MGT 434 All Assignments
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www.tutorialrank.com MGT 434 Week 1 EEOC Complaint Process
MGT 434 Week 2 Assignment Ada Accommodation For Medical Marijuana
MGT 434 Week 2 Pregnancy Discrimination Act & FMLA Discrimination (word file and Video Link)
MGT 434 Week 3 Diaz v. Carcamo Legal Analysis
MGT 434 Week 4 Signature Assignment Employee Conduct, Termination and Progressive Discipline
MGT 434 Week 4 Assignment Training Workshop on Affirmative Action Presentation
MGT 434 Week 4 Assignment Training Workshop on Affirmative Action Paper
MGT 434 Week 5 Union Organizing Case Study (2 Papers)
MGT 434 Week 5 Understanding Labor Practices --------------------------------------------------------------------------------
MGT 434 Final Exam Guide
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www.tutorialrank.com 1. An employment relationship where there is no contractual obligation to remain in the relationship; either party may terminate the relationship at any time is:
a. Contractor; b. De Facto Employment;
c. At-Will Employment; d. None of the Above.
2. A test used to determine employee status which considers the right or ability to control the work: a. The Economic Factors Analysis b. The FLSA test c. The common law agency test d. The OSHA test
3. Which of the following employees are covered by Title VII of the Civil Rights Act of 1964: a. Employees of employers not engaged in interstate commerce b. Non-US citizens employed outside the United States c. Employees of employers who have 15 or more employees d. Employees of religious institutions.
4. Different types of laws include: a. Statutory Laws;
b. Common Law; c. Administrative Law; d. All of the Above.
5. If an employee is given no reasonable alternative but to terminate the employment relationship, it’s referred to as a:
a. De Facto Discharge; b. Constructive Discharge; c. Voluntary Termination; d. None of the above.
6. The Civil Rights Act of 1991 added _________ to Title VII of the Civil Rights Act of 1964: a. Judicial Review x correct answer is d (Chap. 3, p. 106) b. EEOC c. Antiretaliation provisions d. Jury trials
7. __________discrimination is not protected under Title VII: a. Race b. Religion c. Age d. Gender
8. If a case is filed with the Equal Opportunity Employment Commission (EEOC), the parties may be involved in a:
a. Mediation; b. Conciliation; c. Investigation; d. All of the above.
9. The imposition of liability on one party for the wrongs of another: a. Vicarious Liability; b. Ratification;
c. Implied Covenant of Good Faith and Fair Dealing; x correct answer is a (Chap. 1, p. 9) d. None of the above.
10. Which of the following is a judicial requirement for an affirmative action plan?
a. It is inflexible and immediate in its approach. b. It is used to address a conspicuous imbalance in traditionally segregated job categories c. It is a permanent plan. d. It is used to maintain status quo
11. Under the Privacy Act of 1974 a. An employee can seek both civil and criminal remedies for violations of the act by private sector employers b. An employee can seek both civil and criminal remedies for violation of the act by private sector employers and government sector employer c. An employee can seek both civil and criminal remedies for violations of the act by government sector employers
d. An employee is barred from criminal remedies unless he can demonstrate interference with the orderly functioning of the government
12. One way to prove a Title VII case of discrimination is: a. To show an employment practice while neutral on its face has a disparate impact on a protected class; b. To show an employment practice is negligent; c. To show an employment practice is illegal; d. None of the above
13. Title VII of the Civil Rights Act of 1964 makes it unlawful to discriminate on the basis of an employee’s: a. Race; b. Color; c. Sex; d. All of the above
14. Which of the following laws relates to labor unions?
a. National Labor Relations Law b. Taft-Hartley Act c. Landrum-Griffin Act d. All of the above
15. A variety of procedures for the resolution of disputes which are alternative to court adjudication are called: a. full jury trial; b. alternative mediation procedure; c. alternative dispute resolution; d. alternative conciliation procedure.
16. The Fair Labor Standards Act provides rules that apply to: a. wrongful discharge; b. discrimination; c. overtime law; d. none of the above.
17. Title VII applies to:
a. employers; b. union; c. joint labor and management committees; d. all of the above.
18. Which of the following is a defense to a claim of age discrimination? a. Age is a BFOQ; b. The claimant is 41 years old; c. Younger employees have traditionally performed better in the position d. The employer is not a governmental agency.
19. This law requires an employer to provide a safe workplace a. FMLA; b. FLSA; c. ERISA; d. OSHA
20. Title VII prohibits discrimination on the basis of affinity orientation:
a. True x correct answer is b (Chap. 10, p. 445) b. False
21. Under the Americans with Disability Act (ADA), employers are required to provide employees with all requested accommodations. a. True; b. False
22. A Catholic Church would not be found liable in a Title VII action if the Church only hired teachers for Sunday school who practiced Catholicism? a. True; b. False
23. Affirmative action requires that an employer establish and implement a quota system? a. True; b. False
24. A Bona Fide Occupational Qualification (BFOQ) would be a legitimate defense to a discrimination claim based on an employee’s race? a. True; x correct answer is b (Chap. 2, p. 66) b. False
25. If an employer acts reasonably to accommodate a religious conflict, then it has not violated Title VII. a. True; b. False
26. In a disparate treatment case, the employer would be liable of intentionally discriminating against the employee. a. True; b. False
27. For an eligibility test to be legally validated as an effective gauge of performance, an employer must show that the test is job-related and consistent with business necessity. a. True b. False
28. An independent contractor can sue under Title VII: a. True; b. False
29. If an employee sues under Title VII, they first need to file a complaint in Federal Court. a. True; b. False
30. In a disparate impact case, an employer can raise the defense that the challenged policy is a business necessity. a. True; b. False --------------------------------------------------------------------------------
MGT 434 Final Exam Set 2
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Final Exam Select a topic in the area of Employment Law that is of particular interest to you. It could be for example: The rights of an employee in a "reduction in force"; How have the courts have defined the meaning of "reasonable accommodation"; Am I permitted to wear specific clothing or facial hair if it is required by my religion? Take the topic of interest to you and discuss it in a paper not more than five pages in length. Thoroughly research the topic and include a Reference Page. --------------------------------------------------------------------------------
MGT 434 Week 1 DQ 1 (UOP Course)
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What are the differences between employees and independent contractors? Is it possible for an employer to reclassify all of his employees as independent contractors? Explain why or why not. Provide an example. --------------------------------------------------------------------------------
MGT 434 Week 1 DQ 2 (UOP Course)
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www.tutorialrank.com The employer makes the employee’s life miserable and the employee quits. What is this called? Is it legal? Does the employer’s burden of proof change between constructive and wrongful discharge? Provide an example. --------------------------------------------------------------------------------
MGT 434 Week 1 DQ 3 (UOP Course)
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Can your company legally change your job responsibilities, reduce your salary, or assign you to a different department? Explain why or why not. Provide an example. What are the potential legal considerations for the employer in the event of such changes? --------------------------------------------------------------------------------
MGT 434 Week 1 DQ 4 (UOP Course)
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www.tutorialrank.com What are the advantages and disadvantages for both employers and employees of resolving disputes through ADR? Why would a company have an employee sign a commitment to resolve disputes through ADR? What other methods exist for resolving disputes? Provide an example. --------------------------------------------------------------------------------
MGT 434 Week 1 EEOC Complaint Process
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