Human Resource Management Practice Exam
Course Introduction
Human Resource Management is a foundational course that explores the strategies, policies, and practices organizations use to manage people effectively. The course covers key topics such as recruitment and selection, training and development, performance appraisal, compensation and benefits, labor relations, and legal aspects of employment. Emphasis is placed on the role of human resources in supporting organizational goals, fostering positive workplace culture, ensuring compliance with employment laws, and developing talent for competitive advantage. Through case studies and practical assignments, students gain both theoretical knowledge and practical skills necessary for effective HR decision-making.
Recommended Textbook
Employment and Labor Law 8th Edition by
Patrick J. Cihon
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Page 2
Chapter
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Q1) Briefly describe the Taft-Hartley Act.
Answer: The Taft-Hartley Act is a federal statute which enacted unfair labor practices for which unions might be charged and punished,such as coercing workers to join against their will.
Q2) Which Act provides remedies for injured sailors?
A) Marine Labor Standards Act (1938)
B) Merchant Marine (Jones) Act (1936)
C) Navy Labor Relations Act (1935)
D) Social Security Act (1935)
Answer: B
Q3) What are the reasons for the decline of the Post-War Organized Labor?
Answer: Several significant issues and trends combined to cause the gradual decline of organized labor in America.Incidents like violation of "gentlemen's agreement" by John L.Lewis,president of the United Mine Workers,with the Roosevelt Administration during WWII.The belief of Critics,that the combined American Federation of Labor/Congress of Industrial Organizations (AFL-CIO) had grown far too powerful.Resistance,by so-called "Red Hunters" as the infamous Senator Joseph McCarthy,to perceived Communist influences in large unions at the advent of Cold War.Similarly,alleged organized-crime ties of other huge unions attracted the attention and wrath of politicians and government.
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Chapter 2: Employment Contracts And Wrongful Discharge
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Q1) Identify two Acts that protect whistleblowers from employer retaliation.
Answer: Occupational Safety and Health Act (OSHA) and Title VII provide protection to whistleblowing employees.
Q2) Define dicta.
Answer: Opinions of a judge or appellate panel of judges that are tangential to the rule,holding,and decision which are at the core of the judicial pronouncement are known as dicta.
Q3) Some employees have express contracts of employment,usually for a definite duration.Others fall within the coverage of a(n) ________________ negotiated for them by their union.
A) collective bargaining agreement
B) employment bargaining agreement
C) cooperative bargaining agreement
D) negotiable agreement
Answer: A
Q4) What does Title VII of the NRLA deal with?
Answer: Title VII forbids discharge on the basis of race,color,gender,creed,or national origin.
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Chapter 3: Commonly Committed Workplace Torts
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Q1) Defamation by writing is known as:
A) writ.
B) slander.
C) libel.
D) dicta.
Answer: C
Q2) How are retaliatory demotion cases different from wrongful discharge suits?
Answer: Retaliatory demotion cases are somewhat more delicate than wrongful discharge suits,as the plaintiff remains an employee of the defendant-firm,unless the latter takes the next step and actually fires him/her.
Q3) Which of these forms of invasion of privacy is closely related to the tort of defamation?
A) invasion of plaintiff's solitude
B) intrusion into plaintiff's private affairs
C) portraying plaintiff in a false light
D) appropriating plaintiff's name or likeness
Answer: C
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Chapter 4: Employee Privacy Rights In The 21st Century
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Q1) What is a background screening policy?
Q2) Identify the entities covered under HIPPA.
Q3) Increases in incidents of workplace violence and concomitant increases in ____________ lawsuits,by customers and co-workers of violent employees,have added urgency to the effort of checking employees' background.
A) malice
B) academic freedom
C) negligent hiring
D) substance abuse
Q4) Describe malice in the context of defamation and invasion of privacy.
Q5) In Marken v.Santa Monica-Malibu Unified School Dist.,the court found that the district's planned disclosure of personnel files:
A) did not violate the teacher's right to privacy under state constitution.
B) did violate the teacher's right to privacy under state constitution.
C) was unconstitutional.
D) was false light invasion of privacy.
Q6) What tort is committed when the privacy rights of private employees disregarded?
Q7) What is HIPAA?
Q8) Describe privacy concerns in the context of third-party information request.
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Chapter 5: The Global Perspective: International
Employment Law And American Immigration Policy
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Q1) The federal statute which provides the cause of action for aggrieved noncitizen residents in the U.S.courts is:
A) National Labor Relations Act.
B) Alien Tort Claims Act.
C) Immigration Reform and Control Act.
D) Torture Victim Protection Act.
Q2) What is the Union Network International (UNI)?
Q3) In August 2005,at the Chicago convention,UNI announced that signing __________________ with targeted companies would be their focus in the future.In 2007,UNI expanded its attention to monitoring______________.
A) global agreements, private equity funds
B) domestic agreements, private equity funds
C) labor agreements, corporate investigations
D) union agreements, corporate investigations
Q4) What is the purpose of the Immigration Reform and Control Act (IRCA) of 1986?
Q5) What are conventions?
Q6) What are the components of Global Unions?
Q7) What is the role of U.S.Citizenship and Immigration Services (USCIS)?
Q8) What steps did Brazil take in the eradication of child labor and slavery? Page 7
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Chapter 6: Title Vii Of The Civil Rights Act And Race Discrimination
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Q1) Write a short note on retaliation under Title VII.
Q2) Can the use of the seniority system for employment decisions be protected under Title VII? Provide an illustration for your answer.
Q3) Which of the following statement pertains to criterion-related validity?
A) It is a means of measuring whether the requirement or test actually evaluates abilities required on the job.
B) The specific traits or constructs for the test may be based on observations but cannot be measured directly.
C) It concerns the statistical correlation between scores received on tests and job performance.
D) It is a means of isolating and testing for specific traits or characteristics that are deemed essential for job performance.
Q4) What were the two amendments added to Title VII in 1991?
Q5) The Thompson v.North American Stainless,LP.case focuses on:
A) content validity.
B) retaliation in violation of Title VII.
C) seniority.
D) gambling.
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Chapter 7: Gender And Family Issues: Title Vii And Other Legislation
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Q1) A female employee was asked by her male supervisor to sleep with him if she wanted a satisfactory evaluation and recommendation for promotion.When she refused,she was subjected to negative evaluation,disciplinary suspensions,and she was ultimately fired.This action of supervisor can be termed:
A) hostile environment harassment.
B) sex discrimination.
C) quid pro quo harassment.
D) regional discrimination.
Q2) In Kouba v.Allstate Insurance Co.,the U.S.Court of Appeals for the Ninth Circuit held that using an employee's prior salary to determine pay for employees in a training program was not precluded by the:
A) Equal Pay Act.
B) Gender Discrimination Act.
C) National Labor Relation Act.
D) Occupational Safety and Health Act.
Q3) What are the important aspects of the Family and Medical Leave Act?
Q4) Which state legislation provides pregnancy leave?
Q5) Explain Hostile Environment Harassment.
Q6) What is gender discrimination?
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Chapter 8: Discrimination Based On Religion And National
Origin & Procedures Under
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Q1) What does Title VII of the Civil Rights Act of 1964 deal with?
Q2) What are the remedies provided under Title VII?
Q3) A federal employee alleging employment discrimination must first consult with a(n):
A) Lilly Ledbetter Fair Pay Act counselor.
B) Disparate Treatment Claims counselor.
C) Equal Employment Opportunity (EEO) counselor within the employee's own agency.
D) National Labor Relations Board counselor.
Q4) 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.S.Attorney General.
Q5) Discuss the Equal Employment opportunity commission (EEOC) guidelines that are considered in determining what amounts to reasonable accommodation and whether it results in undue hardship.
Q6) What is the Lilly Ledbetter Fair Pay Act of 2009?
Q7) Discuss the enforcement of Title VII.
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Chapter 9: Discrimination Based on Age
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Q1) If early retirement and waiver are offered to a class of employees,the employer must provide employees with:
A) additional time to submit all the paperwork.
B) monetary grants.
C) legal documents and access to an attorney.
D) the factors to determine eligibility for early retirement.
Q2) Examples of violations of the Age Discrimination in Employment Act (ADEA) do not include:
A) mandatory retirement of workers over age of 55.
B) denial of promotion of a worker age of 50.
C) denial of promotion of a worker age of 55.
D) transfer of a worker age of 30 and under.
Q3) In McKennon v.Nashville Banner Publishing Co,the employer argued that an employee's after-acquired evidence precluded the right of plaintiff to:
A) work in a new company.
B) sue under the Age Discrimination in Employment Act.
C) get monetary dues from employer.
D) get back the documents.
Q4) Provide examples of violations of the Age Discrimination in Employment Act.
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Chapter 10: Discrimination Based On Disability
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Q1) In Georgia Association of Educators v.Harris,a federal court in Georgia:
A) held that asymptomatic HIV was a disability within the meaning of the ADA because it was a medical condition that impaired the major life activity of reproduction.
B) granted an injunction against transfer to a Georgia administrative position because the risk of AIDS transmission in the classroom was minimal.
C) issued an injunction against the enforcement of Georgia legislation requiring drug tests of all applicants for state employment.
D) issued an injunction to prevent an employer from unilaterally implementing a drug testing program.
Q2) What are the defenses available under the ADA?
Q3) The _________________ was encouraged by the Americans with Disabilities Act (ADA) to develop a list of diseases that can be transmitted through food handling.
A) American Medical Association
B) Public Health Service
C) U.S.Food and Drug Administration
D) Secretary of Health and Human Services
Q4) What is the consequence for failure to make reasonable accommodation?
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Chapter 11: Other Eeo And Employment Legislation: Federal And
State Laws
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Q1) The laws that allow employees to bring firearms onto their employer's property were challenged by a number of employers on the grounds that requiring employers to allow guns on their property would violate the employers' general duty under the _____ to provide a safe workplace.
A) Section 201-d of the New York State Labor Law
B) Federal Mine Health and Safety Act
C) Civil Rights Act
D) federal Occupational Safety and Health Act (OSHA)
Q2) Which one of the following Section,in part,states that "All persons within the jurisdiction of the United States shall have the same right in every State and Territory to make and enforce contract as is enjoyed by white citizens"?
A) Section 1982 of the Civil Rights Act of 1991
B) Section 1981 of 42 U.S.C.
C) Section 1985 of the Sarbanes-Oxley Act of 2002
D) Section 1986 of the National Labor Relations Act
Q3) What was the basic intention behind creation of the Civil Rights Acts of 1866 and 1870?
Q4) What is the responsibility of the federal Office of Special Counsel?
Q5) What is the role of federal Employee Polygraph Protection Act of 1988?
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Chapter 12: The Rise Of Organized Labor And Its Regulatory Framework
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Q1) The definition of "employee" under the NLRA includes persons working for a company and,at the same time,being paid by a union to help the union organize the company was the central issue in _____.
A) NLRB v.Meenan Oil Co., L.P.
B) NLRB v.Kentucky River Community Care, Inc
C) NLRB v.Town & Country Electric, Inc.
D) Duplex Printing Press Company v.Deering
Q2) The _____ emphasized political activity as well as organizing activity and had spectacular success in organizing the workers of the steel,automobile,rubber,electrical,manufacturing,and machinery industries.
A) Congress of Industrial Organizations (CIO)
B) American Federation of Labor (AFL)
C) Change to Win Coalition
D) International Brotherhood of Teamsters
Q3) The NLRA exclude all of the following from its definition of employer except:
A) public sector employers
B) railroads.
C) cooperatives.
D) airlines subject to the Railway Labor Act.
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Chapter 13: The Unionization Process
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Q1) Under the exceptions to the contract bar rule,the Board provides a window,or "open season," during which a rival union can offer its challenge by filing a(n):
A) petition for injunction.
B) petition for summary dismissal.
C) criminal complaint.
D) election petition.
Q2) When a valid election has been held in a bargaining unit,no new election can be held for a twelve-month period for that unit or any subdivision of the unit.This provision is provided under:
A) the National Labor Relations Act (NLRA).
B) the Payment of Wages Act.
C) Title VII of the Civil Rights Act.
D) the Human Rights Act.
Q3) Section 9(b) of the NLRA provides that the definition of an appropriate bargaining unit is a matter left to the:
A) company management.
B) labor union organizations.
C) NLR board's discretion.
D) federal government.
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Chapter 14: Unfair Labor Practices By Employers And Unions
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Q1) As remedy for violation of Section 8(a)(2),the NLRB may order the employer:
A) to cease recognizing the union.
B) not to cancel any agreements reached with the union.
C) give support or assistance to the union.
D) not to disband an in-house or captive union.
Q2) In NLRB v.City Disposal Systems,the Court of Appeals concluded that the Brown's refusal was not a(n) _____ according to Section 7 of the NLRA.
A) concerted activity
B) protected activity
C) unfair labor practice
D) unlawful activity
Q3) Under the NLRB,unfair labor practice strikes are:
A) personal activity.
B) protected activity.
C) criminal act.
D) not acceptable.
Q4) What is the exception regarding the encouragement of unions?
Q5) When should an employer conduct a poll?
Q6) What are the remedies for violation of Section 8(a) (2) of NLRA?
Q7) What are antiunion remarks?
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Chapter 15: Collective Bargaining
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Q1) What are the procedural requirements under Section 8(d) of the National Labor Relations Act?
Q2) When a union acquires bargaining rights by voluntary recognition rather than certification,the employer is required to recognize and bargain with the union only for _____ if no agreement is in ? effect.
A) ninety days
B) sixty days
C) a reasonable period of time
D) as long as the employer wants
Q3) In J.I.Case Co.v.NLRB,the Supreme Court held that contracts of employment made with ? individual employees were _____ to negotiating a collective agreement with the union.
A) ex parte agreements
B) mandatory
C) not impediments
D) yellow-dog contracts
Q4) When can an employer act unilaterally?
Q5) According to NLRB guidelines,what is the tenure of the bargaining agreement for a certified union?
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Chapter 16: Picketing And Strikes
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Q1) The labor union of Consolidated Iron and Steel Company,despite its illegal status,organized a picketing against the company demanding assigning of work to them.Such picketing is prohibited under: _____ of the NLRA.
A) Section 9(c)(1)
B) Ordinance no.7
C) Section 8(b)(4)(D)
D) Article 8 (b)(4)(ii)(b)
Q2) What are hot cargo clauses?
Q3) Employees of the SMZ Beverages stood in front of the company's premises and started conveying information to the public about mixing of harmful chemicals in the soft drinks that were manufactured by the company.This action of employees is called:
A) boycotts.
B) picketing.
C) patrolling.
D) lockouts.
Q4) What are the national emergency provisions under the Taft-Hartley Act of 1947?
Q5) Briefly discuss state regulation(s) on picketing.
Q6) What is a strike?
Q7) What is primary picketing?
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Chapter 17: The Enforcement And Administration Of The Collective Agreement
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Q1) What are the advantages of arbitration proceedings?
Q2) Under Section 301 of the National Labor Relations Act,an employer and a labor union may bring a suit for:
A) health and safety measures at the workplace.
B) violations of contracts.
C) ex parte agreements.
D) unfair labor practices.
Q3) 11 U.S.C Section 1114 creates a procedure for modification or rejection of retiree benefit obligations.Explain this statement by stating the provisions covered under Section 1114.
Q4) The bankruptcy court is required to issue its determination on the rejection issue within a period of _____ days after the hearing.
A) thirty
B) forty-five
C) sixty
D) seventy-five
Q5) What remedy is available to a party if one party refuses to comply with the arbitrator's award?
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Q6) Compare and contrast rights arbitration and interest arbitration.
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Chapter 18: The Rights Of Union Members
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Q1) In 1947,the Taft-Hartley Act added a list of union unfair labor practices to the NLRA,which included all of the following except:
A) Section 7 was amended to give employees the right to refrain from engaging in concerted activity, as well as the right to engage in such activity.
B) Section 8(b)(1)(A) prohibits union activity that interferes with, restrains, or coerces employees in the exercise of their Section 7 rights.
C) Section 8(b)(2) prohibits unions from causing an employer to discriminate against employees in terms and conditions of employment because they are not union members.
D) Section 8(b)(5) protects employees from legal intervention and arbitration with a third party.
Q2) The union members' bills of rights is established under the:
A) United States Constitution.
B) Occupational Safety and Health Act.
C) Labor Management Reporting and Disclosure Act.
D) Equal Employment Opportunity Act.
Q3) Briefly describe the union members' bill of rights.
Q4) What is the duty of fair representation on part of the union?
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Chapter 19: Public Sector Labor Relations
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Q1) What is the duty of the Merit System Protection Board (MSPB)?
Q2) What do public sector labor relations statutes define?
Q3) The employees of the U.S._____ are not subject to the Federal Service Labor-Management Relations Act (FSLMRA).
A) Transport Services
B) Judicial Service
C) Military Service
D) Postal Service
Q4) What is the opinion given in Postal Clerks v.Bloun,regarding public sector employees' right to strike?
A) Public sector employees are entitled to their constitutional right to strike.
B)Public sector employees can strike with the permission of the Supreme Court.
C) Public sector employees have the right to strike subject to a time limit.
D) Public sector employees do not have the right to strike.
Q5) Wages for most federal employees are not subject to collective bargaining because they are determined by:
A) statutes.
B) principle of fairness.
C) precedents.
D) federal treatises.
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Chapter 20: Occupational Safety And Health
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Q1) In _____,the court held that the Occupational Safety and Health Administration was precluded from exerting its jurisdiction over offshore oil platforms because of the coverage by the Coast Guard and the Geological Survey.
A) Ben v.Sam.
B) Marshall v.Nichols
C) Marshall v.Barlow's Inc
D) Wood v.Department of Labor
Q2) When a worker dies in the factory because the employer failed to provide necessary safety in workplace,the investigating officer appointed under Occupational Safety and Health Act is known as:
A) a federal investigator.
B) an OSHA representative.
C) a compliance official.
D) an inspector.
Q3) OSHA's occupational safety and health standards are enforced through:
A) compliance to the variances issued by the Secretary of Labor.
B) company records of employee health issues and deaths.
C) third party data providers on health standards.
D) physical inspections of workplaces.
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Chapter 21: The employee s safety nets: unemployment
and workers compensation social security and retirement plans
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Q1) Which of the following is not true of the Employee Retirement Income Security Act (ERISA)?
A) It sets standards of conduct and responsibility upon pension fund fiduciaries.
B) It applies to plans maintained solely for the purpose of complying with state workers' ? compensation.
C) It requires pension plan administrators to disclose relevant financial information to employees and the government.
D) It provides legal remedies to employees and their beneficiaries in the event of violations.
Q2) The disqualifications of an out-of-work employee include: A) unemployment.
B) current welfare benefits.
C) willful misconduct.
D) whistleblowing.
Q3) What can disqualify an out-of-work worker from receiving unemployment compensation?
Q4) What are the three major benefits that fall under the Social Security system?
Q5) Explain the concept of a fiduciary.
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Chapter 22: The fair labor standards act
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Q1) In Mumby v.Pure Energy Services,the court found that Pure Energy failed to compensate the plaintiffs for A) vacation time.
B) medical leave.
C) weekly overtime.
D) None of the above.
Q2) In Ruffin v.Entertainment of the Eastern Panhandle,the plaintiff was found:
A) not an employee for FLSA purposes.
B) an employee for FLSA purposes.
C) an independent contractor for FLSA purposes.
D) None of the above.
Q3) Explain the term "workweek".
Q4) As on July 24,2009 the minimum wages for nonexempt employees is _____ per hour.
A) $ 5.25
B) $ 7.25
C) $ 6.25
D) $ 4.25
Q5) How did the NIRA come into effect?
Q6) Can employees file a suit to recover back wages and overtime pay? If so,what are the limitations for FLSA violations?
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