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80 Cards in this Set
- Front
- Back
The employment-at-will doctrine is little used today.
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false
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The employment-at-will doctrine applies to employment rela¬tionships.
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true
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Firing a worker who refuses to perform an illegal act violates pub¬lic policy
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true
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There are no exceptions to the employment-at-will doctrine
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false
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A public policy exception protects employers who retaliate against their employees for “blowing the whistle” from liability for wrongful discharge.
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false
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An oral promise that an employer makes to employees regarding discharge policy may be considered part of an implied contract.
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true
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Children over fourteen years of age can work in hazardous occupations
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false
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The “whistleblower” doctrine protects employers from workers’ disclosure of the employer’s wrongdoing.
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false
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Under federal law, the term wages includes only a set amount of pay ex-pressed in dollars.
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false
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Children under fourteen years of age cannot work in hazardous occupations.
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true
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Under federal law, an employer does not have to pay an outside salesper¬son overtime pay.
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true
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Federal wage-hour laws cover all employers engaged in interstate commerce.
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true
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State law regulates overtime pay.
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false
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An employer must pay an administrative employee overtime pay.
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false
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Only the states have the power to en¬force safety and health standards
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false
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Employers may waive the overtime requirements of the Fair Labor Standards Act.
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false
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Employer who willfully violates safety regulations can be prosecuted under state criminal laws.
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true
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All employees are entitled to overtime pay.
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true
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Once an employee receives workers’ compensation, he or she can main¬tain a suit against the employer for negligence
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false
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Employers have a general duty to keep workplaces safe
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true
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In most states, employers who show an ability to pay claims do not need to buy workers’ compensa¬tion insurance.
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true
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Only the states set safety standards governing workplaces.
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false
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Employee contributions to pension plans vest immediately
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true
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To recover workers’ compensation, an employee must prove that an injury was the fault of the employer.
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false
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Most employees can continue the group health benefits provided by their employers for a limited period of time after the loss of employment.
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true
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Nonemployees may recover benefits under workers’ compensation laws
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false
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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.
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false
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The basis for contributions to help pay for an employee’s loss of income on retirement is the employee’s annual wage base.
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true
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All unemployed workers are eligible for unemployment compensation
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false
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Employers are required to establish retirement plans for their employees.
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false
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Under federal law, only key employees who take temporary family or medical leave are entitled to job reinstatement
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false
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Employers who provide pension plans for retired workers must comply with certain standards in managing the plans.
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true
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Supervisors may be subject to personal liability for violations of the Family and Medical Leave Act of 1993.
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true
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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
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false
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Generally, an employer’s monitoring of electronic commu¬nications in the workplace does not violate employees’ privacy rights.
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true
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Certain employers must provide their employees with up to twelve weeks of family or medical leave during any twelve-month period
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true
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An employer can require an employee to take a lie-detector test when in-vestigating losses attributable to theft.
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true
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No employee has a reasonable expectation of privacy in the workplace.
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false
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Only state law governs drug tests of private-sector employees.
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true
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Some state laws restrict AIDS testing
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true
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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
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a public policy theory
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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
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an exception based on contract theory.
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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
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an example of the doctrine
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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
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Fresh Food’s liability for damages
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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
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an exception based on tort theory
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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
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an exception based on public policy.
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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
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an exception based on public policy
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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
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an exception based on public policy.
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Uri is an employee of Verity Security Services. For Uri to obtain the benefits of federal wage-hour requirements, Verity must be engaged in
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interstate commerce.
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Bunky is seventeen years old. Under the Fair Labor Standards Act, Bunky cannot work
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in a hazardous occupation
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Emma, Frick, Glenda, and Huey are employees of different-sized employ¬ers in different industries. A minimum wage must be paid to employees in
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covered industries only.
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Cash is an employee of Drowsy Resort, Inc., covered by federal overtime provisions, which apply only after an employee has worked more than
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forty hours in a week
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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
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forty
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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
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lodging and meals
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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
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Dolly, who is under sixteen and on springbreak.
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Ilsa works as a clerk for Java Café at minimum wage. The minimum-wage rate is revised
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periodically by Congress.
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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
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his injury was accidental and occurred on the job or in the course of employment.
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Eduardo is an employee of Free-Flo Plumbing Corporation. With respect to the workplace, under federal health and safety statutes, Free-Flo has
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a general duty to keep it safe and to meet specific standards.
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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
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eleven or more employees.
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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
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only if the injury occurred on the job.
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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
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the Social Security Act.
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Cy, an employee of Dockyard Shipping Corporation, is in¬jured on the job and accepts workers’ compensation. Cy can success¬fully sue Dockyard
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only if the injury was caused by Dockyard intentionally
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Lila retires from her job as a systems analyst for Marketing Solutions, Inc. Lila’s Social Security benefits are fixed by statute and will
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automatically increase with the cost of living
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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
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the U.S. Department of Labor.
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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
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Alex and Bigg.
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Staffing Solutions Corporation is subject to the Social Security Act, which
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provides retirement, survivors, and disability insurance
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Huck works as a surveyor for Intrastate Maps, Inc. The Federal Un-employment Tax Act created
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a system that provides unemployment compensation to Huck, if he qualifies.
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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
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Leah and Mega.
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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
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are fired for gross misconduct.
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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
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Pam and Quality Assurance
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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
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double damages, job reinstatement, a promotion, and more
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Luke is a maintenance employee for Natural Products Company. Under the Employee Retirement Income Security Act, Luke’s contributions to his pension plan vest
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immediately.
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First National Bank may subject its employees to lie-detector tests when investigating
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losses attributable to theft
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Mia is an employee of Numbers Crunch, Inc. (NCI). Orin, who is unemployed, collects unemployment compensa¬tion. This is provided by a tax on
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NCI only.
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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
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lie-detector tests.
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Consolidated Waste, Inc., lays off fifty of its five hundred workers, including Don. Consolidated can eliminate Don’s medical insurance coverage
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if Consolidated completely cancels its group benefit plan.
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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
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a state constitution or statute
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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
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twelve weeks.
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Petro Oil Company wants to test its workers for acquired immune defi¬ciency syndrome (AIDS). Petro may
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test its employees for AIDS.
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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
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the employees
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