Write the answers of the question related to the topic "Legal Compliance "
The Employment Relationship/ Questions [true/false]
1. The employer-employee relationship is the most prevalent type of employment relationship.
2. Employment contracts may be written but not in oral form.
3. The specificity of the language used in an employment contract must be very extensive.
4. The formal agreement which specifies the employment terms and conditions for the employee and employer is called an employment contract.
5. An employer does not incur any legal responsibilities or liabilities regarding its employees.
6. The common law principle of employment-at-will says that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time, but only for certain reasons.
7. There are some restrictions on employment-at-will, such as statutory requirements for nondiscriminatory termination.
8. An independent contractor is legally considered an employee of the employer who hired him/her.
9. If an employer hires an independent contractor, it may reduce the employer's exposure to laws and regulations governing the employment relationship.
10. A person is more likely to be considered an independent contractor if they work without supervision or oversight from the employer.
11. Temporary employees are considered to be employees of the temporary help agency that obtained them through its own staffing process.
12. Court cases suggest that permatemps (employees from a staffing agency who have been with the employer for extended period of time) are still exclusively considered employees of the staffing agency.
Multiple Choice Questions
13. Regarding employment contracts, ________.
A. both written and oral contracts are enforceable
B. employment-at-will is defined under set-term contracts
C. most employees have a contractual right to be discharged only for cause
D. all of the above are correct
14. The most prevalent form of the employment relationship is _________.
A. independent contractor
B. employer-employee
C. temporary employee
D. employer-employer
15. The common law principle which states that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time is called _________.
A. employment-at-will
B. affirmative action
C. equal employment opportunity
D. a consent decree
16. An example of an exception to the principle of employment-at-will would be _________.
A. employers cannot discharge employees on the basis of poor performance
B. employers cannot discharge employees on the basis of race
C. employers cannot discharge employees for stealing from the company
D. none of the above
17. Which of the following statements is regarding independent contractors?
A. An independent contractor is a legal employee of the company which hired him/her.
B. Using an independent contractor increases the employer's exposure to laws and regulations governing the employment relationship.
C. Using an independent contractor frees an employer from the tax withholding and tax payment obligations it has for its employees.
D. Using an independent contractor substantially increases the right of the employer to control the contractor.
18. Which of the following factors increase the likelihood that a worker will be considered an independent contractor?
A. The independent contractor works without supervision or oversight from the employer.
B. The independent contractor sets his or her own work hours.
C. The independent contractor is paid by the project rather than by the time spent.
D. All of the above.
19. Which of the following is regarding temporary employees?
A. Temporary employees are considered to be employees of the organization which is using their services, not the temporary help agency.
B. During job assignments, temporary workers are on the payroll of the organization using their services.
C. Use of temporary workers can often raise issues of "co-employment."
D. All of the above are correct.
20. What can employers do to ensure that permatemps, that is, individuals from staffing firms who have long-term relationships with an employer, are not considered employees of their firm?
A. Never exercise direct control over these people and treat them separate from regular employees.
B. Ensure they provide sufficient training and supervision.
C. Provide permatemps with special hats indicating their status as temporary.
D. None of the above are correct