Question 1

Companies have the right to establish rules and policies for their workplace, so long as those rules do not violate the law.

Accepted Answer

A) True 
 B)False  True

Question 2

Quid pro quo sexual harassment is when a perpetrator, through language or conduct, creates an intimidating or hostile working environment for individuals of a particular gender.

Accepted Answer

A) True 
 B)False  False

Question 3

Upon return from FMLA leave, an employee does not ordinarily have to be re-instated in his original job or an equivalent one.

Accepted Answer

A) True 
 B)False  False

Question 4

An employee manual should contain which of the following policies?

Accepted Answer

A)  Disciplinary process 
B)  Payroll deductions 
C)  Anti-harassment and anti-discrimination 
D)  Employers right to modify policies 
E)  All of the above are appropriate. 
A)  Disciplinary process 
B)  Payroll deductions 
C)  Anti-harassment and anti-discrimination 
D)  Employers right to modify policies 
E)  All of the above are appropriate.

Question 5

A particular employee monitoring technique is legal only if:

Accepted Answer

A)  The employee had a legitimate expectation of privacy, for example, in a restroom 
B)  The monitoring was performed for work and non-work related purposes 
C)  It was performed in a non-discriminatory manner 
D)  The employees were not aware of the monitoring 
A)  The employee had a legitimate expectation of privacy, for example, in a restroom 
B)  The monitoring was performed for work and non-work related purposes 
C)  It was performed in a non-discriminatory manner 
D)  The employees were not aware of the monitoring

Question 6

Third party sexual harassment occurs when someone outside the workforce harasses an employee, or is harassed by an employee.

Accepted Answer

A) True 
 B)False

Question 7

To protect employers from employees who unlawfully use company information to further their own interests, employers should ____.

Accepted Answer

A)  Label all proprietary documents as confidential. 
B)  Restrict employee access to sensitive company information. 
C)  Add a policy to the employee manual limiting the use and disclosure of company confidential information. 
D)  All of the above. 
A)  Label all proprietary documents as confidential. 
B)  Restrict employee access to sensitive company information. 
C)  Add a policy to the employee manual limiting the use and disclosure of company confidential information. 
D)  All of the above.

Question 8

The Lily Ledbetter Fair Pay Act of 2009 was enacted primarily to allow for equal pay to be paid to men and women for equal work.

Accepted Answer

A) True 
 B)False

Question 9

The Family Medical Leave Act of 1993 grants an eligible employee up to a total of 12 workweeks of unpaid leave for?

Accepted Answer

A)  The birth or placement of a child for adoption or foster care 
B)  The care of an immediate family member with a serious health condition 
C)  Medical leave when the employee is unable to work because of a serious health condition 
D)  All of the above. 
A)  The birth or placement of a child for adoption or foster care 
B)  The care of an immediate family member with a serious health condition 
C)  Medical leave when the employee is unable to work because of a serious health condition 
D)  All of the above.

Question 10

Which of the following statements are un

Accepted Answer

A)  An employee who quits his or her job for a non-work related reason is eligible for unemployment benefits. 
B)  An employee who is terminated, except for good cause in connection with their work performance, is generally eligible for unemployment benefits. 
C)  An employee who is terminated for habitual lateness or excessive absences on the job does not qualify for unemployment benefits. 
D)  An employee who is fired from his or her job based on drinking alcohol during work hours will be denied unemployment benefits. 
A)  An employee who quits his or her job for a non-work related reason is eligible for unemployment benefits. 
B)  An employee who is terminated, except for good cause in connection with their work performance, is generally eligible for unemployment benefits. 
C)  An employee who is terminated for habitual lateness or excessive absences on the job does not qualify for unemployment benefits. 
D)  An employee who is fired from his or her job based on drinking alcohol during work hours will be denied unemployment benefits.

Question 11

Vicarious Liability is being responsible for your own acts which result in an injury, harm, or damage to others.

Accepted Answer

A) True 
 B)False

Question 12

The federal law known as USERRA was enacted to _______.

Accepted Answer

A)  provide a guaranteed right for parents to take time off from work for maternity and/or paternity leave. 
B)  established child labor standards in the workplace. 
C)  protect the rights of those employees who voluntarily or involuntarily leave work to go into the military. 
D)  allow employers to purchase liability insurance that covers illegal acts of discrimination. 
A)  provide a guaranteed right for parents to take time off from work for maternity and/or paternity leave. 
B)  established child labor standards in the workplace. 
C)  protect the rights of those employees who voluntarily or involuntarily leave work to go into the military. 
D)  allow employers to purchase liability insurance that covers illegal acts of discrimination.

Question 13

A hospitality manager may require employees to sign a non-solicitation agreement, which prohibits the employees from _____.

Accepted Answer

A)  recruiting, soliciting or hiring away fellow employees. 
B)  selling Girl Scout cookies in the break room. 
C)  giving less than 2 weeks-notice of resignation from employment. 
D)  None of the above are appropriate. 
A)  recruiting, soliciting or hiring away fellow employees. 
B)  selling Girl Scout cookies in the break room. 
C)  giving less than 2 weeks-notice of resignation from employment. 
D)  None of the above are appropriate.

Question 14

Discrimination against marital status by an employer is a federally protected right under Title VII of the Civil Rights Act of 1964, as amended.

Accepted Answer

A) True 
 B)False

Question 15

In many countries overseas, employers do not have the luxury of "employment at will" and may be prohibited from terminating the employment relationship.

Accepted Answer

A) True 
 B)False

Question 16

If two employees in a large restaurant company tell offensive jokes to each other in the workplace which of the following is

Accepted Answer

A)  employees who overhear the jokes may have a claim against their employer for a hostile work environment. 
B)  the joke telling employees will not be held accountable if they did not mean to offend anyone since intent to harm is one of the key elements of the claim. 
C)  since the offending employees did not touch anyone, they will not be legally liable. 
D)  private conversations are just that….private. 
A)  employees who overhear the jokes may have a claim against their employer for a hostile work environment. 
B)  the joke telling employees will not be held accountable if they did not mean to offend anyone since intent to harm is one of the key elements of the claim. 
C)  since the offending employees did not touch anyone, they will not be legally liable. 
D)  private conversations are just that….private.

Question 17

When a complaint is lodged, or when inappropriate activity is brought to the attention of management, the manager should wait to see if the charge is proven, and only then take action to investigate the charge.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following is correct?

Accepted Answer

A)  FUTA requires employers and employees to make a tax contribution. 
B)  FICA is a state law that funds Medicare programs. 
C)  WOTC allows employers to have a tax credit for hiring unemployed veterans. 
D)  ACA provides better coverage than Obamacare. 
A)  FUTA requires employers and employees to make a tax contribution. 
B)  FICA is a state law that funds Medicare programs. 
C)  WOTC allows employers to have a tax credit for hiring unemployed veterans. 
D)  ACA provides better coverage than Obamacare.

Question 19

An employer may not ordinarily legally terminate an employee if it is done?

Accepted Answer

A)  As a result of documented progressive discipline 
B)  To deny accrued benefits 
C)  Because of legitimate illness or absence from work 
D)  A and B 
E)  B and C 
A)  As a result of documented progressive discipline 
B)  To deny accrued benefits 
C)  Because of legitimate illness or absence from work 
D)  A and B 
E)  B and C

Question 20

Employee manuals should be kept up to date, and should clearly state that it is the employee who retains the right to revise the manual.

Accepted Answer

A) True 
 B)False

Companies have the right to establish rules and policies for their workplace, so long as those rules do not violate the law.

Quid pro quo sexual harassment is when a perpetrator, through language or conduct, creates an intimidating or hostile working environment for individuals of a particular gender.

Upon return from FMLA leave, an employee does not ordinarily have to be re-instated in his original job or an equivalent one.

An employee manual should contain which of the following policies?

A particular employee monitoring technique is legal only if:

Third party sexual harassment occurs when someone outside the workforce harasses an employee, or is harassed by an employee.

To protect employers from employees who unlawfully use company information to further their own interests, employers should ____.

The Lily Ledbetter Fair Pay Act of 2009 was enacted primarily to allow for equal pay to be paid to men and women for equal work.

The Family Medical Leave Act of 1993 grants an eligible employee up to a total of 12 workweeks of unpaid leave for?

Which of the following statements are un

Vicarious Liability is being responsible for your own acts which result in an injury, harm, or damage to others.

The federal law known as USERRA was enacted to _______.

A hospitality manager may require employees to sign a non-solicitation agreement, which prohibits the employees from _____.

Discrimination against marital status by an employer is a federally protected right under Title VII of the Civil Rights Act of 1964, as amended.

In many countries overseas, employers do not have the luxury of "employment at will" and may be prohibited from terminating the employment relationship.

If two employees in a large restaurant company tell offensive jokes to each other in the workplace which of the following is

When a complaint is lodged, or when inappropriate activity is brought to the attention of management, the manager should wait to see if the charge is proven, and only then take action to investigate the charge.

Which of the following is correct?

An employer may not ordinarily legally terminate an employee if it is done?

Employee manuals should be kept up to date, and should clearly state that it is the employee who retains the right to revise the manual.

Prevention Philosophy

Government Agencies That Impact the Hospitality Industry

Hospitality Business Structures

Business Contracts

Significant Hospitality Contracts

Legally Managing Property

Legally Selecting Employees

Your Responsibilities As a Hospitality Operator

Your Responsibilities As a Hospitality Operator to Guests

Your Responsibilities for Guests Property

Your Responsibilities When Serving Food and Beverages

Legal Responsibilities in Travel and Tourism

Safety and Security Issues

Managing Insurance

Filters

Exam 8: Legally Managing Employees

Companies have the right to establish rules and policies for their workplace, so long as those rules do not violate the law.

Quid pro quo sexual harassment is when a perpetrator, through language or conduct, creates an intimidating or hostile working environment for individuals of a particular gender.

Upon return from FMLA leave, an employee does not ordinarily have to be re-instated in his original job or an equivalent one.

An employee manual should contain which of the following policies?

A particular employee monitoring technique is legal only if:

Third party sexual harassment occurs when someone outside the workforce harasses an employee, or is harassed by an employee.

To protect employers from employees who unlawfully use company information to further their own interests, employers should ____.

The Lily Ledbetter Fair Pay Act of 2009 was enacted primarily to allow for equal pay to be paid to men and women for equal work.

The Family Medical Leave Act of 1993 grants an eligible employee up to a total of 12 workweeks of unpaid leave for?

Which of the following statements are un

Vicarious Liability is being responsible for your own acts which result in an injury, harm, or damage to others.

The federal law known as USERRA was enacted to _______.

A hospitality manager may require employees to sign a non-solicitation agreement, which prohibits the employees from _____.

Discrimination against marital status by an employer is a federally protected right under Title VII of the Civil Rights Act of 1964, as amended.

In many countries overseas, employers do not have the luxury of "employment at will" and may be prohibited from terminating the employment relationship.

If two employees in a large restaurant company tell offensive jokes to each other in the workplace which of the following is

When a complaint is lodged, or when inappropriate activity is brought to the attention of management, the manager should wait to see if the charge is proven, and only then take action to investigate the charge.

Which of the following is correct?

An employer may not ordinarily legally terminate an employee if it is done?

Employee manuals should be kept up to date, and should clearly state that it is the employee who retains the right to revise the manual.

Prevention Philosophy

Government Agencies That Impact the Hospitality Industry

Hospitality Business Structures

Business Contracts

Significant Hospitality Contracts

Legally Managing Property

Legally Selecting Employees

Your Responsibilities As a Hospitality Operator

Your Responsibilities As a Hospitality Operator to Guests

Your Responsibilities for Guests Property

Your Responsibilities When Serving Food and Beverages

Legal Responsibilities in Travel and Tourism

Safety and Security Issues

Managing Insurance

Filters