Human Resource Management Exam Practice Tests
Course Introduction
Human Resource Management explores the principles, practices, and strategies involved in effectively managing people within organizations. This course covers key HR functions such as recruitment and selection, training and development, performance appraisal, compensation and benefits, employee relations, and legal compliance. Students gain an understanding of how HRM contributes to organizational success by fostering a positive work environment, addressing workforce challenges, and aligning human capital with business objectives. Emphasis is placed on current trends, ethical considerations, and the impact of globalization and technology on HR practices.
Recommended Textbook
Employment and Labor Law 9th Edition by Patrick J. Cihon
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22 Chapters
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Page 2
Chapter 1: First the Forest, Then the Trees:an Overview of Employment and Labor Law
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Sample Questions
Q1) What led to decline and the resurrection of the arbitration remedy?
Answer: The proliferation of individual employee rights led to swamping of the state and federal courts.However, the decline of organized labor combined with the Supreme Court's ruling that individual rights could not be automatically ceded to the labor-management dispute-resolution process contributed significantly to the litigation deluge.Then in 1991, the Supreme Court revisited the issue and held in the case of Gilmer v.Interstate/Johnson Llane Corporation 500 U..20 (1991), that out of-court dispute resolution is consistent with the statutory scheme.
Q2) If Peter is engaged in illegal activities as part of an organized criminal outfit, the law designed to criminally penalize Peter is the:
A) Employee Retirement Income Security Act (ERISA).
B) Worker Adjustment and Retraining (WARN) Act.
C) Federal Occupational Safety and Health Act (OSHA).
D) Racketeer Influenced and Corrupt Organizations Act (RICO).
Answer: D
Q3) What are individual employee rights?
Answer: Individual employee rights are those rights that are enjoyed by workers as individuals, as against collective rights secured by unionization.
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Chapter 2: Employment Contracts and Wrongful Discharge
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Sample Questions
Q1) The law that is created by judges opposed to statutes and legislation for the equity, justice and conscious is called:
A) common law.
B) codified law.
C) statutory law.
D) ordinance.
Answer: A
Q2) What is a contract? Explain the differences between express and implied contracts?
Answer: Contract is an agreement between two persons that is enforceable by law.The object must be legal in contract.Express contract: A contract in which the terms are explicitly stated, usually in writing but perhaps only verbally, and often in great detail.In interpreting such a contract, the judge and/ or the jury is asked only to determine what the explicit terms are and to interpret them according to their plain meaning.Implied contract: A contractual relationship, the terms and conditions of which must be inferred from the contracting parties' behavior toward one another.
Q3) When did the employment-at-will doctrine become the norm in American common law?
Answer: The employment-at-will doctrine became the norm in 19th century American common law.
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Page 4
Chapter 3: Commonly Committed Workplace Torts
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Sample Questions
Q1) What kind of precautions do employers use to guard their valuable intellectual property from misappropriation by disgruntled, departing employees?
A) Contributory negligence
B) Infringement of trade mark
C) Tort of trade secret
D) Non-compete clause
Answer: C
Q2) If a person intentionally writes or says false things about anyone at workplace, such an act amounts to:
A) fabrication.
B) ratification.
C) whistleblowing.
D) defamation.
Answer: D
Q3) Why have some courts been reluctant to adopt the tort of intentional infliction of emotional distress?
Answer: Courts have been concerned that in the absence of physical injury, plaintiffs can readily fake emotional distress and win undeserved verdicts, and, hence, have been reluctant to adopt this tort.
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Page 5
Chapter 4: Employee Privacy Rights in the 21st Century
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Sample Questions
Q1) Drug testing does not require a specific reason and can be random.
A)True
B)False
Q2) Privacy rights in the employment area are important Constitutional rights extended to State and municipal employees with the due process clause of the:
A) Fourth Amendment.
B) Eighth Amendment.
C) Fifth Amendment.
D) Fourteenth Amendment.
Q3) Alcohol and drug abuse during working hours are reasons for suspicion of substance abuse.
A)True
B)False
Q4) Monitoring of behavior from a distance by means of electronic equipment or other means of technology is known as surveillance.
A)True
B)False
Q5) Discuss why genetic testing is one of the most pressing ethical dilemma employers are facing today.
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Chapter 5: The Global Perspective:international
Employment Law and American Immigration Policy
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Sample Questions
Q1) In the United States, the mission of promoting "labor and corporate social responsibility falls with a unit of the:
A) American Federation of Labor/Congress of Industrial Organization (AFL-CIO).
B) International Labor Organization (ILO).
C) Department of State (DOS).
D) Union Network International (UNI).
Q2) The UNI:
A) claims to hold the allegiance of approximately 1 million workers in 100 unions in 15 countries.
B) has targeted a list of 25 multinational employers.
C) boasts 200 signed collective agreements and another 500 in various stages of negotiation.
D) has achieved labor contracts with Carrefour, Hennes & Mauritz of Sweden and Falck among others.
Q3) In Chamber of Commerce of U..v.Whiting, what act was examined?
A) Alien Tort Claims Act
B) Legal Arizona Workers Act
C) Torture Victim Protection Act
D) Immigration Reform and Control Act
Page 7
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Chapter 6: Title VII of the Civil Rights Act and Race Discrimination
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Sample Questions
Q1) In EEOC v.Dial Corp. after the Work Tolerance Screen (WTS) was adopted:
A) the percentage of new female hires declined.
B) the percentage of new female hires significantly increased.
C) the percentage of new hires from minority groups declined.
D) the percentage of new male hires significantly declined.
Q2) Who does Title VII of the Civil Rights Act of 1991 cover?
Q3) What do affirmative action programs usually involve?
Q4) Title VII is administered by the Equal Employment Opportunity Commission (EEOC), a five-member commission appointed by the president that works with the commission's Office of General Counsel.
A)True
B)False
Q5) The pass rate in Duke Power Company for the African American employees who took the Wonderlic Personnel Test and the Bennett Mechanical Comprehension Test was:
A) 12 percent.
B) 8 percent.
C) 6 percent.
D) 10 percent.
Q6) How is seniority defined under Title VII?
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Chapter 7: Gender and Family Issues:title VII and Other Legislation
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Sample Questions
Q1) The remedies available under a government suit for the violation of Pay Discrimination Act include:
A) injunction and back pay with interest.
B) criminal proceedings and coverage for damages.
C) criminal proceedings and back pay with interest.
D) injunction and coverage for damages.
Q2) Olivia requested for leave from her supervisor for one week since her daughter fell sick and required home care.The employer refused to grant her leave and as a result Olivia was forced to be absent from work without pay.She later filed a suit against her employer alleging violation of Title VII.Under the assumption that Olivia is a productive employee, the court most likely held that:
A) the employer did not violate Title VII.
B) Olivia is entitled for leave under FMLA.
C) Olivia was not entitled to the leave.
D) Olivia violated Title VII by filing suit against employer.
Q3) Explain the leave provision under FMLA.
Q4) What are the conditions to receive family temporary disability insurance benefits?
Q5) What is Bona Fide Occupational Qualification?
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Chapter 8: Discrimination Based on Religion and National
Origin and Procedures Under Title VII
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Sample Questions
Q1) In which of the following cases did the Supreme Court uphold the court-ordered affirmative action to remedy prior employment discrimination?
A) New York Gaslight Club v.Carey
B) Local 28, Sheet Metal Workers v.EEOC
C) Christianburg Garment Co.v.EEOC
D) Franks v.Bowman Transportation Co.
Q2) Explain the policy regarding English-Only Rules.
Q3) Which of the following employees are subject to Title VII through the Congressional Accountability Act of 1995?
A) National Labor Relations Board counselor
B) Capitol Guide Service
C) Office of the Architect of the Supreme Court
D) Office of the Attending Physician of the U..Attorney General.
Q4) Title VII does not currently prohibit employment discrimination against any applicant or employee because of national origin.
A)True
B)False
Q5) What are the remedies provided under Title VII?
Q6) What is the Lilly Ledbetter Fair Pay Act of 2009?
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Chapter 9: Discrimination Based on Age
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Sample Questions
Q1) Robert is a sixty-year old sales manager at a local car dealership.Due to the state of the economy, the dealership had to undergo restructuring which resulted in the elimination of Robert's position.The duties he performed were transferred to Gaines who was 42-years old.However, Robert felt that the actual reason for eliminating his position was his age, which was against the arbitration clause in his employment agreement.To provide his case, Robert has to:
A) garner support from his colleagues.
B) establish a prima facie case alleging violation.
C) arbitrate with the employer.
D) ask for higher compensation.
Q2) What is meant by "age discrimination in employment" and under which act is it prohibited?
Q3) What are the remedies available for plaintiffs under the Age Discrimination in Employment Act?
Q4) Retirement ages for firefighters and law enforcement officers are set by local and state government under Section 623(j) of the Age Discrimination in Employment Act (ADEA).
A)True
B)False
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Chapter 10: Discrimination Based on Disability
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Sample Questions
Q1) In Brown v.Lucky Stores, Inc. Lucky Stores fired Brown for abandoning her job.Brown filed suit against Lucky Stores and Hunt alleging discrimination based on her alcoholism under the ADA, Rehabilitation Act, FEHA and various state tort and contract claims.The trial court concluded Lucky Stores did not have a duty to accommodate Brown because she:
A) is not disabled under the ADA.
B) did not suffer from the contagious disease.
C) never requested an accommodation.
D) declined the offer to take reasonable accommodation.
Q2) In which of the following cases did the Supreme Court uphold the constitutionality of Federal Railroad Administration regulations that required drug tests of all railroad employees involved in accidents, regardless of whether there was any reason to suspect individual employees of drug use?
A) Raytheon Co.v.Hernandez
B) Skinner v.Railway Labor Executives' Association
C) New York City Transit Authority v.Beazer
D) Vande Zande v.State of Wisconsin Dept.
Q3) How is "disability" defined under the ADA?
Q4) How do state laws handle discrimination with respect to disabilities?
Q5) What is the Rehabilitation Act? Explain it provisions.
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Chapter 11: Other EEO and Employment Legislation:federal and
State Laws
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Sample Questions
Q1) The use of psychological profile tests as an employee selection device could possibly raise issues under the _____ or state antidiscrimination legislation.
A) Civil Rights Act of 1991
B) Americans with Disabilities Act
C) federal Equal Employment Opportunity
D) federal Employee Polygraph Protection Act
Q2) Section 1983 of the Civil Rights Act is restricted to claims of intentional discrimination.
A)True
B)False
Q3) In McCavitt v.Swiss Reinsurance America Corporation, McCavitt was employed as an executive by Swiss Reinsurance America Corporation (Swiss Re).McCavitt filed a suit against Swiss Re, alleging that his _____ was in violation of Section 201-d New York Labor Law.
A) appointment
B) promotion
C) discharge
D) demotion
Q4) Give a brief outline of the Civil Rights Act of 1866 and 1870.
Page 13
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Chapter 12: The Rise of Organized Labor and Its Regulatory Framework
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Q1) The Office of the General Counsel is the prosecutorial branch of the NLRB and is also in charge of the day-to-day administration of the NLRB regional offices.
A)True
B)False
Q2) Define managerial employees.
Q3) The Railway Labor Act was amended by the:
A) National Industrial Recovery Act.
B) Congress.
C) National Labor Relations Board.
D) Taft-Hartley Act.
Q4) What role did the American Federation of Labor (AFL) play in the labor movement in the U..
Q5) What is the extent of jurisdiction of the NLRB?
Q6) In the late 1880s, the development of all of the following provided powerful weapons for use against the activities of organized labor except:
A) ex parte proceedings.
B) yellow-dog contracts.
C) labor injunction.
D) antitrust laws.
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Chapter 13: The Unionization Process
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Sample Questions
Q1) An employer is entitled to file a petition only after one or more individuals or unions present that employer with a claim for recognition as the bargaining representative according to:
A) Section 9(c)(1)(B).
B) Section 9(c)(1)(A).
C) Section 9(c)(2)(A).
D) section 10(a)(1)(B).
Q2) What is the relevance of filing objection after election has been conducted?
Q3) Which rule bars holding an election in the bargaining unit?
Q4) Explain the two exceptions of contract bar rule.
Q5) The conditions under which a representative election is held where the NLRB tries to ensure that neither the employer nor the union unduly affects the employees' free choice, is called:
A) laboratory conditions.
B) ex parte agreements.
C) bilateral conditions.
D) employee free choice conditions.
Q6) When should an employer file the election eligibility list in the regional office?
Q7) Explain the second exception under contract bar rule.
Page 15
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Chapter 14: Unfair Labor Practices by Employers and Unions
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Q1) Unfair labor practices (ULPs) are various forms of conduct or activities that adversely affect employees in the exercise of their rights under Section 7 of the NLRA.
A)True
B)False
Q2) If an employer asks any employee to be filmed for use in an antiunion video then it amounts to violation of the NLRA.
A)True
B)False
Q3) Employees have a right under Section 7 to choose their bargaining representative free from coercion.
A)True
B)False
Q4) When should an employer conduct a poll?
Q5) Which section of National Labor Relation Act speaks about union coercion of employees and employers?
Q6) What are the criteria for employer rules limiting soliciting activities?
Q7) What is the exception regarding the encouragement of unions?
Q8) What are antiunion remarks?
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Chapter 15: Collective Bargaining
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Q1) Explain the concept of duty to furnish information.
Q2) A union or employer seeking to bargain with the other party must notify that other party of its desire to bargain at least _____ prior to the expiration of the existing collective agreement.
A) forty five days
B) thirty days
C) sixty days
D) ninety days
Q3) What are mandatory bargaining subjects?
Q4) Section 8(b)(3) allows a union representing a group of employees to refuse to bargain with their employer.
A)True
B)False
Q5) Which of the following is not true of the Truitt requirement to furnish information?
A) It applies to employers with 100 or more employees.
B) It is not a "truth-in-bargaining" requirement.
C) It relates only to claims of financial inability to meet union proposals.
D) It is aimed to help the union validate the employer's claims.
Q6) When can an employer act unilaterally?
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Chapter 16: Picketing and Strikes
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Q1) Sections 10(j) and 10(l) of the NLRA authorize the National Labor Relations Board (NLRB) to seek injunctions against:
A) economic strike.
B) appointment of employee.
C) holding of election.
D) unfair labor practice.
Q2) Briefly discuss state regulation(s) on picketing.
Q3) In Local 761, International Union of Electrical Radio & Machineworkers [General Electric] v.NLRB, GE filed a complaint with the NLRB, alleging that the union's picketing at Gate 3-A, used exclusively by the employees of the contractors under _____ of the NLRA.
A) Section 8(b)(4)(ii)(b)
B) Section 8(b)(4)(b)
C) Section 7(a)(1)
D) Section 9(c)(1)
Q4) What is primary picketing?
Q5) The secondary boycott prohibitions were intended to protect neutral employers from union pressure.
A)True
B)False
Page 18
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Chapter 17: The Enforcement and Administration of the Collective Agreement
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Q1) Discuss the applicability of interest arbitration.
Q2) After 1980, the cost of retiree benefits known as "legacy costs" became a significant financial burden on the employers.
A)True
B)False
Q3) What happens to the financial obligations of a corporation when it files a petition for the protection of the bankruptcy laws?
Q4) Elle Chemicals Inc.dismissed 15 employees without notice, which was contested by the union as an unfair labor practice.The company justified the action stating disciplinary reasons.The union and the employer decided to refer this matter to a neutral adjudicator to resolve instead of going for litigation.The neutral adjudicator in this scenario can be referred to as:
A) an arbitrator.
B) the independent jury.
C) the third party jury.
D) a compliance officer.
Q5) What remedy is available to a party if one party refuses to comply with the arbitrator's award?
Q6) Discuss the no-strike clause.
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Chapter 18: The Rights of Union Members
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Q1) In Marquez v.Screen Actors Guild, the court held that negotiating a union security clause that incorporates the language of Section 8(a)(3) of the NLRA is not a violation of the union's:
A) duty of fair representation.
B) duty to negotiate
C) collective bargaining.
D) duty to investigate.
Q2) Explain the election procedure and requirements for election under Section 401 of the LMRDA?
Q3) Every union member has the right to meet and assemble with other members and to express any views or opinions, subject to the union's reasonable rules for the conduct of meetings.
A)True B)False
Q4) What remedies are provided under Section 8(b)(1)(A) of National Labor Relation Act?
Q5) Under Section 301 of the NLRA, an employee may recover punitive damages and may get an injunction.
A)True
B)False
20
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Chapter 19: Public Sector Labor Relations
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Q1) According to the Federal Service Labor-Management Relations Act (FSLMRA) clause, collective bargaining directly affects the authority of any management official or any agency to determine the mission, budget, organization, number of employees, or the internal security practices of the agency.
A)True
B)False
Q2) Discuss appropriate representation units under the Federal Labor Relations Authority (FLRA).
Q3) Describe the Federal Labor Relations Authority (FLRA).
Q4) The Civil Service Act granted the Congress the sole authority to set wages, hours, and other terms and conditions of federal employment.
A)True
B)False
Q5) The Federal Labor Relations Authority (FLRA) has the authority to hold hearings and issue subpoenas.
A)True
B)False
Q6) What is the importance of the Federal Mediation and Conciliation Service?
Q7) How does the Postal Service Reorganization Act influence an impasse?
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Chapter 20: Occupational Safety and Health
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Q1) When it comes to worker violence or threats of violence, employers have adopted the policies of:
A) compensation.
B) zero-tolerance.
C) compromise.
D) feasibility.
Q2) If the employer fails to correct a cited violation after it has become final, a fine may be imposed, of not more than:
A) $ 500 per day.
B) $ 1,000 per day.
C) $ 2,000 per day.
D) $ 2,500 per day.
Q3) Briefly explain the scope of the Occupational Safety and Health Act.
Q4) Under which law or laws are illegal immigrant workers in the United States protected?
Q5) Can an OSHA inspection officer enter into any premises?
Q6) Does federal labor law cover illegal immigrants?
Q7) The Occupational Safety and Health Act, was enacted by Congress in 1970.
A)True B)False
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Q1) Which of the following is not true of unemployment claims litigations?
A) Unemployment compensation litigation usually starts with a terminated worker's application for benefits.
B) The unemployment claim is usually evaluated in the first instance by an unemployment office or agency in the area where the worker resides.
C) Regardless of whether the decision is favorable or unfavorable, an appeal is not possible.
D) Unemployment benefits are paid for by a tax on the wages of the workers and an equal levy on the employer's total payroll.
Q2) A worker who applies for social security benefits and is receiving them at age sixty-five is automatically covered under part A of:
A) Medicare benefits.
B) unemployment compensation.
C) workers' compensation.
D) disability benefits.
Q3) Discuss workers' compensation.
Q4) What is the main purpose of Social Security?
Q5) Define willful misconduct.
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Chapter 22: The Fair Labor Standards Act
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Q1) The Congressional Accountability Act of 1995 extended the coverage of the Fair Labor Standards Act to:
A) other federal employees of including hospitals and educational institutions.
B) independent contractors to the state government.
C) employees of the Senate.
D) employees engaged in interstate commerce.
Q2) What was impact of the first federal law against child labor?
Q3) Linda is the owner of Los Angeles-based leather manufacturing company.Almost 500 employees were working in that unit.Employees were not paid proper wages and overtime pay for extra time worked beyond their normal working hours.Who is authorized to file suit on behalf of employees seeking to collect wages and overtime?
A) The National Labor Relations Board
B) The Employment Security Commission
C) The Administrative Law Judge
D) The Secretary of Labor
Q4) According to the law, a workweek consists of seven consecutive days and requires that the workweek start on a Monday.
A)True
B)False
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