23 May Employment Law Of Business – 7th Edition Ch 4 -Legal Construction Of The Employment Environment Main
Legal Construction of the Employment Environment
Your Results:
The answer for each question is indicated by a .
1
As per the American with Disabilities Act, which of the following questions is strictly prohibited by federal laws from being asked on an application and during the interview process?
A)
The application form for Smith & Co. asks the applicant to disclose his or her workers’ compensation history.
B)
The application form for Johnson’s Inc. asks the candidate to disclose his or her age because the nature of work is not suitable for someone above 40 years.
C)
The application form for Williams & Co. asks the candidate to disclose whether she is pregnant because the work is not suitable for a pregnant lady.
D)
The application form for Jones’ Inc. asks the candidate to disclose his or her religious views.
2
Which of the following statement(s) about reference checks is true?
A)
Employers have an affirmative duty to respond to a reference inquiry.
B)
Failure to complete reference checks may lead to liability for negligent hiring.
C)
The law mandates that reference checks be conducted in person not over the phone or by letters.
D)
The law prohibits employers from checking the credit history and military service and discharge status of an applicant.
3
David was wrongfully charged of stealing by his previous employer and was terminated as a result of the accusation. He has been searching for a job for the last five months but in each job interview he has been compelled to explain why he can’t offer a good referral from his prior employer. The prospective employers asking explanation from David are committing the tort of _____.
A)
invasion of privacy
B)
estoppel
C)
compelled self-publication
D)
constructive discharge
4
Brown’s Travels is a company that hires cab drivers. As part of its recruitment procedure, it conducts an eye exam for all the candidates. This is an example of a(n):
A)
reference check.
B)
background check.
C)
compelled self-publication.
D)
eligibility test.
5
The management of Davis & Co. is trying to determine the nature of work associated with the various jobs that it undertakes. It is also estimating the knowledge, skills, and abilities that potential candidates should possess in order to do those works. The management of Davis & Co. is conducting a:
A)
job reflection.
B)
job analysis.
C)
job recording.
D)
job rotation.
6
A construction firm needs to hire a construction superintendent, whose primary responsibilities involve organizing, supervising, and inspecting the work of several subcontractors. It administers a construction-error recognition test, where an applicant enters a room that has been specially constructed to have 10 common and expensive errors and where he/she is asked to record as many problems as he/she can detect. The firm is using a:
A)
concurrent validation.
B)
predictive validation.
C)
content validation.
D)
criterion-related validation.
7
Which of the following is an example of a valid physical ability test?
A)
Oak County Fire Department requires applicants for entry-level firefighter positions to climb a Fire Department ladder as part of the application process.
B)
Miller TV station requires applicants for an available position as sports reporter to attempt as many sit-ups as possible in one minute.
C)
Idea Inc.’s cafeteria is a mile apart from its office building. Thus, it hires job applicants who completes a 1 mile run in less than 10 minutes.
D)
Wilson news channel requires its applicants to open a fire hydrant in less than two minutes.
8
Which of the following is true of the immunoassay test?
A)
The window of detection opened by a follicle test is much smaller than that by an immunoassay test.
B)
It is subject to cross-reactivity.
C)
It evidences the time of ingestion.
D)
It successfully investigates the presence of more than one drug at a time.
9
Which of the following statements about HIV/AIDS in regard to the workplace is valid?
A)
An HIV test determines the HIV status of an individual as of the day of the examination.
B)
An HIV-positive employee or applicant is protected by both the federal Vocational Rehabilitation Act and the Americans with Disabilities Act.
C)
The law mandates an HIV test for all positions in a federal organization.
D)
An employer can take an adverse employment action against an employee merely based on the knowledge that the individual is HIV-positive.
10
Which of the following rules presumes that discrimination exists if the selection rate of a protected group of employee is less than 80 percent of the selection rate of the nonminority group?
A)
Standard deviation rule
B)
Mixed-motive rule
C)
Four-fifths rule
D)
Business necessity rule
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