Question 41 (1 point)

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Courts have held employers responsible for the harassing actions of their employees, whether or not the employer was aware of the harassment. Beginning in 1986, the Supreme Court issued a number of rulings to clarify employer responsibilities in the prevention of sexual harassment. In one such ruling, the Supreme Court found that employers are responsible for actions of those they employee and have a responsibility to control them. Going further, the Court determined that a supervisor need not make an explicit threat of an adverse tangible employment action (TEA), which the Court defined as a significant change in employment status, such as hiring, firing, failing to promote, reassignment with significantly different responsibilities, or a decision causing a significant change in benefits in order for harassment to be actionable. In which case was that Court ruling provided?

Question 41 options:

a)	Harris v. Forklift Systems (1993)

b)	Meritor Savings Bank v. Vinson (1986)

c)	Faragher v. City of Boca Raton (1998)

d)	Burlington Industries v. Ellerth (1998)

Question 42 (1 point)

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In 1991, Senator Robert Dole introduced legislation known as the Glass Ceiling Act, which was eventually signed into law as an amendment to Title II of the Civil Rights Act of 1991. The act established a commission whose purpose was to determine whether a glass ceiling existed and, if it did, to identify the barriers to placing more women and minorities in senior management positions. The commission found that although CEOs understood the need to include women and minorities in the ranks of senior management, this belief wasnt shared at all levels in the organization. The study went on to identify three barriers that prevented women and minorities from advancing to senior levels. Which of the following is not one of the three barriers identified by the commission?

Question 42 options:

a)	Economic barriers

b)	Governmental barriers

c)	Societal barriers

d)	Internal barriers

Question 43 (1 point)

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Congress enacted the Uniformed Services Employment and Reemployment Rights Act (USERRA) in 1994 to protect the rights of reservists called to active duty in the armed forces. Recent revisions in 2006 clarified some of the requirements previously issued. Some of its stipulations regarded notice requirements. All of the following notice requirements were part of those revisions to clarify requirements except

Question 43 options:

a)	To be eligible for reemployment rights, service members must report back to work within time frame that vary according to the length of service.

b)	If an employee is unable to give notice, a military representative may provide the notice.

c)	If military necessity prevents advance notice, or if giving a notice is impossible or unreasonable, employees are not protected by USERRA.

d)	In most circumstances, employees must give verbal or written notice to the employer that they have been called to active service.

Question 44 (1 point)

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Common-law doctrine of employment at-will provides employees with the right to leave a job at any time, with or without notice. Other common-law doctrines place responsibilities on employees in the employment relationship as well. ________________ requires employees to act within the authority granted by the employer and to follow the employers reasonable and legal policies, procedures, and rules.

Question 44 options:

a)	Duty of diligence

b)	Duty of compliance

c)	Duty of loyalty

d)	Duty of obedience

Question 45 (1 point)

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Employers need a consistent and understandable means to communicate important information about how the company operates and what is expected of employees. ___________ are broad guidelines developed by the employer to guide organizational decisions.

Question 45 options:

a)	Procedures

b)	Codes of conduct

c)

Policies

d)	Work rules

Question 46 (1 point)

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The National Labor Relations Board (NLRB) found through the J. Wiengarten, Inc. case, that employees are entitled to have a union representative present at any investigatory interview that the employee believes could result in disciplinary action. Accordingly, this right requires all of the following except:

Question 46 options:

a)	If an employee requests that a co-worker be present, the employer may discontinue the interview until the co-worker arrives.

b)	The employer may decide not to conduct the interview at all, and make any disciplinary decision based on other facts.

c)	The employer is required to inform employees of this right.

d)	The employer may give the employee the choice of voluntarily waiving the Weingarten rights and continuing the interview or having the employer make disciplinary decisions without an interview.

Question 47 (1 point)

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The mediation process has several steps. Order the following steps in the mediation process.

i. Fact-finding ii. Introductions iii. Negotiating iv. Writing the agreement v. Structure vi. Options

Question 47 options:

a)	vi., v., iv., iii., ii., i.

b)	ii., v., i.,iii., vi., iv.

c)	v., ii., i., vi., iii., iv.

d)	i., ii., iii., iv., v., vi.

Question 48 (1 point)

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Strikes can be characterized as unlawful for several reasons. Which of the following is not one of the reasons strikes may be characterized as unlawful?

Question 48 options:

a)	Strikes are unlawful if they occur as a result of when the employer has committed an unfair labor practice and the employees strike in protest.

b)	Strikes are unlawful if they violate a no-strike clause in the contract.

c)	Lawful strikes can become unlawful if the strikers engage in serious misconduct.

d)	Strikes are unlawful if they support union unfair labor practices.

Question 49 (1 point)

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_______________ occurs when a union hires a person to apply for a job at an organization they have targeted. Once hired, the employee acts in much the same way as an inside organizer who was already employed by the company.

Question 49 options:

a)

Salting

b)

Seasoning

c)

Peppering

d)

Pickling

Question 50 (1 point)

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The purpose of a National Labor Relations Board (NLRB) election is to determine whether a majority of employees in the unit desire to be represented by the union. The National Labor Relations Act (NLRA) wont allow elections in some circumstances. These are commonly referred to as election bars. For the _______________, the NLRA prohibits an election in a bargaining unit has had a valid election during the preceding 12-month period.

Question 50 options:

a)	Contract bar

b)	Certification-year bar

c)	Statutory bar

d)	Prior-petition bar