Legal Bus Ch20

Front 1

The employment-at-will doctrine is little used today.

Back 1

false

Front 2

The employment-at-will doctrine applies to employment rela¬tionships.

Back 2

true

Front 3

Firing a worker who refuses to perform an illegal act violates pub¬lic policy

Back 3

true

Front 4

There are no exceptions to the employment-at-will doctrine

Back 4

false

Front 5

A public policy exception protects employers who retaliate against their employees for “blowing the whistle” from liability for wrongful discharge.

Back 5

false

Front 6

An oral promise that an employer makes to employees regarding discharge policy may be considered part of an implied contract.

Back 6

true

Front 7

Children over fourteen years of age can work in hazardous occupations

Back 7

false

Front 8

The “whistleblower” doctrine protects employers from workers’ disclosure of the employer’s wrongdoing.

Back 8

false

Front 9

Under federal law, the term wages includes only a set amount of pay ex-pressed in dollars.

Back 9

false

Front 10

Children under fourteen years of age cannot work in hazardous occupations.

Back 10

true

Front 11

Under federal law, an employer does not have to pay an outside salesper¬son overtime pay.

Back 11

true

Front 12

Federal wage-hour laws cover all employers engaged in interstate commerce.

Back 12

true

Front 13

State law regulates overtime pay.

Back 13

false

Front 14

An employer must pay an administrative employee overtime pay.

Back 14

false

Front 15

Only the states have the power to en¬force safety and health standards

Back 15

false

Front 16

Employers may waive the overtime requirements of the Fair Labor Standards Act.

Back 16

false

Front 17

Employer who willfully violates safety regulations can be prosecuted under state criminal laws.

Back 17

true

Front 18

All employees are entitled to overtime pay.

Back 18

true

Front 19

Once an employee receives workers’ compensation, he or she can main¬tain a suit against the employer for negligence

Back 19

false

Front 20

Employers have a general duty to keep workplaces safe

Back 20

true

Front 21

In most states, employers who show an ability to pay claims do not need to buy workers’ compensa¬tion insurance.

Back 21

true

Front 22

Only the states set safety standards governing workplaces.

Back 22

false

Front 23

Employee contributions to pension plans vest immediately

Back 23

true

Front 24

To recover workers’ compensation, an employee must prove that an injury was the fault of the employer.

Back 24

false

Front 25

Most employees can continue the group health benefits provided by their employers for a limited period of time after the loss of employment.

Back 25

true

Front 26

Nonemployees may recover benefits under workers’ compensation laws

Back 26

false

Front 27

An employee whose hours are reduced below the number required for eligibility for coverage under his or her employer’s health plan loses the right to continue the coverage.

Back 27

false

Front 28

The basis for contributions to help pay for an employee’s loss of income on retirement is the employee’s annual wage base.

Back 28

true

Front 29

All unemployed workers are eligible for unemployment compensation

Back 29

false

Front 30

Employers are required to establish retirement plans for their employees.

Back 30

false

Front 31

Under federal law, only key employees who take temporary family or medical leave are entitled to job reinstatement

Back 31

false

Front 32

Employers who provide pension plans for retired workers must comply with certain standards in managing the plans.

Back 32

true

Front 33

Supervisors may be subject to personal liability for violations of the Family and Medical Leave Act of 1993.

Back 33

true

Front 34

An employee can continue the health benefits provided by his or her employer for a period of time only on an involuntary loss of employment

Back 34

false

Front 35

Generally, an employer’s monitoring of electronic commu¬nications in the workplace does not violate employees’ privacy rights.

Back 35

true

Front 36

Certain employers must provide their employees with up to twelve weeks of family or medical leave during any twelve-month period

Back 36

true

Front 37

An employer can require an employee to take a lie-detector test when in-vestigating losses attributable to theft.

Back 37

true

Front 38

No employee has a reasonable expectation of privacy in the workplace.

Back 38

false

Front 39

Only state law governs drug tests of private-sector employees.

Back 39

true

Front 40

Some state laws restrict AIDS testing

Back 40

true

Front 41

Nita works as an employee for Optimal Sales Corporation. To protect Nita and other employees from arbitrary discharge, courts have created excep-tions to the employment-at-will doctrine based on

Back 41

a public policy theory

Front 42

Thalia is an employee of Universal Insurance Company. Universal’s employee manual states that workers will be dismissed only for good cause. With respect to the employment-at-will doctrine, this is

Back 42

an exception based on contract theory.

Front 43

Myron is an employee of Nero. Either party can terminate the employ¬ment relationship at any time for any reason without liability. With re¬spect to the employment-at-will doctrine, this is

Back 43

an example of the doctrine

Front 44

Fresh Food Packaging Company employs workers, including Gregor, at six locations in two states. Fresh Food’s discharge of Gregor outside the terms of an employment contract may result in

Back 44

Fresh Food’s liability for damages

Front 45

Lena offers Miguel a job, representing falsely that it will be long term. In reliance, Miguel takes the job but is laid off shortly thereafter and suc-cessfully sues Lena for fraud. With respect to the employment-at-will doctrine, this is

Back 45

an exception based on tort theory

Front 46

Lyra is an employee of Micro Brewing Company. Micro fires Lyra on the basis of her gender, which violates a clear expression in a statute that does not cover Micro only because Micro has too few employees. Lyra successfully sues Micro for wrongful discharge on this basis, however. With respect to the employment-at-will doctrine, this is

Back 46

an exception based on public policy.

Front 47

Flem is an employee of Glo Goods, Inc. Flem reports to state officials that Glo is illegally shipping unsafe goods to unsuspecting customers. When Glo learns of Flem’s report, Glo fires him. He successfully sues Glo for wrongful discharge. With respect to the employment-at-will doctrine, this is

Back 47

an exception based on public policy

Front 48

Frida is an employee of Green Recycled Products Company. A state statute protects Frida from Green‘s retaliation if Frida reports to state officials, or others, that Green is involved in unsafe or illegal activity. With respect to the employment-at-will doctrine, this is

Back 48

an exception based on public policy.

Front 49

Uri is an employee of Verity Security Services. For Uri to obtain the benefits of federal wage-hour requirements, Verity must be engaged in

Back 49

interstate commerce.

Front 50

Bunky is seventeen years old. Under the Fair Labor Standards Act, Bunky cannot work

Back 50

in a hazardous occupation

Front 51

Emma, Frick, Glenda, and Huey are employees of different-sized employ¬ers in different industries. A minimum wage must be paid to employees in

Back 51

covered industries only.

Front 52

Cash is an employee of Drowsy Resort, Inc., covered by federal overtime provisions, which apply only after an employee has worked more than

Back 52

forty hours in a week

Front 53

Rich works as a forklift operator for Storage Warehouse Company. Assuming that Rich meets other requirements, the maximum number of hours that he can work per week without over¬time pay is

Back 53

forty

Front 54

Super Sales Corporation provides Tyrone and other salespersons with meals and lodging when they are on the road. Under federal law, the term wages may include, besides pay, the reasonable cost to Standard of fur¬nishing Tyrone with

Back 54

lodging and meals

Front 55

To fulfill a temporary contract, City Tours Company needs some employ¬ees to work overtime. All of the following employees may work more than forty hours per week except

Back 55

Dolly, who is under sixteen and on springbreak.

Front 56

Ilsa works as a clerk for Java Café at minimum wage. The minimum-wage rate is revised

Back 56

periodically by Congress.

Front 57

Chewy works for Deep Excavation Corporation (DEC). While operating a backhoe, Chewy suffers an injury. He will be compen¬sated under state workers’ compensation laws only if

Back 57

his injury was accidental and occurred on the job or in the course of employment.

Front 58

Eduardo is an employee of Free-Flo Plumbing Corporation. With respect to the workplace, under federal health and safety statutes, Free-Flo has

Back 58

a general duty to keep it safe and to meet specific standards.

Front 59

Heavy Hydraulics Corporation has a staff of ten, which will increase to fifty if it obtains a certain contract. Employers are required to keep oc¬cu¬pational injury and illness records for each employee if the employers have

Back 59

eleven or more employees.

Front 60

Hoppy, who works as an employee for Imperial Power Corporation, suf¬fers an injury in an accident. Hoppy will be compen¬sated under state work¬ers’ compensation laws

Back 60

only if the injury occurred on the job.

Front 61

Over a forty-year period, Ewa worked in a variety of jobs. She was also occasionally unemployed, briefly hospitalized, and suffered a temporary disability. She retired last year. The key law on all of these sub¬jects is

Back 61

the Social Security Act.

Front 62

Cy, an employee of Dockyard Shipping Corporation, is in¬jured on the job and accepts workers’ compensation. Cy can success¬fully sue Dockyard

Back 62

only if the injury was caused by Dockyard intentionally

Front 63

Lila retires from her job as a systems analyst for Marketing Solutions, Inc. Lila’s Social Security benefits are fixed by statute and will

Back 63

automatically increase with the cost of living

Front 64

Jay works as an employee for Kitchen Appliances, Inc. (KAI), which is subject to the Occupational Safety and Health Act. Jay is killed in a work-related accident. To avoid a fine, KAI must notify

Back 64

the U.S. Department of Labor.

Front 65

Alex is an employee of Bigg Corporation. To help pay for employees’ loss of income on retirement, contributions are required by law to be paid by

Back 65

Alex and Bigg.

Front 66

Staffing Solutions Corporation is subject to the Social Security Act, which

Back 66

provides retirement, survivors, and disability insurance

Front 67

Huck works as a surveyor for Intrastate Maps, Inc. The Federal Un-employment Tax Act created

Back 67

a system that provides unemployment compensation to Huck, if he qualifies.

Front 68

Leah is an employee of Mega Corporation. To help pay for Leah’s medical costs on retirement, contributions are required by law to be paid by

Back 68

Leah and Mega.

Front 69

Machine Operations, Inc. (MO), employs four hundred workers at three locations in three states. Workers who do not have a right to continue group health benefits provided by MO for a limited time after the loss of their jobs include those who

Back 69

are fired for gross misconduct.

Front 70

Pam is an administrative employee of Quality Assurance Company. Social Security contributions to help pay for Pam’s loss of income on re¬tirement are made by

Back 70

Pam and Quality Assurance

Front 71

Holly takes temporary leave from her job at Interstate Trucking Company to care for her new baby. When she attempts to return to work, Interstate refuses to reinstate her. Under the Family and Medical Leave Act, Holly may be entitled to

Back 71

double damages, job reinstatement, a promotion, and more

Front 72

Luke is a maintenance employee for Natural Products Company. Under the Employee Retirement Income Security Act, Luke’s contributions to his pension plan vest

Back 72

immediately.

Front 73

First National Bank may subject its employees to lie-detector tests when investigating

Back 73

losses attributable to theft

Front 74

Mia is an employee of Numbers Crunch, Inc. (NCI). Orin, who is unemployed, collects unemployment compensa¬tion. This is provided by a tax on

Back 74

NCI only.

Front 75

Tedium Accounting Corporation, a private employer, handles bookkeeping for small employers. In most circumstances, with excep¬tions, federal law clearly pro¬hibits Tedium from subjecting its employees to

Back 75

lie-detector tests.

Front 76

Consolidated Waste, Inc., lays off fifty of its five hundred workers, including Don. Consolidated can eliminate Don’s medical insurance coverage

Back 76

if Consolidated completely cancels its group benefit plan.

Front 77

Lee works as an employee for Maximum Industries, Inc., a private em¬ployer. Maximum announces that it will start random drug testing of its employees. If Lee resists this policy, he may look for protection under

Back 77

a state constitution or statute

Front 78

Cafe Dining, Inc., employs one hundred workers at three loca¬tions in two states. Under federal law, Café must pro¬vide its employees, during any twelve-month period, family or medi¬cal leave of up to

Back 78

twelve weeks.

Front 79

Petro Oil Company wants to test its workers for acquired immune defi¬ciency syndrome (AIDS). Petro may

Back 79

test its employees for AIDS.

Front 80

Network Industries, Inc., wants to monitor its employees’ electronic com-munications. To avoid liability under laws related to employee monitor¬ing, Network should discuss the monitoring with

Back 80

the employees