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web.groovymark@gmail.com
- December 3, 2024
Question 21
What is the primary purpose of the Consolidated Omnibus Budget Reconciliation Act (COBRA)?
a) To protect employees from age discrimination
b) To allow employees to continue health insurance coverage after job loss
c) To ensure safe working conditions for employees
d) To provide retirement benefits for older employees
Correct Answer: b) To allow employees to continue health insurance coverage after job loss
Explanation: COBRA allows employees and their families to continue employer-sponsored health insurance for a limited time after a job loss or other qualifying events, usually at their own expense.
Question 22
Which of the following is a violation of the Age Discrimination in Employment Act (ADEA)?
a) Offering a retirement incentive package to all employees
b) Refusing to promote an employee solely because they are over 50 years old
c) Requiring a medical exam for an employee returning from sick leave
d) Offering performance-based bonuses to all employees
Correct Answer: b) Refusing to promote an employee solely because they are over 50 years old
Explanation: The ADEA prohibits discrimination against employees over the age of 40, including refusing promotions based solely on age.
Question 23
Which of the following is considered a legal defense to a claim of disparate impact under Title VII?
a) Bona fide occupational qualification (BFOQ)
b) Business necessity
c) Good faith exception
d) Retaliatory discharge
Correct Answer: b) Business necessity
Explanation: Business necessity is a legal defense to a disparate impact claim, where the employer can show that the challenged employment practice is related to job performance and is necessary for business operations.
Question 24
Which law requires employers to make reasonable accommodations for employees’ religious practices unless it causes undue hardship?
a) Title VII of the Civil Rights Act
b) Americans with Disabilities Act (ADA)
c) Family and Medical Leave Act (FMLA)
d) Equal Pay Act (EPA)
Correct Answer: a) Title VII of the Civil Rights Act
Explanation: Under Title VII, employers must make reasonable accommodations for employees' religious beliefs and practices unless doing so would cause undue hardship to the business
Question 25
Which of the following could result in a claim of constructive discharge?
a) An employee resigns due to poor performance reviews
b) An employee is terminated for violating company policy
c) An employee quits after being subjected to intolerable working conditions
d) An employee retires after reaching retirement age
Correct Answer: c) An employee quits after being subjected to intolerable working conditions
Explanation: Constructive discharge occurs when an employee resigns because the employer creates intolerable working conditions that any reasonable person would find unbearable.
Question 26
Which of the following actions would violate the Americans with Disabilities Act (ADA)?
a) Refusing to hire a qualified applicant because they have a disability
b) Offering reasonable accommodations to an employee with a disability
c) Providing leave to an employee with a medical condition
d) Requiring documentation for an accommodation request
Correct Answer: a) Refusing to hire a qualified applicant because they have a disability
Explanation: The ADA prohibits employers from discriminating against qualified individuals with disabilities and requires that they be given equal opportunities in employment.
Question 27
Which of the following is a protected class under Title VII of the Civil Rights Act?
a) Marital status
b) Sexual orientation
c) Gender identity
d) National origin
Correct Answer: d) National origin
Explanation: Title VII prohibits employment discrimination based on race, color, religion, sex, and national origin. Recent interpretations have extended protections to sexual orientation and gender identity under the "sex" category.
Question 28
Which of the following actions would violate the Pregnancy Discrimination Act (PDA)?
a) Allowing a pregnant employee to take unpaid leave
b) Requiring a pregnant employee to take time off despite their ability to work
c) Offering light-duty work to pregnant employees
d) Providing health insurance that covers pregnancy-related conditions
Correct Answer: b) Requiring a pregnant employee to take time off despite their ability to work
Explanation: Under the PDA, an employer cannot force a pregnant employee to take time off or treat them differently from other employees with temporary disabilities.
Question 29
Which of the following is an example of an illegal employment practice under the Immigration Reform and Control Act (IRCA)?
a) Requiring new employees to complete a Form I-9
b) Refusing to hire someone based on their citizenship status
c) Verifying work authorization for all new hires
d) Keeping records of employees’ work eligibility
Correct Answer: b) Refusing to hire someone based on their citizenship status
Explanation: The IRCA prohibits discrimination based on citizenship status or national origin and requires employers to verify work eligibility for all new hires.
Question 30
Which of the following would be a violation of the Equal Pay Act (EPA)?
a) Paying men and women different wages for the same work, based on experience
b) Offering merit-based raises
c) Paying a male employee more than a female employee for performing substantially similar work
d) Providing bonuses for employees who meet specific goals
Correct Answer: c) Paying a male employee more than a female employee for performing substantially similar work
Explanation: The Equal Pay Act requires that men and women receive equal pay for performing substantially similar work under similar conditions.
Question 31
What is a key provision of the Fair Labor Standards Act (FLSA)?
a) Requiring employers to offer paid vacation to employees
b) Mandating overtime pay for non-exempt employees working over 40 hours per week
c) Providing job-protected leave for family or medical reasons
d) Offering health insurance to all employees
Correct Answer: b) Mandating overtime pay for non-exempt employees working over 40 hours per week
Explanation: The FLSA establishes minimum wage, overtime pay, and other labor standards, including requiring overtime pay for non-exempt employees who work more than 40 hours in a workweek.
Question 32
Which of the following actions could lead to a claim of retaliatory discharge?
a) Terminating an employee for poor performance
b) Firing an employee after they report workplace discrimination
c) Laying off employees due to business restructuring
d) Requiring employees to work overtime
Correct Answer: b) Firing an employee after they report workplace discrimination
Explanation: Retaliatory discharge occurs when an employee is terminated for engaging in protected activities, such as reporting discrimination or participating in a workplace investigation.
Question 33
Which law requires employers to verify that all new hires are authorized to work in the U.S.?
a) Americans with Disabilities Act (ADA)
b) Occupational Safety and Health Act (OSHA)
c) Immigration Reform and Control Act (IRCA)
d) Family and Medical Leave Act (FMLA)
Correct Answer: c) Immigration Reform and Control Act (IRCA)
Explanation: The IRCA requires employers to verify the work authorization of all new employees by completing Form I-9 and checking appropriate documents.
Question 34
Which law prohibits employers from discriminating against individuals based on their genetic information?
a) Americans with Disabilities Act (ADA)
b) Genetic Information Nondiscrimination Act (GINA)
c) Family and Medical Leave Act (FMLA)
d) Fair Labor Standards Act (FLSA)
Correct Answer: b) Genetic Information Nondiscrimination Act (GINA)
Explanation: GINA prohibits employers from using genetic information (including family medical history) to make employment decisions such as hiring, firing, or promotions.
Question 35
Which of the following would violate the Age Discrimination in Employment Act (ADEA)?
a) Offering early retirement incentives to employees over 55
b) Requiring mandatory retirement for employees over the age of 60
c) Offering promotions based on performance
d) Providing health benefits to employees over the age of 40
Correct Answer: b) Requiring mandatory retirement for employees over the age of 60
Explanation: The ADEA prohibits mandatory retirement based on age for most employees, with some exceptions for certain high-level executives or safety-sensitive occupations.
Question 36
Which of the following is an example of retaliation prohibited under Title VII of the Civil Rights Act?
a) Offering a raise to an employee based on merit
b) Terminating an employee after they report sexual harassment
c) Promoting an employee who exceeds performance expectations
d) Requiring employees to follow company policy
Correct Answer: b) Terminating an employee after they report sexual harassment
Explanation: Retaliation occurs when an employer takes adverse action, such as termination, against an employee for engaging in protected activities, such as reporting harassment or discrimination.
Question 37
Which of the following is a legal defense against a claim of disparate impact discrimination?
a) Bona fide occupational qualification (BFOQ)
b) Business necessity
c) Good faith exception
d) Retaliatory discharge
Correct Answer: b) Business necessity
Explanation: Business necessity is a defense to a disparate impact claim when an employer can demonstrate that a challenged employment practice is job-related and essential to the business.
Question 38
What is the primary purpose of the Family and Medical Leave Act (FMLA)?
a) To allow employees to take paid time off for personal reasons
b) To provide job-protected unpaid leave for family or medical reasons
c) To ensure employees receive paid sick leave
d) To guarantee vacation time for all employees
Correct Answer: b) To provide job-protected unpaid leave for family or medical reasons
Explanation: The FMLA allows eligible employees to take up to 12 weeks of unpaid, job-protected leave for family or medical reasons, such as the birth of a child or a serious health condition.
Question 39
Which of the following actions would violate the Americans with Disabilities Act (ADA)?
a) Offering reasonable accommodations to a disabled employee
b) Refusing to hire a qualified applicant because of their disability
c) Providing flexible work hours for an employee with a medical condition
d) Requiring documentation for a reasonable accommodation request
Correct Answer: b) Refusing to hire a qualified applicant because of their disability
Explanation: The ADA prohibits employers from discriminating against qualified individuals with disabilities and requires them to provide reasonable accommodations unless it causes undue hardship.
Question 40
Which of the following is an example of a hostile work environment under Title VII?
a) A coworker regularly makes offensive jokes about an employee’s national origin
b) An employee receives constructive feedback during a performance review
c) An employer implements a new attendance policy
d) An employee is required to meet strict performance deadlines
Correct Answer: a) A coworker regularly makes offensive jokes about an employee's national origin
Explanation: A hostile work environment exists when discriminatory conduct, such as offensive jokes or comments, is severe or pervasive enough to interfere with an employee’s ability to work.
