HRM 3110 Employment and Labor Law (D352)
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Free HRM 3110 Employment and Labor Law (D352) Questions
Form of sexual harassment where jokes, teasing of a sexual nature, and other sexual taunting create an unwelcome environment
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Quid pro quo
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Disparate treatment
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Reasonable person standard
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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 statements is not true regarding unions in Texas
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According to the Bureau of Labor Statistics, as of 2017 only 4.7% of wage and salaried employees in Texas belong to labor unions.
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Texas law protects the right of public employees to strike so that employment conditions can be negotiated between employer and employee.
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As a "right to work state", employees cannot be required to join the union as a condition of employment.
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While private sector labor unions exist, they are not powerful and represent only a small fraction of workers.
Explanation
Correct Answer B: Texas law protects the right of public employees to strike so that employment conditions can be negotiated between employer and employee.
Explanation:
In Texas, public employees are not allowed to strike, and Texas law does not protect such strikes. Public sector workers may negotiate employment conditions, but they do not have the right to strike to enforce them.
Why other options are correct:
A) According to the Bureau of Labor Statistics, as of 2017 only 4.7% of wage and salaried employees in Texas belong to labor unions:
This is accurate, reflecting the low union membership in Texas.
C) As a "right to work state", employees cannot be required to join the union as a condition of employment:
This is a correct statement, as Texas is a right-to-work state, where union membership cannot be a condition for employment.
D) While private sector labor unions exist, they are not powerful and represent only a small fraction of workers:
This is true, as unions in Texas are not very strong in the private sector.
The relationship between employers and employees, particularly in the context of collective bargaining and unionization
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Arbitration
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Collective Bargaining
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Economic Strike
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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.
How many members make up the EEOC
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Three
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Four
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Five
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Two
Explanation
Correct Answer C: Five
Explanation
The Equal Employment Opportunity Commission (EEOC) consists of five members, who are appointed by the President and confirmed by the Senate. These commissioners serve staggered five-year terms.
Why other options are wrong
A. Three: The EEOC has five commissioners, not three.
B. Four: The number of EEOC commissioners is an odd number to prevent tie votes.
D. Two: A two-member EEOC would not be able to function effectively in making policy decisions.
Supervision or close observation, especially of a suspected person
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A Interrogation
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Prosecution
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Surveillance
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Sequence
Explanation
Correct Answer C: Surveillance
Explanation
Surveillance involves monitoring a person or group, often for security or investigative purposes. It can include video monitoring, electronic tracking, or direct observation.
Why other options are wrong
A. Interrogation: This refers to questioning a person, often by law enforcement, rather than observing them.
B. Prosecution: This is the process of charging and trying someone for a crime, not monitoring them.
D. Sequence: This refers to an order of events, unrelated to observation.
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.
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Davis-Bacon Act
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Fair Labor Standards Act
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Drug-Free Workplace Act
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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.
Which of the following is true of a labor market with a bilateral monopoly
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Employment will be greater than in a competitive labor market and wages will be higher.
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Employment will be equal to that in a competitive labor market.
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Employment will be less than in a competitive labor market and wages will be lower.
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Employment will be less than in a competitive labor market, and wages may be higher or lower depending on bargaining power.
Explanation
Correct Answer D. Employment will be less than in a competitive labor market, and wages may be higher or lower depending on bargaining power.
Explanation:
In a bilateral monopoly, there is both a monopoly (a single employer) and a monopoly (a single union), creating a unique bargaining dynamic. Employment is usually lower than in a competitive market because the employer controls job availability, and wages can vary based on the bargaining power of the employer versus the union. The wages may be either higher or lower than in a competitive market depending on which side holds more negotiating power.
Why other options are wrong:
A: Employment will be greater than in a competitive labor market and wages will be higher.
This is incorrect because employment is usually lower, not greater, and wages can be influenced by both parties' bargaining power.
B: Employment will be equal to that in a competitive labor market.
This is incorrect because, in a bilateral monopoly, employment tends to be lower due to the lack of competitive forces.
C: Employment will be less than in a competitive labor market and wages will be lower.
This is incorrect because wages could be either higher or lower, depending on which side (employer or union) holds more power.
An employee whose loss to a firm through death or disability before retirement would have economic effects on the company.
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Non-exempt Employee
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Credit Line
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Highly Compensated Employee
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Key Employee
Explanation
Correct Answer D: Key Employee
Explanation
A Key Employee is someone whose contributions are critical to a company’s success. Their sudden loss could cause financial or operational challenges for the business. Many companies provide key person insurance to mitigate this risk.
Why other options are wrong
A. Non-exempt Employee: This refers to employees covered by minimum wage and overtime laws under the Fair Labor Standards Act (FLSA), not necessarily employees critical to a company’s success.
B. Credit Line: This is a financial term referring to borrowing capacity, unrelated to employee classification.
C. Highly Compensated Employee: This term applies to employees earning above a certain salary threshold, particularly in retirement plans, but it does not necessarily mean they are vital to the company's success.
Age Discrimination in Employment Act
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ERISA
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FLSA
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ADEA
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FLRA
Explanation
Correct Answer C: ADEA
Explanation
The Age Discrimination in Employment Act (ADEA) protects individuals aged 40 and older from workplace discrimination based on age. It applies to hiring, promotions, wages, and other employment conditions.
Why other options are wrong
A ERISA: The Employee Retirement Income Security Act regulates pension and benefit plans, not age discrimination.
B FLSA: The Fair Labor Standards Act governs minimum wage, overtime, and child labor laws, not age discrimination.
D FLRA: The Federal Labor Relations Authority oversees labor relations for federal employees but does not address age discrimination.
When different groups of people have different scores designated as "passing" grades on a test for employment
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Race Norming
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Mixed Motive
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Retaliation
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Reverse Discrimination
Explanation
Correct Answer A. Race Norming
Explanation
Race norming is the practice of adjusting test scores based on race or ethnicity to ensure that different demographic groups meet designated passing grades. This practice was banned by the Civil Rights Act of 1991.
Why other options are wrong
B. Mixed Motive:
A mixed-motive case involves an employment decision influenced by both legitimate and discriminatory factors, but it does not relate to test score adjustments.
C. Retaliation:
Retaliation occurs when an employer punishes an employee for engaging in a legally protected activity, such as reporting discrimination.
D. Reverse Discrimination:
Reverse discrimination refers to bias against majority groups, typically due to affirmative action policies, but it does not specifically involve altering test scores.
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