Question 1

HIPAA applies primarily to:

Accepted Answer

A) health care providers 
B) hospitals receiving Medicare payments 
C) self-insured companies 
D) all firms contracting with the federal government 
E) a and c
F)none of these 
A) health care providers 
B) hospitals receiving Medicare payments 
C) self-insured companies 
D) all firms contracting with the federal government 
E) a and c
F)none of these E

Question 2

Conduct that is "outrageous" is required to establish:

Accepted Answer

A) a privacy tort claim 
B) infliction of emotional distress 
C) false imprisonment 
D) malicious prosecution 
E) none of the above 
A) a privacy tort claim 
B) infliction of emotional distress 
C) false imprisonment 
D) malicious prosecution 
E) none of the above B

Question 3

Which of the following torts has as a required element of proof,the matter is not of legitimate concern to the public.

Accepted Answer

A) intrusion upon seclusion 
B) public disclosure of private facts 
C) placement in a false light 
D) intentional infliction of emotional distress 
A) intrusion upon seclusion 
B) public disclosure of private facts 
C) placement in a false light 
D) intentional infliction of emotional distress B

Question 4

Which of the following laws mandates that medical information obtained from current employees must be job-related and consistent with business necessity?

Accepted Answer

A) The Privacy Act 
B) The Americans with Disabilities Act 
C) The National Labor Relations Act 
D) The Occupational Safety and Health Act 
A) The Privacy Act 
B) The Americans with Disabilities Act 
C) The National Labor Relations Act 
D) The Occupational Safety and Health Act

Question 5

1.Why is each of the following good legal advice
-Information about employee misconduct derived from investigations should be treated as confidential and shared only with those who have a legitimate need to know

Accepted Answer

Public disclosure of private f

Question 6

Your boss has told you that he suspects that his wife (whose desk is next to yours)is cheating on him,and having an affair with another man.Because your desk is next to hers,he has asked you to check her computer for evidence of this when she steps away from her desk,which she frequently must do.In the past,she has asked you to watch for urgent emails from customers and others while she was gone,and to page her,which you have done.So even if she came back unexpectedly and found you at her computer,it would probably not arouse her suspicion.Although you are reluctant to do this,he is your boss,and could make things difficult for you.What should you do?

Accepted Answer

A) Do it even though you're reluctant to do so. You have nothing to lose and everything to gain. If it turns out she is having an affair, he needs to know, and if there's no evidence of it, he will be relieved - and grateful. 
B) Don't do it, even though your boss will may not understand. Tell him that if the situation were reversed, that is, if she was asking you to spy on him, you wouldn't do that, either. Tell him that this is a private matter, between him and her. Hope that he understands. 
A) Do it even though you're reluctant to do so. You have nothing to lose and everything to gain. If it turns out she is having an affair, he needs to know, and if there's no evidence of it, he will be relieved - and grateful. 
B) Don't do it, even though your boss will may not understand. Tell him that if the situation were reversed, that is, if she was asking you to spy on him, you wouldn't do that, either. Tell him that this is a private matter, between him and her. Hope that he understands.

Question 7

1.Why is each of the following good legal advice
-Employers should carefully consider whether or how to use third parties in workplace investigations

Accepted Answer

Fair Credit Reporting Act - If third par

Question 8

1.Why is each of the following good legal advice
-Employers should adopt workplace privacy policies

Accepted Answer

Reasonable expectation of priv

Question 9

1.Why is each of the following good legal advice
-Interrogations of employees suspected of wrongdoing should be kept as brief as possible

Accepted Answer

False imprisonment claims beco

Question 10

Under the Employee Polygraph Protection Act:

Accepted Answer

A) employees have a right to review all questions before the test begins 
B) employees can be disciplined or discharged for refusal to submit to a polygraph 
C) employees cannot terminate a polygraph exam once it has begun if they have voluntarily consented to the exam 
D) all of the above 
E) none of the above 
A) employees have a right to review all questions before the test begins 
B) employees can be disciplined or discharged for refusal to submit to a polygraph 
C) employees cannot terminate a polygraph exam once it has begun if they have voluntarily consented to the exam 
D) all of the above 
E) none of the above

Question 11

The Privacy Act requires:

Accepted Answer

A) that covered employers adopt written workplace privacy policies 
B) that employees be informed if they are subject to monitoring or surveillance in the workplace 
C) that medical records must be kept confidential and separate from personnel files 
D) all of the above 
E) none of the above 
A) that covered employers adopt written workplace privacy policies 
B) that employees be informed if they are subject to monitoring or surveillance in the workplace 
C) that medical records must be kept confidential and separate from personnel files 
D) all of the above 
E) none of the above

Question 12

Regarding surveillance and video monitoring of employees,it is correct to say all of the following EXCEPT:

Accepted Answer

A) before surveillance or video monitoring of employees can take place, a search warrant must be obtained 
B) surveillance and video monitoring of employees can take place in all places open to public view, without the need for a search warrant 
C) all employees, public and private, have some reasonable expectation of privacy at work 
D) none of these is true 
A) before surveillance or video monitoring of employees can take place, a search warrant must be obtained 
B) surveillance and video monitoring of employees can take place in all places open to public view, without the need for a search warrant 
C) all employees, public and private, have some reasonable expectation of privacy at work 
D) none of these is true

Question 13

Regarding employer searches of employees at the workplace,which of the following is true?

Accepted Answer

A) generally, employers may conduct searches of employee workplaces, although obtaining consent is best 
B) all such searches should be conducted in a reasonable manner 
C) evidence obtained through searches must be handled carefully 
D) all of these are true 
A) generally, employers may conduct searches of employee workplaces, although obtaining consent is best 
B) all such searches should be conducted in a reasonable manner 
C) evidence obtained through searches must be handled carefully 
D) all of these are true

Question 14

The Electronic Communications Privacy Act:

Accepted Answer

A) prohibits the intentional interception of electronic communications 
B) prohibits the monitoring of computer use by employers 
C) prohibits the accessing of stored e-mail messages by employers 
D) all of the above 
E) none of the above 
A) prohibits the intentional interception of electronic communications 
B) prohibits the monitoring of computer use by employers 
C) prohibits the accessing of stored e-mail messages by employers 
D) all of the above 
E) none of the above

Question 15

Jordan has just graduated and has started a new job as an investment banker.After her conditional offer of employment,she took a company required medical exam and then when she applied for company life insurance coverage,she was required to take a second medical exam.Although she is currently an avid cyclist and very healthy,in the past she had experienced certain problems.In her freshman year,she suffered through a problem pregnancy and a resultant still birth.As a result,she underwent an involuntary hysterectomy to save her life.She was devastated that at 19 years old she would never be able to have a child and suffered from depression.She underwent intensive psychological counseling for six months and is currently very well adjusted and other than some regret,she has accepted her fate.Both her demeanor and appearance are both normal and fit.She is however,a very private person and is concerned that her personal information could become public.What would you tell her about the laws that protect her?

Accepted Answer

Neither her mental or physical condition

Question 16

1.Why is each of the following good legal advice
-Employers should generally allow employees access to their personnel files and obtain their consent before disclosing information about employees.

Accepted Answer

For federal government employees,access

Question 17

Under the OSH Act,records of an employee's exposure to toxins must be kept for:

Accepted Answer

A) 5 years 
B) 10 years 
C) 20 years 
D) 30 years 
A) 5 years 
B) 10 years 
C) 20 years 
D) 30 years

Question 18

A department store clerk learns that her employer has placed a hidden video camera in the employee changing room.If she sues,the claim would most likely be for:

Accepted Answer

A) violation of her 4ᵗʰ Amendment right to be free from unreasonable search or seizure 
B) intrusion upon seclusion 
C) public disclosure of private facts 
D) false imprisonment 
E) appropriation of a name or likeness 
A) violation of her 4ᵗʰ Amendment right to be free from unreasonable search or seizure 
B) intrusion upon seclusion 
C) public disclosure of private facts 
D) false imprisonment 
E) appropriation of a name or likeness

Question 19

Employers may conduct hidden video surveillance of employees:

Accepted Answer

A) in bathrooms and locker rooms if the employer suspects drug use or other illegal activities 
B) in private offices because the office is part of the employer's property 
C) in the company parking lot 
D) all of the above 
E) none of the above 
A) in bathrooms and locker rooms if the employer suspects drug use or other illegal activities 
B) in private offices because the office is part of the employer's property 
C) in the company parking lot 
D) all of the above 
E) none of the above

Question 20

Regarding workplace privacy,which of the following statements is NOT true?

Accepted Answer

A) under the 4ᵗʰ Amendment to the U.S. Constitution, federal government employees enjoy protection from unreasonable searches and seizures while at work 
B) under the 4ᵗʰ Amendment to the U.S. Constitution, private employees enjoy protection from unreasonable searches and seizures while at work if their employers are federal contractors 
C) searches of a private employee's work area must be reasonable in scope 
D) to assert privacy rights, employees must be able to demonstrate a reasonable expectation of privacy 
A) under the 4ᵗʰ Amendment to the U.S. Constitution, federal government employees enjoy protection from unreasonable searches and seizures while at work 
B) under the 4ᵗʰ Amendment to the U.S. Constitution, private employees enjoy protection from unreasonable searches and seizures while at work if their employers are federal contractors 
C) searches of a private employee's work area must be reasonable in scope 
D) to assert privacy rights, employees must be able to demonstrate a reasonable expectation of privacy

HIPAA applies primarily to:

Conduct that is "outrageous" is required to establish:

Which of the following torts has as a required element of proof,the matter is not of legitimate concern to the public.

Which of the following laws mandates that medical information obtained from current employees must be job-related and consistent with business necessity?

1.Why is each of the following good legal advice -Information about employee misconduct derived from investigations should be treated as confidential and shared only with those who have a legitimate need to know

1.Why is each of the following good legal advice -Employers should carefully consider whether or how to use third parties in workplace investigations

1.Why is each of the following good legal advice -Employers should adopt workplace privacy policies

1.Why is each of the following good legal advice -Interrogations of employees suspected of wrongdoing should be kept as brief as possible

Under the Employee Polygraph Protection Act:

The Privacy Act requires:

Regarding surveillance and video monitoring of employees,it is correct to say all of the following EXCEPT:

Regarding employer searches of employees at the workplace,which of the following is true?

The Electronic Communications Privacy Act:

1.Why is each of the following good legal advice -Employers should generally allow employees access to their personnel files and obtain their consent before disclosing information about employees.

Under the OSH Act,records of an employee's exposure to toxins must be kept for:

A department store clerk learns that her employer has placed a hidden video camera in the employee changing room.If she sues,the claim would most likely be for:

Employers may conduct hidden video surveillance of employees:

Regarding workplace privacy,which of the following statements is NOT true?

Overview of Employment Law

The Employment Relationship

Overview of Employment Discrimination

Recruitment, Applications, and Interviews

Background Checks, References, and Verifying Employment Eligibility

Employment Tests

Hiring and Promotion Decisions

Affirmative Action

Harassment

Reasonably Accommodating Disability and Religion

Work-life Conflicts and Other Diversity Issues

Wages, Hours, and Pay Equity

Benefits

Unions & Collective Bargaining

Occupational Safety and Health

Performance Appraisals, Training and Development

Terminating Individual Employees

Downsizing, Unemployment Insurance, and Other Post-termination Issues

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Exam 17: Privacy on the Job: Information, Monitoring and Investigations

HIPAA applies primarily to:

Conduct that is "outrageous" is required to establish:

Which of the following torts has as a required element of proof,the matter is not of legitimate concern to the public.

Which of the following laws mandates that medical information obtained from current employees must be job-related and consistent with business necessity?

1.Why is each of the following good legal advice -Information about employee misconduct derived from investigations should be treated as confidential and shared only with those who have a legitimate need to know

1.Why is each of the following good legal advice -Employers should carefully consider whether or how to use third parties in workplace investigations

1.Why is each of the following good legal advice -Employers should adopt workplace privacy policies

1.Why is each of the following good legal advice -Interrogations of employees suspected of wrongdoing should be kept as brief as possible

Under the Employee Polygraph Protection Act:

The Privacy Act requires:

Regarding surveillance and video monitoring of employees,it is correct to say all of the following EXCEPT:

Regarding employer searches of employees at the workplace,which of the following is true?

The Electronic Communications Privacy Act:

1.Why is each of the following good legal advice -Employers should generally allow employees access to their personnel files and obtain their consent before disclosing information about employees.

Under the OSH Act,records of an employee's exposure to toxins must be kept for:

A department store clerk learns that her employer has placed a hidden video camera in the employee changing room.If she sues,the claim would most likely be for:

Employers may conduct hidden video surveillance of employees:

Regarding workplace privacy,which of the following statements is NOT true?

Overview of Employment Law

The Employment Relationship

Overview of Employment Discrimination

Recruitment, Applications, and Interviews

Background Checks, References, and Verifying Employment Eligibility

Employment Tests

Hiring and Promotion Decisions

Affirmative Action

Harassment

Reasonably Accommodating Disability and Religion

Work-life Conflicts and Other Diversity Issues

Wages, Hours, and Pay Equity

Benefits

Unions & Collective Bargaining

Occupational Safety and Health

Performance Appraisals, Training and Development

Terminating Individual Employees

Downsizing, Unemployment Insurance, and Other Post-termination Issues

Filters