Employment Law Quiz
Questions: 16 · 10 minutes
1. An eligible employee leaves a civilian job for qualifying service in the uniformed services and later seeks timely reemployment. Which federal law most directly addresses the employee's reemployment rights?
The Fair Labor Standards Act
The Uniformed Services Employment and Reemployment Rights Act
The Worker Adjustment and Retraining Notification Act
The National Labor Relations Act
2. A manager tells an employee that a promotion depends on agreeing to a romantic or sexual request. What type of employment-law concern is most directly presented?
Quid pro quo sexual harassment
A neutral performance-management decision
An overtime-calculation dispute
A lawful workplace-fraternization rule
3. Which list contains only characteristics expressly protected by Title VII of the Civil Rights Act of 1964?
Religion, education, credit history, and family status
Age, disability, citizenship, and military status
Race, marital status, political affiliation, and income
Race, color, religion, sex, and national origin
4. Two nonsupervisory employees at a private company discuss their pay and jointly approach management about a wage concern. Which federal law most directly protects this type of concerted activity?
The Occupational Safety and Health Act
The National Labor Relations Act
The Age Discrimination in Employment Act
The Employee Retirement Income Security Act
5. A business calls a worker an independent contractor, but closely controls how, when, and where the work is performed. What is the soundest federal-law principle?
The actual economic relationship and degree of control matter more than the label alone
Receiving a tax form for contractors conclusively settles the issue
Workers may choose their legal status regardless of the working relationship
The written label always determines the worker's status
6. An employee reports suspected sex discrimination in good faith. Soon afterward, a manager removes the employee from desirable assignments because of the complaint. What federal issue is most directly raised?
A lawful change in management discretion
A dispute governed only by contract law
An automatic violation of minimum-wage law
Potential unlawful retaliation
7. A pregnant employee has a known limitation related to pregnancy and requests a temporary workplace adjustment. Under the Pregnant Workers Fairness Act, what must a covered employer generally do?
Place the employee on unpaid leave without considering alternatives
Provide only adjustments already offered to every other employee
Wait until the limitation qualifies as a permanent disability
Consider a reasonable accommodation unless it would impose an undue hardship
8. Two employees at the same establishment have different job titles but perform work requiring substantially equal skill, effort, and responsibility under similar conditions. Under the Equal Pay Act, what matters most when comparing their jobs?
Whether their job titles are identical
Whether they negotiated pay at the same time
The actual content and requirements of their work
Whether they report to different supervisors
9. An eligible employee returns on time after qualifying FMLA leave. What job-restoration protection generally applies?
The employee must receive a promotion upon returning
The employer must create a new part-time role
The employee generally must be restored to the same or an equivalent position
The employee may select any vacant position in the company
10. What is a central protection provided by the federal Family and Medical Leave Act to eligible employees of covered employers?
Unlimited paid leave for any personal reason
A permanent reduction in scheduled hours upon request
Job-protected, generally unpaid leave for specified family and medical reasons
Paid vacation leave after six months of employment
11. Before making a conditional job offer, an employer asks an applicant to undergo a medical examination to determine whether the applicant has a disability. What is the general ADA rule?
They are permitted whenever every applicant pays for the examination
Pre-offer medical examinations are generally prohibited
They are required for all full-time positions
They are permitted if the employer does not keep written results
12. After a worker raises a workplace-safety concern with the appropriate authorities, the employer cuts the worker's shifts specifically because of that report. What issue does this most directly suggest?
A dispute about employee-benefit vesting
A lawful response because safety reports are unprotected
A classification issue involving independent contractors
Potential retaliation prohibited by workplace-safety law
13. A qualified employee tells an employer that a disability-related limitation makes one minor job procedure difficult and requests an adjustment. What is generally the appropriate ADA response?
Require the employee to identify the exact accommodation without discussion
Consider the request and engage in an interactive process unless accommodation would cause undue hardship
Deny the request whenever the adjustment would create any cost
Transfer the employee automatically, even if another effective adjustment exists
14. Which workers are specifically protected from age discrimination by the federal Age Discrimination in Employment Act?
Individuals who are 40 years of age or older
All workers who are at least 18 years old
Only employees who have reached the federal retirement age
Only workers who have completed ten years of service
15. A covered, nonexempt employee works 44 hours in a single workweek. Assuming no special exception applies, what does the Fair Labor Standards Act generally require?
Four hours of paid vacation added to the employee's balance
Overtime only if the employee also exceeds 80 hours in two weeks
Overtime pay for the four hours worked beyond 40
No additional compensation if the employee agreed to the schedule
16. A company gives an employee a managerial title and pays a salary, then assumes the employee cannot receive overtime. What else generally must be examined under federal wage law?
Whether applicable pay and job-duty requirements for an exemption are met
Whether coworkers consider the role prestigious
Whether the employee prefers salary to hourly pay
Whether the employee has worked for the company for at least one year