C233 Employment Law Practice Questions - Set 3 - Part 2

Correct Answer: National Labor Relations Act (NLRA)

The NLRA protects the rights of employees to unionize, engage in collective bargaining, and participate in strikes without fear of employer retaliation.

Correct Answer: Americans with Disabilities Act (ADA)

The ADA requires employers to provide reasonable accommodations for employees with disabilities, provided that it does not create undue hardship for the employer.

Correct Answer: Consolidated Omnibus Budget Reconciliation Act (COBRA)

COBRA allows employees to continue their health insurance coverage for a limited time after termination, typically at their own expense.

Correct Answer: The employee must receive additional compensation in exchange for the waiver

Under the OWBPA, employees must receive additional compensation beyond what they are already entitled to for a waiver of ADEA claims to be valid.

Correct Answer: Fair Labor Standards Act (FLSA)

The FLSA establishes federal standards for minimum wage, overtime pay, and restrictions on child labor in the workplace.

Correct Answer: Right-to-Work Laws

Right-to-Work laws prevent employers and unions from requiring employees to join a union or pay union dues as a condition of employment.

Correct Answer: To regulate the collection, dissemination, and use of consumer credit information

The FCRA regulates how consumer credit information is collected, corrected, and used by employers during the hiring process.

Correct Answer: Family and Medical Leave Act (FMLA)

The FMLA allows eligible employees to take unpaid, job-protected leave to care for a newborn or newly adopted child.

Correct Answer: Title VII of the Civil Rights Act of 1964

Title VII prohibits employers from retaliating against employees who file discrimination complaints or participate in investigations related to workplace discrimination.

Correct Answer: Pregnancy Discrimination Act (PDA)

The PDA prohibits employment discrimination based on pregnancy, childbirth, or related medical conditions.

Correct Answer: a) Occupational Safety and Health Act (OSHA)

OSHA protects employees who report unsafe working conditions from retaliation, such as termination or demotion, by their employer.

Correct Answer: c) Business Necessity

Business necessity is an employer’s defense in discrimination claims, asserting that a policy or practice is job-related and necessary for the operation of the business.

Correct Answer: b) Vicarious Liability

Vicarious liability holds employers accountable for the actions of their employees, provided those actions occur within the scope of employment.

Correct Answer: b) If the accommodation does not cause undue hardship for the employer

The ADA requires employers to provide reasonable accommodations for employees with disabilities unless doing so would cause significant difficulty or expense, known as undue hardship.

Correct Answer: b) Evidence that is sufficient to establish a fact unless rebutted

Prima facie refers to evidence that, unless contradicted, is sufficient to prove a particular fact or claim in a legal proceeding.

Correct Answer: c) Rehabilitation Act of 1973

The Rehabilitation Act of 1973 requires federal contractors to take affirmative action in hiring veterans and individuals with disabilities.

Correct Answer: c) Fair Labor Standards Act (FLSA)

The FLSA requires employers to maintain accurate records of employee wages, hours worked, and other employment conditions to ensure compliance with wage and hour laws.

Correct Answer: a) A strike that occurs without the union's authorization

A wildcat strike is an unauthorized work stoppage initiated by employees, typically without the approval of the union representing them.

Correct Answer: b) Family and Medical Leave Act (FMLA)

The FMLA provides employees with the right to take unpaid, job-protected leave if they are unable to work due to a serious health condition.

Correct Answer: a) Executive Order 11246

Executive Order 11246 requires federal contractors to take affirmative action in hiring women and minorities and ensures nondiscrimination in employment practices.