Reference no: EM132283155

1. Under the child labor provisions of the FLSA:

a. work hours are restricted for minors 16 and under.

b. hours of work are restricted for minors under 16 and it lists hazardous occupations too dangerous for minors to perform.

c. hours of work are not restricted during the summer but minors may not work in a hazardous occupation that is too dangerous as listed in the FLSA laws.

d. hours of work are restricted for minors under 18 and it lists hazardous occupations too dangerous for minors to perform.

2. John has reports directly to Susie. For the past year John has been working hard to earn a promotion. At the company picnic Susie told john he had one more thing to do before he would earn his promotion – have sex with her. John feels he is a victim of sexual harassment. True or false?

a. True – this is an example of quid pro quo harassment.

b. True – this is an example of a hostile work environment.

c. False – because John has not lost his job and had the chance to say “no” he is not a victim of sexual harassment.

d. False – because Susie says it was a joke taken wrong.

3. FLSA requires employers to keep records on wages and hours for each employee for:

a. two years from the date of termination.

b. five years from the date of last entry.

c. three years from the date of last entry.

d. five years from the date of termination.

4. A job candidate indicates on the application he may need a reasonable accommodation because of a disability. The employer should:

a. tell the candidate no accommodations can be made.

b. work with the candidate and provide a reasonable accommodation

c. install an elevator.

d. move on to a new candidate because this candidate is too difficult to work with.

5. Whistleblowing is protected under:

FMLA.

FLSA.

WPA.

APW.

6. The purpose of the Occupational Safety and Health Act of 1970 is:

a. to ensure every American worker has basic medical coverage.

b. to assure so far as possible every working man and woman in the nation safe and healthful working conditions.

c. to make employers provide safety workshops.

d. to avoid creating an enforcement program because employers can police their own policies and procedures.

7. An otherwise qualified individual is:

a. someone who has all of the required skills for a job opening.

b. a minority candidate that is lacking formal education to be qualified for a job opening.

c. one who can perform the “essential functions” of the job in question.

d. an employee who is on an approved FMLA and has applied for a promotion.

8. In an employment-at-will relationship:

a. both the employer and employee are free to terminate the relationship with or without cause.

b. only the employee is free to terminate the relationship with or without cause.

c. only the employer is free to terminate the relationship with or without cause.

d. both the employer and employee are free to terminate the relationship with cause.