1) Which of the following statutes regulates internal union affairs and establishes certain rights of union members?
•The Worker Adjustment and Retraining Notification Act
•The National Labor Relations Act
•The Labor Management Relations Act
•The Labor Management Reporting and Disclosure Act
2) Which of the following are protected classes under Title VII of the 1964 Civil Rights Act?
•Race, national origin, and sex
•Race, national origin, and alien status
•Race, national origin, and political affiliation
•Race, religion, and sexual orientation
3) What is the current status of right-to-work laws?
•If a state passes a right-to-work law, then individual employees will have to pay union dues even if they do not belong to the union.
•Congress has passed a law prohibiting states from passing right-to-work laws.
•If a state passes a right-to-work law, then individual employees cannot be forced to join a union.
•If a state passes a right-to-work law, then state and local government employees can unionize.
4) Under what conditions must an employer allow nonemployee union solicitation on company property?
•If the purpose is to solicit employees to change union representation rather than to solicit nonunion workers to join a union
•If the union is affiliated with another union that currently represents other employees of the company
•If the employees live in a company town such that it would be difficult to solicit the employees off company property
•If there is currently no union representing the company's employees
5) Which of the following powers does the Equal Employment Opportunity Commission have?
•Pass amendments to the 1972 Amendments to the Civil Rights Act of 1964
•Legislate antidiscrimination statutes
•File suits to enforce antidiscrimination statutes on behalf of complainants
•Pass amendments to the Civil Rights Act of 1964 and other antidiscrimination statutes
6) In a hostile work environment sexual harassment claim, the employer will have a successful defense if the employer can show which of the following?
•The employee was offended by conduct in the workplace and that the employer in good faith did not consider the conduct to be offensive and therefore did not seek to correct or prevent it.
•The employer took reasonable care to prevent or correct the conduct and the employee did not take advantage of corrective or preventive opportunities of the employer to remedy the situation.
•The employee stands to personally gain if the persons engaging in the sexual harassment are reprimanded regardless of whether or not the employer did anything to remedy the situation or take corrective action.
•There were no adverse consequences to the employee's work status, such as a demotion or denied promotion, even though the employer did not proactively address the situation.
7) Which of the following statements is true about workers' compensation?
•If the employee is dissatisfied with the amount received under the workers' compensation system, the employee generally then can file an ordinary lawsuit.
•The employer can avoid liability if the injured employee was contributorily negligent in causing the injury.
•The employer is strictly liable for employment-related injuries, and the claim is filed through an administrative procedure rather than an ordinary lawsuit.
•The employee must decide whether to seek a workers' compensation payment or file an ordinary lawsuit against the employer