Title: Legislation and Employer-Employee Relationships
Course: Demo 1

Q: When employers violate legislation and laws governing the employer/employee relationship, the result can be:
- the financial ruin of the company
- the incident can tarnish a once positive reputation
- business operations run as usual
A: the financial ruin of the company; the incident can tarnish a once positive reputation

Q: What are some of the reasons workers decide to create a union?
- employees feel their economic needs are not being met with their current wages and benefits
- employees feel that the workplace will be more just and fair with a union
- employees feel salaries and benefits are acceptable
A: employees feel their economic needs are not being met with their current wages and benefits; employees feel that the workplace will be more just and fair with a union

Q: The process of negotiations between the company and union representatives is called ________.
- mandatory bargaining
- progressive bargaining
- collective bargaining
A: collective bargaining

Q: The goal of a union is to:
- add new members
- to collect dues
- protect job skills
A: add new members; to collect dues

Q: Union membership has been on the decline in the U.S. The reasons are varied, but some include:
- jobs being moved overseas
- unions' hardline tactics
- companies wanting a union-free workplace
A: jobs being moved overseas; unions' hardline tactics; companies wanting a union-free workplace

Q: The largest federation of unions in the United States, which is composed of 56 national and international unions, is the ________.
- Change to Win Federation (CTW)
- Major League Baseball Players Association (MLBPA)
- American Federation of Labor-Congress of Industrial Organizations (AFL-CIO)
A: American Federation of Labor-Congress of Industrial Organizations (AFL-CIO)

Q: Legislation has been created over time to support both labor unions and the companies who have labor unions. The ________ applies to airlines and railroads and stipulates that employees may not strike until they have gone through an extensive dispute resolution process.
- Wagner Act
- Landrum Griffin Act
- Railway Labor Act
A: Railway Labor Act

Q: Legislation has been created over time to support both labor unions and the companies who have labor unions. The ________ made yellow-dog contracts illegal and barred courts from issuing injunctions.
- Landrum Griffin Act
- Railway Labor Act
- Norris-LaGuardia Act
A: Norris-LaGuardia Act

Q: The Wagner Act (also known as the National Labor Relations Act) was created to:
- protect companies from unfair labor practices by unions
- combat corruption in labor unions
- protect employees from retaliation should they join a union
A: protect employees from retaliation should they join a union

Q: The Taft-Hartley Act was created:
- to protect employees from retaliation should they join a union
- to combat corruption in labor unions
- to protect companies from unfair labor practices by unions
A: to protect companies from unfair labor practices by unions

Q: The governing body for labor unions that handles disputes between companies and facilitates the process of new labor unions in the developing stages is the ________:
- AFL-CIO
- National Workers Union Board
- National Labor Relations Board
A: National Labor Relations Board

Q: In right-to-work states a(n) ________ is illegal and an ________ may be illegal.
- closed shop : open shop
- agency shop : open shop
- union shop : agency shop
A: union shop : agency shop

Q: The categories included in collective bargaining are:
- mandatory issues, like pay or benefits
- permissive bargaining items, like drug testing
- collection issues, like union fees
A: mandatory issues, like pay or benefits; permissive bargaining items, like drug testing

Q: An automaker’s management and union representatives sat down at the negotiating table to come to an agreement regarding numerous issues. At the start of the negotiations, one of the union representatives demanded that the company no longer hire individuals over 45 years of age. This is considered an:
- mandatory issue
- permissive bargaining items
- illegal issue and can not be discussed
A: illegal issue and can not be discussed

Q: In the United States, the________ is the right of an employer to fire an employee or an employee to leave an organization at any time, without any specific cause. This principle gives both the employee and employer freedom to terminate the relationship at any time.
- mandatory employment principle (MEP)
- right-to-work provision (RTW)
- employment-at-will principle (EAW)
A: employment-at-will principle (EAW)

Q: An employer may not fire an employee if it would violate the individual state’s doctrine or statute. This is an example of ________ which is an exception to the employment-at-will principle.
- good faith and fair dealing exception
- implied contract exception
- public policy exception
A: public policy exception

Q: One of a shoe company’s top sales associates has closed a deal that will pay him a $50,000 commission. Before he is paid he receives a negative performance review. He is upset by the review and when he confronts the HR manager he is fired. The sales associate contends that he was discharged so the company would not have to pay the commission. This is an example of one of the exceptions to EAW called:
- public policy exception
- implied contract exception
- good faith and fair dealing exception
A: good faith and fair dealing exception

Q: During the 1960s, the architects of the Vietnam War were publicly declaring the war was almost over. Privately, however, they were documenting a different story. In 1969, military analyst Daniel Ellsberg started photocopying Department of Defense documents that demonstrated willful deception on the part of four White House administrations. Known as the Pentagon Papers when they became public, one of the highlights was information on the bombing of Cambodia. Ellsberg leaked the files to the New York Times in 1971, and charges brought against him under the Espionage Act of 1917 were soon dismissed. According to today’s laws surrounding ________, if Ellsberg was a federal employee, he would be protected from being fired for his acts.
- retaliatory discharges
- constructive discharges
- whistleblowing
A: whistleblowing

Q: The Worker Adjustment and Retraining Notification Act (WARN) requires organizations with more than one hundred employees to give employees and their communities at least sixty days’ notice of closure or layoff affecting fifty or more full-time employees. It does not apply:
- to workers who have been with the organization for less than six months
- when there are unforeseeable business circumstances
- when the economy is booming
A: to workers who have been with the organization for less than six months; when there are unforeseeable business circumstances

Q: An architectural firm fired an architect after she was injured in a fall and filed a workers’ compensation claim. This is an example of a ________ and is illegal.
- effective firing practice
- regular layoff
- retaliatory discharge
A: retaliatory discharge

Q: Many companies require employees to submit to drug testing, which can raise privacy issues. This is necessary in some companies because:
- many industries require safe working conditions
- some federal contractors and all federal grantees agree they will provide a drug-free workplace as a condition of obtaining a contract
- it violates some workers’ religions beliefs
A: many industries require safe working conditions; some federal contractors and all federal grantees agree they will provide a drug-free workplace as a condition of obtaining a contract

Q: The Equal Employment Opportunity Commission (EEOC) is a federal agency charged with:
- the task of enforcing federal employment discrimination laws
- investigating claims, making findings, and trying to settle charges
- providing a place where employees can file complaints should they feel discriminated against
A: the task of enforcing federal employment discrimination laws; investigating claims, making findings, and trying to settle charges; providing a place where employees can file complaints should they feel discriminated against

Q: An ice cream manufacturer is hiring employees to test their products. As a part of the application process, applicants are asked for a family medical history to see if diabetes runs is the applicant’s family. This is an example of a violation of a recent EEOC law regarding ________.
- national origin
- religion
- genetic information
A: genetic information

Q: An employee of a sports franchise is a Seventh Day Adventist. Seventh Day Adventists hold their worship services on Saturday. He has requested Saturdays off, but his requests have been denied. Because the company will not accommodate him, he is filing a complaint with the EEOC based on ________ discrimination.
- racial
- national origin
- religious
A: religious

Q: An employee of a sports franchise is a Seventh Day Adventist. Seventh Day Adventists hold their worship services on Saturdays. He has requested Saturdays off, but his requests have been denied. Because the company will not accommodate him, he is filing a complaint with the EEOC. The sports franchise has discovered he is filing a complaint and fires him. In addition to his complaint alleging religious discrimination, he is now eligible to also file a(n) ________ complaint.
- ageism
- national origin
- retaliation
A: retaliation

Q: The Family and Medical Leave Act (FMLA) requires organizations to:
- give twelve weeks of unpaid leave in the event of an adoption or birth
- give twelve weeks of unpaid leave in the event of an employee with a serious health condition needing a medical leave
- give twelve weeks of unpaid leave if an employee needs to provide care to sick family members
A: give twelve weeks of unpaid leave in the event of an adoption or birth; give twelve weeks of unpaid leave in the event of an employee with a serious health condition needing a medical leave; give twelve weeks of unpaid leave if an employee needs to provide care to sick family members

Q: Han Cho has served in the US Army Reserves for two years. He is currently on active duty, stationed outside of the U.S. and is getting ready to come home. Under the ________ , his employer is required to reemploy Han in his civilian job
- Military Services Reemployment Act (MSRA)
- Armed Forces Employment Act (AFEA)
- Uniformed Services Employment and Reemployment Rights Act (USERR)
A: Uniformed Services Employment and Reemployment Rights Act (USERR)