BUS 335 Week 3 Quiz– Strayer
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Quiz 2 Chapter 2 and 3
Chapter
2
Student:
___________________________________________________________________________
1. The
employer-employee relationship is the most prevalent type of employment
relationship.
True False
2. Employment
contracts may be written but not in oral form.
True False
3. The
specificity of the language used in an employment contract must be very
extensive.
True False
4. The
formal agreement which specifies the employment terms and conditions for the
employee and employer is called an employment contract.
True False
5. An
employer does not incur any legal responsibilities or liabilities regarding its
employees.
True False
6. The
common law principle of employment-at-will says that, in the absence of any
contract language to the contrary, either the employer or employee may
terminate the employment relationship at any time, but only for certain
reasons.
True False
7. There
are some restrictions on employment-at-will, such as statutory requirements for
nondiscriminatory termination.
True False
8. An
independent contractor is legally considered an employee of the employer who
hired him/her.
True False
9. If
an employer hires an independent contractor, it may reduce the employer's
exposure to laws and regulations governing the employment
relationship.
True False
10. A
person is more likely to be considered an independent contractor if they work
without supervision or oversight from the
employer.
True False
11. Temporary
employees are considered to be employees of the temporary help agency that
obtained them through its own staffing
process.
True False
12. Court
cases suggest that permatemps (employees from a staffing agency who have been
with the employer for extended period of time) are still exclusively considered
employees of the staffing agency.
True False
13. Regarding
employment contracts, ________.
A. both written and oral contracts
are enforceable
B. employment-at-will is defined under set-term
contracts
C. most employees have a contractual right to be discharged only
for cause
D. all of the above are correct
14. The
most prevalent form of the employment relationship is
_________.
A. independent
contractor
B. employer-employee
C. temporary
employee
D. employer-employer
15. The
common law principle which states that, in the absence of any contract language
to the contrary, either the employer or employee may terminate the employment
relationship at any time is called
_________.
A. employment-at-will
B. affirmative action
C. equal
employment opportunity
D. a consent decree
16. An
example of an exception to the principle of employment-at-will would be
_________.
A. employers cannot discharge employees on the basis of
poor performance
B. employers cannot discharge employees on the basis of
race
C. employers cannot discharge employees for stealing from the
company
D. none of the above
17. Which
of the following statements is true regarding independent
contractors?
A. An independent contractor is a legal employee of the
company which hired him/her.
B. Using an independent contractor increases
the employer's exposure to laws and regulations governing the employment
relationship.
C. Using an independent contractor frees an employer from
the tax withholding and tax payment obligations it has for its
employees.
D. Using an independent contractor substantially increases the
right of the employer to control the contractor.
18. Which
of the following factors increase the likelihood that a worker will be
considered an independent contractor?
A. The independent contractor
works without supervision or oversight from the employer.
B. The
independent contractor sets his or her own work hours.
C. The independent
contractor is paid by the project rather than by the time spent.
D. All of
the above.
19. Which
of the following is true regarding temporary employees?
A. Temporary
employees are considered to be employees of the organization which is using
their services, not the temporary help agency.
B. During job assignments,
temporary workers are on the payroll of the organization using their
services.
C. Use of temporary workers can often raise issues of
"co-employment."
D. All of the above are correct.
20. What
can employers do to ensure that permatemps, that is, individuals from staffing
firms who have long-term relationships with an employer, are not considered
employees of their firm?
A. Never exercise direct control over these
people and treat them separate from regular employees.
B. Ensure they
provide sufficient training and supervision.
C. Provide permatemps with
special hats indicating their status as temporary.
D. None of the above
are correct.
21. Employment
laws and regulations exist, in part, to reduce or limit the employer's power in
the employment relationship.
True False
22. Laws
and regulations provide protections to employees that they could not possibly
acquire individually in an employment
contract.
True False
23. The
Civil Rights Act specifically mentions employment practices that are permitted
for employers.
True False
24. The
majority of common law decisions are made at the federal
level.
True False
25. Constitutional
law supersedes any other source of law or
regulation.
True False
26. Examples
of common law include the Fifth and Fourteenth Amendments to the
Constitution.
True False
27. The
Civil Rights Act is a statutory source of
law/regulations.
True False
28. Agencies
that enforce staffing laws typically do not rely on written documents to
perform their functions.
True False
29. Which
of the following statements is true regarding the laws and regulations which
govern the employment relationship?
A. Their purpose is to create a
reasonable balance of power between the employer and employee.
B. Their
purpose is to create a reasonable power advantage for employees.
C. Their
purpose is to create a reasonable power advantage for employers.
D. Their
purpose is to provide protections for employees only.
30. The
primary source of common law is ________.
A. the
Constitution
B. federal statutes
C. past court
decisions
D. federal agency guidelines
31. Due
process rights have their primary source in _________.
A. EEOC
guidelines
B. federal statutes
C. state statutes
D. the U.S.
Constitution Amendments
32. A
_________ is a civil wrong that occurs when the employer violates a duty owed
to its employees or customers that results in harm or
damages.
A. tort
B. crime
C. constitutional law
violation
D. failure of due process
33. Statutory
law is derived from ________.
A. court cases
B. the US
constitution and its amendments
C. written documents passed by legislative
bodies
D. agencies at the federal, state and local levels
34. Agencies
that regulate fair employment practice exist at which
level?
A. federal
B. state
C. local
D. all of the above
35. The
role of federal agencies is to __________.
A. develop, create, and
implement the law
B. interpret, administer, and enforce the
law
C. facilitate greater communication between courts
D. render
decisions in court cases regarding employment law
36. Whether
an organization is covered by the Civil Rights Act, Age Discrimination in
Employment Act (ADEA), and Americans With Disabilities Act (ADA) depends on its
number of employees.
True False
37. When
determining if an organization large enough to be covered by ADA law, only
full-time employees should be included in the employee
count.
True False
38. Company
officials and individual managers can be held personally liable for
discrimination under the Civil Rights Act, the ADA, or the ADEA.
True False
39. The
Civil Rights Act prohibits discrimination on the basis of age or disability
status.
True False
40. The
Age Discrimination in Employment Act covers individuals over the age of
40.
True False
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