Orange Coast College

Quiz Ten Bus 110 Business Law

S. Hostetler Number of Questions 15

Fall 2010
Multiple Choice:

1. Myron is an employee of Nero. Either party can terminate the employment

relationship at any time for any reason without liability. With respect to the
employment-at-will doctrine, this is

a. an example of the doctrine.

b. an exception based on contract theory.
c. an exception based on public policy.
d. an exception based on tort theory
.
2. 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

a. an example of the doctrine.

b. an exception based on contract theory.
c. an exception based on public policy.
d. an exception based on tort theory.

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

a. business activity.
b. employment at will.
c. international commerce.
d. interstate commerce.

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

a. during school hours.

b. in a hazardous occupation.
c. more than eighteen hours per week.
d. without a special permit.

5. Hoppy, who works as an employee for Imperial Power Corporation, suffers an injury
in an accident. Hoppy may be compensated under state workers’ compensation laws

a. only if the injury occurred during working hours.

b. only if the injury occurred off the job.
c. only if the injury occurred on the job.

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 d. whenever and wherever the injury occurred.

6. 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

a. are fired for gross misconduct.

b. are laid off for budgetary reasons.
c. have their hours decreased from full-time to part-time.
d. quit their jobs voluntarily.

7. Mineral Mining Corporation is a U.S. employer. Mineral, and other U.S. employers, must perform
I-9 verifications for new hires who work under the employer’s direct supervision

a. excluding contractors and day workers.

b. excluding contractors but including day workers.
c. excluding day workers but including contractors.
d. including contractors and day workers.

8. Employees at Energy Resource Industries, Inc., want to form into a single union. To
constitute an appropriate bargaining unit, a group of workers must have

a. a mutuality of interest.
b. at least one member of management willing to join the union.
c. a variety of job skills and qualifications.
d. geographical disparity.

9. Personnel Staffing Corporation meets all of the requirements to be subject to the

federal employment discrimination laws. The most important federal statute
prohibiting discrimination against members of protected classes is

a. the Age Discrimination in Employment Act of 1967.

b. the Americans with Disabilities Act of 1990.
c. the Pregnancy Discrimination Act of 1978.
d. Title VII of the Civil Rights Act of 1964.

10. Lee is seventy years old and Mira is gay. Based on this information, members of
protected classes include

a. Lee and Mira.

b. Lee only.
c. Mira only.
d. neither Lee nor Mira.

11. Olly applies for a job with Petro Company. Petro does not hire Olly because of his
ethnicity, or national origin. This is

a. desperate-measure discrimination.
b. disparate-impact discrimination.
c. disparate-treatment discrimination.
d. not discrimination.

12. Hu believes that he is a victim of a form of employment discrimination that falls

under Title VII of the Civil Rights Act. Compliance with this statute is monitored by

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a. employees and job applicants, not an administrative agency.
b. employers and businesses, not an administrative agency.
c. the courts and Congress, not an administrative agency.
d. the Equal Employment Opportunity Commission.

13. Greta is the only female employee in the maintenance department of Hydraulics Inc.
Greta’s supervisor and co-workers tease and play tricks on her so relentlessly that
she feels compelled to quit. This is

a. a constructive discharge on the basis of gender discrimination.

b. a harassing discharge on the basis of treatment discrimination.
c. a voluntary discharge on the basis of impact discrimination.
d. not a discharge or discrimination.

14. Marie, an employee of Nickel Tool Company, files a sexual-harassment suit against
Owen, her supervisor. Marie wins. Nickel may also be liable if it had effective
harassment policies and complaint procedures, and

a. Marie failed to follow them.

b. Marie followed them.
c. Owen failed to follow them.
d. Owen followed them.

15. Machine Corporation requires its employees to have a high school diploma because
it can demonstrate that there is a definite connection between a high school education
and job performance. In a suit against Machine Corporation under Title VII, this
requirement is shown to have a discriminatory effect. The employer has

a. an affirmative action defense.

b. a bona fide occupational qualification defense.
c. a business necessity defense.
d. no defense.