HRM 3110 Employment and Labor Law (D352)
Access The Exact Questions for HRM 3110 Employment and Labor Law (D352)
💯 100% Pass Rate guaranteed
🗓️ Unlock for 1 Month
Rated 4.8/5 from over 1000+ reviews
- Unlimited Exact Practice Test Questions
- Trusted By 200 Million Students and Professors
What’s Included:
- Unlock Actual Exam Questions and Answers for HRM 3110 Employment and Labor Law (D352) on monthly basis
- Well-structured questions covering all topics, accompanied by organized images.
- Learn from mistakes with detailed answer explanations.
- Easy To understand explanations for all students.
Free HRM 3110 Employment and Labor Law (D352) Questions
An exception to the employment-at-will doctrine that is an implied contractual obligation to act in good faith in the fulfillment of each party's contractual duties
-
Employment termination without cause clause
-
Covenant of good faith and fair dealing exception
-
Non-compete agreement stipulation
-
Mandatory arbitration agreement requirement
Explanation
Correct Answer B: Covenant of good faith and fair dealing exception
Explanation
The covenant of good faith and fair dealing exception limits the employer’s ability to terminate an employee arbitrarily and requires both parties to act honestly and fairly in fulfilling contractual obligations.
Why other options are wrong
A. Employment termination without cause clause: This allows an employer to terminate an employee without a specific reason, but it does not impose a duty of good faith.
C. Non-compete agreement stipulation: This refers to a contract restricting an employee from working for competitors after leaving a company, which is unrelated to good faith employment termination.
D. Mandatory arbitration agreement requirement: This requires disputes to be settled through arbitration rather than litigation but does not establish a duty of good faith in employment relationships.
The local market for unskilled labor is currently in equilibrium at a wage of $8 per hour and employment of 1,000 workers. What will happen in this market if there is increased immigration to the area
-
The demand for labor will increase, and wages and employment will rise.
-
The supply of labor will increase, wages will fall, and employment will rise.
-
The demand for labor will decrease, and wages and employment will fall.
-
The supply of labor will decrease, wages will rise, and employment will fall.
-
Both supply and demand will shift, and thus the effect on wages cannot be determined.
Explanation
Correct Answer B: The supply of labor will increase, wages will fall, and employment will rise.
Explanation:
Increased immigration means an influx of workers into the area, which increases the supply of labor. As a result, the labor market experiences an increased competition for jobs, which puts downward pressure on wages. However, more workers will be available to fill open positions, leading to an increase in employment.
Why other options are wrong:
A) The demand for labor will increase, and wages and employment will rise: Immigration increases the labor supply, not the demand for labor, so this is incorrect.
C) The demand for labor will decrease, and wages and employment will fall: There's no indication that demand will decrease with more workers; this is not a typical effect of immigration.
D) The supply of labor will decrease, wages will rise, and employment will fall: Immigration increases, not decreases, the supply of labor.
E) Both supply and demand will shift, and thus the effect on wages cannot be determined: While supply increases, there's no evidence that demand shifts; so, the effect on wages can be predicted.
Form of sexual harassment where jokes, teasing of a sexual nature, and other sexual taunting create an unwelcome environment
-
Quid pro quo
-
Disparate treatment
-
Reasonable person standard
-
Hostile work environment
Explanation
Correct Answer D: Hostile work environment
Explanation
A hostile work environment occurs when unwelcome conduct of a sexual nature, such as jokes, teasing, or taunting, creates an intimidating or offensive workplace atmosphere. This form of harassment violates workplace discrimination laws.
Why other options are wrong
A. Quid pro quo: This type of sexual harassment occurs when job benefits are conditioned on sexual favors.
B. Disparate treatment: This refers to intentional discrimination based on protected characteristics, not sexual harassment.
C. Reasonable person standard: This is a legal measure used to determine whether conduct is considered negligent, not specific to harassment.
Which of the following is NOT typically considered to be a subject covered by employment law
-
Wrongful discrimination
-
Labor disputes
-
Embezzlement
-
Employment discrimination
-
Social Security
Explanation
Correct Answer C: Embezzlement
Explanation
Employment law primarily deals with workplace rights, protections, and regulations, such as discrimination, labor disputes, and employee benefits. Embezzlement, on the other hand, is a criminal offense related to financial fraud rather than employment law.
Why other options are wrong
A. Wrongful discrimination: Employment law covers discrimination claims based on race, gender, age, disability, and other protected characteristics.
B. Labor disputes: Employment law includes labor relations, collective bargaining, and union-related issues.
D. Employment discrimination: A major component of employment law, ensuring fair treatment in hiring, promotions, and termination.
E. Social Security: Employment law often intersects with Social Security in terms of benefits and employer responsibilities.
The legal obligation of a fiduciary to act in the best interests of the party to whom they owe a duty
-
Vicarious Liability
-
Fiduciary Duty
-
Due Diligence
-
Duty Of Loyalty
Explanation
Correct Answer B: Fiduciary Duty
Explanation
A fiduciary duty is the legal obligation of one party to act in the best interests of another. This duty typically arises in relationships involving trust, such as between employers and employees, trustees and beneficiaries, or corporate officers and shareholders.
Why other options are wrong
A. Vicarious Liability: This refers to an employer or principal being held responsible for the actions of their employees or agents, rather than a duty of acting in another’s best interest.
C. Due Diligence: This refers to a thorough investigation or effort to avoid harm, often in business transactions, but does not specifically require acting in someone else's best interest.
D. Duty Of Loyalty: While similar to fiduciary duty, the duty of loyalty is a narrower concept focusing on avoiding conflicts of interest rather than a broader obligation to act in the best interests of another party.
The relationship between employers and employees, particularly in the context of collective bargaining and unionization
-
Arbitration
-
Collective Bargaining
-
Economic Strike
-
Labor Relations
Explanation
Correct Answer D: Labor Relations
Explanation
Labor relations refers to the interactions between employers and employees, especially concerning union activities, negotiations, and workplace rights.
Why other options are wrong
A. Arbitration: This is a dispute resolution method where a neutral third party makes a binding decision, but it does not broadly define employer-employee relationships.
B. Collective Bargaining: This specifically refers to negotiations between employers and unions, while labor relations encompass a broader range of employment issues.
C. Economic Strike: This is a type of work stoppage over economic issues such as wages, but it is just one aspect of labor relations.
A system of law based on precedent and customs is called
-
Statutory Law
-
Common Law
-
Workplace Torts
-
Civil Law
Explanation
Correct Answer B: Common Law
Explanation
Common Law is a legal system where past judicial decisions (precedents) and customs shape future rulings. It is used in many English-speaking countries, including the United States.
Why other options are wrong
A. Statutory Law: This consists of laws enacted by legislative bodies, not based on precedent.
C. Workplace Torts: These are civil wrongs in the workplace, not a legal system.
D. Civil Law: While civil law deals with private disputes, it is a distinct legal system that relies on codified statutes rather than precedent.
What is Due Diligence
-
a method of evaluating the financial performance of a company without considering legal implications.
-
the process of ignoring legal requirements to expedite business transactions.
-
the attention reasonably expected from, and ordinarily exercised by, a person who seeks to satisfy a legal requirement or to discharge an obligation.
-
the act of delegating legal responsibilities to another party without oversight.
Explanation
Correct Answer C: the attention reasonably expected from, and ordinarily exercised by, a person who seeks to satisfy a legal requirement or to discharge an obligation.
Explanation
Due diligence refers to the careful and thorough investigation or analysis performed to meet legal, financial, or ethical obligations before making business decisions.
Why other options are wrong
A. a method of evaluating the financial performance of a company without considering legal implications: Due diligence includes legal considerations, not just financial performance.
B. the process of ignoring legal requirements to expedite business transactions: This is the opposite of due diligence, which involves careful legal compliance.
D. the act of delegating legal responsibilities to another party without oversight: Due diligence requires active oversight, not delegation without monitoring.
Those matters that vitally affect the terms and conditions of employment of the employees in the bargaining unit; the parties must bargain in good faith over such subjects
-
Bargaining unit
-
Totality of conduct
-
Mandatory bargaining subjects
-
Permissive bargaining subjects
Explanation
Correct Answer C: Mandatory bargaining subjects
Explanation
Mandatory bargaining subjects are topics that directly impact employment conditions, such as wages, hours, and benefits, and must be negotiated in good faith between employers and unions.
Why other options are wrong
A. Bargaining unit: This refers to the group of employees represented by a union, not the subjects of negotiation.
B. Totality of conduct: This is a legal standard used to evaluate employer behavior in labor negotiations, not specific bargaining subjects.
D. Permissive bargaining subjects: These are optional topics that may be negotiated but are not required, unlike mandatory subjects.
U.S. law requires federal contractors with contracts of $100,000 or more as well as recipients of grants from the federal government to certify they are maintaining a drug-free workplace.
-
Davis-Bacon Act
-
Fair Labor Standards Act
-
Drug-Free Workplace Act
-
Mine Safety and Health Act
Explanation
Correct Answer C: Drug-Free Workplace Act
Explanation
The Drug-Free Workplace Act requires certain federal contractors and grant recipients to maintain a workplace free of drug use and implement policies to prevent substance abuse.
Why other options are wrong
A. Davis-Bacon Act: This law requires contractors on federally funded construction projects to pay prevailing wages but does not address drug-free workplaces.
B. Fair Labor Standards Act: This law establishes minimum wage, overtime pay, and child labor standards, but it does not regulate workplace drug policies.
D. Mine Safety and Health Act: This law governs safety regulations for mines, focusing on health and safety conditions, not drug policies.
How to Order
Select Your Exam
Click on your desired exam to open its dedicated page with resources like practice questions, flashcards, and study guides.Choose what to focus on, Your selected exam is saved for quick access Once you log in.
Subscribe
Hit the Subscribe button on the platform. With your subscription, you will enjoy unlimited access to all practice questions and resources for a full 1-month period. After the month has elapsed, you can choose to resubscribe to continue benefiting from our comprehensive exam preparation tools and resources.
Pay and unlock the practice Questions
Once your payment is processed, you’ll immediately unlock access to all practice questions tailored to your selected exam for 1 month .