section 1981 that have caps.
D) Employees do not have to offer evidence against their employees when they file their claim under Title VII, whereas employees bringing claims under section 1981 must produce evidence.
Answer: B
Q2) If the Equal Employment Opportunity Commission (EEOC)concludes that a workplace discrimination claim does not violate Title VII of the Civil Rights Act of 1964,the employee has no right to pursue the matter further in any court.
A)True
B)False
Answer: False
To view all questions and flashcards with answers, click on the resource link above. Page 5
Chapter 4: Legal Construction of the Employment Environment
Available Study Resources on Quizplus for this Chatper
50 Verified Questions
50 Flashcards
Source URL: https://quizplus.com/quiz/57230
Sample Questions
Q1) For an eligibility test to be legally validated as an effective gauge of performance,an employer must show that the test:
A) is job-related and consistent with business necessity.
B) allows the employer to use different cutoff scores.
C) disregards the theory of promissory estoppel.
D) is subjective but not based on job analysis.
Q2) In Equal Employment Opportunity Commission v.Consolidated Service System,the defendant was a janitorial firm owned by a Korean immigrant and staffed mostly with Korean immigrants.The court disagreed with the Equal Employment Opportunity Commission (EEOC)and found that the defendant's use of word-of-mouth recruiting did not cause:
A) negligent misrepresentation.
B) intentional discrimination.
C) negligent hiring.
D) intentional retaliation.
Q3) Discuss the potential liability for defamation that can result from the use of performance appraisals.
Q4) Discuss the factors that encourage workplace testing for ineligibility.What is the main criticism against polygraph testing?
Page 6
To view all questions and flashcards with answers, click on the resource link above.
Chapter 5: Affirmative Action
Available Study Resources on Quizplus for this Chatper
50 Verified Questions
50 Flashcards
Source URL: https://quizplus.com/quiz/181895
Sample Questions
Q1) The Office of Federal Contract Compliance Programs' enforcement contains provisions for private lawsuits by employees and even penalties for noncompliance by a contractor.
A)True
B)False
Q2) Under affirmative action,an applicant need not simply be a female or a minority to be placed in a job.
A)True
B)False
Q3) _____ reflects the percentage of women and/or minorities to be hired to correct underrepresentation,based on availability in the geographic area.
A) Job depth
B) Capital reserve
C) A placement goal
D) Job scope
Q4) AlphaOmega Defense is a federal contractor located in Chicago.It has noticed an underrepresentation of women and minorities in middle- and top-level jobs within the company.Should AlphaOmega adopt an affirmative action plan? If so,what should it consider?
To view all questions and flashcards with answers, click on the resource link above. Page 7
Chapter 6: Race and Color Discrimination
Available Study Resources on Quizplus for this Chatper
50 Verified Questions
50 Flashcards
Source URL: https://quizplus.com/quiz/57228
Sample Questions
Q1) Cynthia Williams filed a lawsuit against her employer for racial harassment from a co-worker.The evidence at trial indicated that her employer responded immediately to Cynthia's allegations of racial discrimination by investigating the matter,reprimanding the harasser,and conducting department-wide meetings to discuss the company's policy on race discrimination.In this scenario:
A) Cynthia will win the lawsuit because her employer acknowledged that racial discrimination occurred.
B) Cynthia will win the lawsuit because her employer did not terminate the harassing employee.
C) the employer has no liability because the employer acted reasonably when notified of the racial harassment.
D) the employer has no liability because the employer himself or herself was not the one who perpetrated the harassment.
Q2) The only time that a discussion of race should be initiated in a workplace is in the midst of an allegation of racial discrimination.
A)True
B)False
Q3) Discuss national origin discrimination at the workplace.
To view all questions and flashcards with answers, click on the resource link above.
8
Chapter 7: National Origin Discrimination
Available Study Resources on Quizplus for this Chatper
50 Verified Questions
50 Flashcards
Source URL: https://quizplus.com/quiz/57227
Sample Questions
Q1) Phillip is a paying resident at the Serene Senior Center.He is often seen making ethnic slurs at Lastri,an Indonesian employee.He also refuses to be served or helped by her and others of the same national origin as Lastri.Sometimes,he even complains to the other residents that Lastri is not qualified for her job and needs to be replaced.Lastri reports this to her supervisor but is asked to ignore Phillip because he is just a strange old man.Lastri files a complaint of national origin discrimination.Which of the following holds true in this scenario?
A) Serene Senior Center is not liable to Lastri because the Fair Labor Standards Act (FLSA) allows employers to discriminate in favor of U.S. citizens.
B) Serene Senior Center is liable to Lastri because it took no action to stop the harassment.
C) Serene Senior Center is liable to Lastri because Title VII of the Civil Rights Act of 1964 provides protection against discrimination based on country of citizenship.
D) Serene Senior Center is not liable to Lastri because her case does not involve any physical harassment.
Q2) Distinguish between national origin and citizenship.
To view all questions and flashcards with answers, click on the resource link above. Page 9
Chapter 8: Gender Discrimination
Available Study Resources on Quizplus for this Chatper
50 Verified Questions
50 Flashcards
Source URL: https://quizplus.com/quiz/57226
Sample Questions
Q1) Solid Security 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) Solid Security 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) Solid Security Systems is not liable for gender discrimination because it employs both men and women.
C) Solid Security 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) Solid Security Systems is liable for gender discrimination only if female employees are expected to match their level of performance to that of male employees.
Q2) List and discuss the ways in which gender discrimination can be minimized at the workplace.
To view all questions and flashcards with answers, click on the resource link above.
Chapter 9: Sexual Harassment
Available Study Resources on Quizplus for this Chatper
50 Verified Questions
50 Flashcards
Source URL: https://quizplus.com/quiz/57225
Sample Questions
Q1) Sexual harassment class action trials are rare mainly because:
A) the Equal Employment Opportunity Commission has limited power to enforce sexual harassment claims.
B) most cases are settled rather than litigated as a means of avoiding bad publicity and the possibility of even greater damages if the matter goes to trial.
C) claimants are not entitled to any compensatory damages on winning the claim.
D) the Civil Rights Act of 1991 is not clear about what constitutes sexual harassment and what does not.
Q2) Sandra dated Henry,her supervisor,for three months.When she told Henry that she did not want to see him anymore,he became obsessed with her.He started e-mailing her at work,dropping by her house,and stalking her after work.The supervisor gave Sandra a poor review,and eventually,she was fired.Sandra cannot file a claim with the Equal Employment Opportunity Commission (EEOC)for sexual harassment because she had been in a consensual relationship with Henry.
A)True
B)False
Q3) What is the Ellerth/Faragher affirmative defense,and what should an employer do to be able to assert the defense?
To view all questions and flashcards with answers, click on the resource link above. Page 11
Chapter 10: Sexual Orientation and Gender Identity
Discrimination
Available Study Resources on Quizplus for this Chatper
50 Verified Questions
50 Flashcards
Source URL: https://quizplus.com/quiz/57224
Sample Questions
Q1) Title VII of the Civil Rights Act of 1964 does not include a prohibition against discrimination on the basis of sexual orientation,but it does protect homosexuals if the employment action:
A) results in a disparate impact on heterosexuals.
B) is based on race or religion.
C) is taken because an employee failed to perform at his or her job.
D) results in undue hardship for employers.
Q2) The Defense of Marriage Act (DOMA)defined marriage as between any two individuals,regardless of their gender identities or sexual orientations,for federal purposes.
A)True
B)False
Q3) Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of sexual orientation.
A)True
B)False
Q4) What protections,if any,does Title VII of the Civil Rights Act of 1964 afford gay and lesbian individuals?
Page 12
To view all questions and flashcards with answers, click on the resource link above.
Chapter 11: Religious Discrimination
Available Study Resources on Quizplus for this Chatper
45 Verified Questions
45 Flashcards
Source URL: https://quizplus.com/quiz/57223
Sample Questions
Q1) If there is more than one reasonable accommodation available to accommodate an employee's religious practices,an employer must select the accommodation that is the most reasonable.
A)True
B)False
Q2) To prove that one's beliefs are a religion for purposes of Title VII (of the Civil Rights Act of 1964),an employee must show that:
A) he or she is a member of an organized, established religion with other followers.
B) his or her beliefs occupy the same place in his or her life as an orthodox belief in God would in the life of someone else.
C) his or her religion was not a motivating factor in an adverse employment action.
D) he or she worships God in the form of a deity in a religious organization.
Q3) The U.S.Supreme Court's determination of what constitutes undue hardship in the process of attempting reasonable accommodation was established in Trans World Airlines,Inc.v.Hardison.
A)True
B)False
To view all questions and flashcards with answers, click on the resource link above. Page 13
Chapter 12: Age Discrimination
Available Study Resources on Quizplus for this Chatper
50 Verified Questions
50 Flashcards
Source URL: https://quizplus.com/quiz/57222
Sample Questions
Q1) If an employee-plaintiff proves that the employer-defendant willfully violated the Age Discrimination in Employment Act (ADEA),then the court is also allowed to award liquidated damages:
A) which are the total of back pay, front pay, and any other unpaid wage liability owed to the employee-plaintiff.
B) which serve as compensation for pain and suffering.
C) in an amount that is equal to unpaid wage liability.
D) in an amount sufficient to prevent the wrongdoer from willfully violating the ADEA in the future.
Q2) As a result of the fact that Title VII of the Civil Rights Act of 1964 had been amended in 1991 to include "motivating factor" language but that the ADEA (Age Discrimination in Employment Act)had not,the U.S.Supreme Court said that:
A) disparate impact claims are unavailable under the ADEA.
B) proof of pretext is required in all disparate impact ADEA cases.
C) punitive damages are unavailable under the ADEA.
D) no burden shifting occurs in ADEA cases.
Q3) Distinguish the perception of older workers from the reality of their impact in the workplace.
To view all questions and flashcards with answers, click on the resource link above. Page 14
Chapter 13: Disability Discrimination
Available Study Resources on Quizplus for this Chatper
49 Verified Questions
49 Flashcards
Source URL: https://quizplus.com/quiz/57221
Sample Questions
Q1) An injury at work automatically leads to workers' compensation liability.
A)True
B)False
Q2) Once an employee puts forth a prima facie case of disability discrimination,the burden shifts to:
A) the Equal Employment Opportunity Commission (EEOC) to prove the disability exists.
B) the employee to prove no accommodations were made.
C) the employer to establish a legitimate non-discriminatory reason (LNDR) for the employment action.
D) the courts to find a legitimate non-discriminatory reason (LNDR) for the employment action.
Q3) When determining the essential functions of a job,an employer must look to the function desired to be accomplished and not to the means of performing that function.
A)True
B)False
Q4) With respect to a given disability,does the duty of reasonable accommodation require the same level of accommodation from every employer? Elaborate.
To view all questions and flashcards with answers, click on the resource link above.
15
Chapter 14: The Employees Right to Privacy and Management of Personal Information
Available Study Resources on Quizplus for this Chatper
50 Verified Questions
50 Flashcards
Source URL: https://quizplus.com/quiz/57220
Sample Questions
Q1) Tanya openly talks to her co-workers about her intimate liaisons with certain clients of her firm.Tanya's supervisor,John,comes to know about this.During her performance review,he mentions that her behavior can harm the reputation of the company.Tanya believes that when senior officials view the performance review,it will project her as a woman of questionable morals.In this case,John has not committed the tort of publication in false light.
A)True
B)False
Q2) Gerard is a high-level employee at the U.S.Department of State.He found out that the department leaked confidential information about him without his consent.In this case,Gerard can sue the Department of State as his rights have been violated according to the _____.
A)Privacy Act
B)Electronic Communications Privacy Act
C)Federal Wiretap Act
D)Freedom of Information Act
Q3) Employment-at-will means that the employee serves at the will of the employer.
A)True
B)False
Q4) Provide a justification for electronic surveillance conducted by employers.
To view all questions and flashcards with answers, click on the resource link above. Page 16
Chapter 15: Labor Law
Available Study Resources on Quizplus for this Chatper
42 Verified Questions
42 Flashcards
Source URL: https://quizplus.com/quiz/57219
Sample Questions
Q1) NeonCore Industries reduced employee benefits as a means to cut costs.The union wanted to enter into a collective bargaining agreement as NeonCore rejected its demands and refused to bargain and accept the union's proposals.The following day,NeonCore locked the employees out.Which of the following is most likely to be true in this case?
A) The lockout was a violation of the National Labor Relations Act because an employer cannot engage in lockout as a means to avoid bargaining.
B) The lockout was not a violation of the National Labor Relations Act because every employer has the right to steer clear of union activities if it is likely to interfere with management policies.
C) The lockout was not a violation of the National Labor Relations Act because every employer has the right to reject union proposals even without entering into a good-faith bargaining activity.
D) The lockout was a violation of the National Labor Relations Act because under no circumstance is an employer allowed to restrict employees from coming to work.
Q2) Closed shops were permitted under the Taft-Hartley Act.
A)True
B)False
To view all questions and flashcards with answers, click on the resource link above.
Page 17
Chapter 16: Selected Employment Benefits and Protections
Available Study Resources on Quizplus for this Chatper
50 Verified Questions
50 Flashcards
Source URL: https://quizplus.com/quiz/57218
Sample Questions
Q1) Under the Employee Retirement Income Security Act (ERISA),a fiduciary is required to:
A) exercise the care and judgment that a prudent person would exercise pursuing similar objectives under the same circumstances.
B) file a summary plan description (SPD) with the U.S. Department of Labor (DOL).
C) discharge his or her duties solely in the interest of his or her employer rather than in the interest of the participants in the pension and welfare plans.
D) invest an employee's contributions toward pension and welfare plans in an undiversified portfolio so as to limit the investment risk of the plans.
Q2) Payroll practices from an employer's general assets are welfare benefit plans covered by the Employee Retirement Income Security Act (ERISA). A)True B)False
Q3) What are the fiduciary standards established by the Employee Retirement Income Security Act (ERISA)?
Q4) Explain the general provisions of the Family and Medical Leave Act (FMLA).
To view all questions and flashcards with answers, click on the resource link above. Page 18