True / False
1. Employment-at–will means that, unless a contract holds otherwise, employers are free to fire workers at any time
for any reason and employees are free to quit their jobs at any time for any reason.
a. True
b. False
2. In most states, an employee may not be terminated at–will for refusing to commit an illegal act.
a. True
b. False
3. If an at-will employee is fired for reporting for refusing to commit an illegal act, the termination may be in violation
of public policy.
a. True
b. False
4. If an at-will employee is fired for refusing to commit an unethical act, the termination may be in violation of public
policy.
a. True
b. False
5. An at-will employee may be fired for leaving work to report for jury duty.
a. True
b. False
6. An at–will employee legally may be fired for filing for bankruptcy if the employer believes it is an indication that the
employee may not be trustworthy.
a. True
b. False
7. If an at–will employee is fired for reporting for jury duty, the termination may be in violation of public policy.
a. True
b. False
8. If an at-will employee is fired for filing for workers’ compensation benefits, the employer’s action may be in
violation of public policy.
a. True
b. False
9. Public policy exceptions to the at-will employment rule are common bases for suits by employees wrongfully
dismissed.
a. True
b. False
10. The whistle-blower exception to at–will employment status is an exception to collective bargaining agreements.
a. True
b. False
11. The whistle-blower exception to at–will employment status is more common for government workers.
a. True
b. False
12. Several states have created a “whistle blower” exception to the doctrine of employment-at-will.
a. True
b. False
13. A public policy exception to employment at–will gives the employee the right to sue for wrongful discharge, which is
a tort.
a. True
b. False
14. A public policy exception to employment at–will gives the employee the right to sue for wrongful discharge, which is
a violation of the employment contract.
a. True
b. False
15. A public policy exception to employment at–will gives the employee the right to sue for wrongful discharge. Such
suits are quite common.
a. True
b. False
16. In Ballalatak v. All Iowa Agriculture Assn. the Iowa Supreme Court held that a supervisor at a company had the
right to fight for worker compensation rights for other employees and not be fired for doing so.
a. True
b. False
17. In Ballalatak v. All Iowa Agriculture Assn. the Iowa Supreme Court held that a supervisor who reported that his
company may cheat some employees out of worker compensation benefits would receive whistle-blower protection.
a. True
b. False
18. Certain contracts as a part of the employment relationship are held to violate public policy.
a. True
b. False
19. Exculpatory agreements are when an employee agrees not to sue his employer for injuries suffered on the job.
a. True
b. False
20. Exculpatory agreements as part of the employment process are generally held in disfavor by the courts.
a. True
b. False
21. Exculpatory agreements as part of the employment relationship are usually allowed if they are bargained for
between employer and employee.
a. True
b. False
22. Anti-raiding covenants are when one company contracts with another company not to raid it in an effort to hire
away any of its employees.
a. True
b. False
23. Anti-raiding covenants, by which an employee signs an agreement not to hire away other employees in employment
in the future, are illegal in all states.
a. True
b. False
24. Anti-raiding covenants, when a company has employees agree not to hire company employees in the future for
another firm, are upheld in most states in certain circumstances.
a. True
b. False
25. Noncompete agreements are when one firm agrees not to compete with another firm by hiring away its employees.
a. True
b. False
26. Noncompete agreements are when an employer has employees sign agreements not to compete with the employer
in the future.
a. True
b. False
27. Noncompete agreements are legal in some states and generally illegal in other states.
a. True
b. False
28. In Zambelli Fireworks v. Wood the appeals court held that the noncompete agreement Wood had signed with his
former employer, Zambelli, was too restrictive and could not be enforced.
a. True
b. False
29. In Zambelli Fireworks v. Wood the appeals court held that the noncompete agreement Wood had signed with his
former employer, Zambelli, was reasonable and could be enforced.
a. True
b. False
30. In Zambelli Fireworks v. Wood the appeals court held that the trade secret protection in Wood’s employment
contract could be enforced, but he could not be prevented from working for a competitor.
a. True
b. False
31. Estimates are that about one in eight working-age people have a substance abuse problem at one time or another.
a. True
b. False
32. A major concern of businesses about substance abuse is that it leads to higher medical insurance costs.
a. True
b. False
33. Employers are not liable for the negligent acts of their employees who illegally abuse drugs at work.
a. True
b. False
34. The U.S. Chamber of Commerce found that workers who are substance abusers are no more likely that any other
worker to suffer an injury or to cause one.
a. True
b. False
35. Substance abuse in the workplace is estimated to cost employers about $50 billion a year.
a. True
b. False
36. Substance abuse in the workplace is estimated to cost employers about $250 billion a year.
a. True
b. False
37. Most companies provide employees with assistance programs to deal with alcohol and other substance-abuse
problems.
a. True
b. False
38. The federal government mandates that all companies with annual revenues of $5 million or more must have drug
testing programs in place.
a. True
b. False
39. The Drug-Free Workplace Act requires all large employers to adopt drug testing procedures.
a. True
b. False
40. Under federal law, airline pilots must be tested for drug and alcohol use by their employers.
a. True
b. False
41. Under federal law, commercial truck drivers must be tested for drug and alcohol use if they are in an accident.
a. True
b. False
42. State laws vary in how they resolve various drug-related employment issues.
a. True
b. False
43. Almost half the states have adopted laws forbidding employers from giving drug tests to job applicants.
a. True
b. False
44. Substance abuse policies put in place by employers are strictly an internal company concern, and are not affected
by state or federal legal laws.
a. True
b. False
45. It is likely that a company has the right to test prospective employees for drug use in a pre-employment screening.
a. True
b. False
46. Employers may give employees a drug test only if they are offered employment, not before.
a. True
b. False
47. The random drug testing of employees engaged in non-sensitive work, at the discretion of their superiors, may lead
to legal challenges by such employees.
a. True
b. False
48. If an employee fails a drug test, giving the employee a second test is generally good policy.
a. True
b. False
49. By federal law, substance abuse policies are entirely at the discretion of the employer and need not be announced
to employees.
a. True
b. False
50. The Occupational Safety and Health Act requires employers to follow health and safety standards issued by
OSHA.
a. True
b. False
51. OSHA inspects each work place at least every other year.
a. True
b. False
52. The Supreme Court has held that because of the importance of worker safety and health, inspections by OSHA
may be conducted without warrants so employers do not have time to hide problems.
a. True
b. False
53. Employers may not punish workers who exercise rights guaranteed to them by OSHA.
a. True
b. False
54. OSHA inspectors must follow rigid guidelines that give them little discretion; to do otherwise allows discriminatory
treatment that has been held illegal.
a. True
b. False
55. Every safety violation found by OSHA inspectors must be reported.
a. True
b. False
56. In In Caterpillar Logistics Services v. Solis, where an employee claimed to suffer an on–the–job injury, but
Caterpillar’s experts said the problem was from a preexisting condition, but OSHA (Department of Labor) held
that it was a work injury, the court of appeals held that OSHA failed to properly consider expert testimony from
Caterpillar.
a. True
b. False
57. In Caterpillar Logistics Services v. Solis, where an employee claimed to suffer an on-the-job injury, but
Caterpillar’s experts said the problem was from a preexisting condition, but OSHA (Department of Labor) held
that it was a work injury, the court of appeals held that the decision of OSHA is final and not subject to court
review..
a. True
b. False
58. IIn Caterpillar Logistics Services v. Solis, where an employee claimed to suffer an on–the-job injury, but
Caterpillar’s experts said the problem was from a preexisting condition, but OSHA (Department of Labor) held
that it was a work injury, the court of appeals held that it must defer to the expertise of the agency and that its
decision was not clearly “in error.”
a. True
b. False
59. Penalties that employers may be assessed for violations of OSHA regulations may not exceed $1000 per day.
a. True
b. False
60. Violations of OSHA regulations are civil, there are no criminal penalties.
a. True
b. False
61. Penalties for violations of OSHA regulations may run into the millions of dollars.
a. True
b. False
62. Under the hazard communication standard, an employer must develop a written hazard communication program.
a. True
b. False