Chapter 34 Employment, Immigration, and Labor Law. All Answers

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N.B.: TYPE indicates that a question is new, modified, or unchanged, as follows. N A question new to this edition of the Test Bank. + A question modified from the previous edition of the Test Ban... k. = A question included in the previous edition of the Test Bank. TRUE/FALSE QUESTIONS A1. Generally, under employment-at-will doctrine, an employer may fire an employee at any time for any reason. T PAGE: 658 TYPE: N NAT: AACSB Analytic AICPA Legal A2. Courts in a few states have held that all employment contracts an im¬plied covenant of good faith. T PAGE: 658 TYPE: N NAT: AACSB Analytic AICPA Legal A3. Whistleblowing occurs when an employer signals the end of a work day by sounding a buzzer, ringing a bell, or otherwise “blowing the whistle “ F PAGE: 660 TYPE: N NAT: AACSB Analytic AICPA Legal A4. Any employee who works more than eight hours per day must be paid overtime . F PAGE: 661 TYPE: N NAT: AACSB Analytic AICPA Legal A5. Children under fourteen years of age are not allowed to work. F PAGE: 661 TYPE: N NAT: AACSB Analytic AICPA Legal A6. A large business must provide notice before implementing a mass layoff. T PAGE: 663 TYPE: N NAT: AACSB Analytic AICPA Legal A7. Certain employers must provide their employees with up to twelve weeks of paid family or medical leave during any twelve-month period. F PAGE: 664 TYPE: N NAT: AACSB Analytic AICPA Legal A8. A violation of federal family and medical leave requirements may result in liability for an employer but not personal liability for a supervisor. F PAGE: 666 TYPE: N NAT: AACSB Analytic AICPA Legal A9. There is no general duty on employers to keep workplaces safe. T PAGE: 666 TYPE: N NAT: AACSB Analytic AICPA Legal A10. Only employees contribute under federal law to help pay for benefits that will partially make up for their loss of income on retirement. F PAGE: 667 TYPE: N NAT: AACSB Analytic AICPA Legal A11. To be eligible for unemployment compensation, a worker must be willing and able to work. T PAGE: 668 TYPE: N NAT: AACSB Analytic AICPA Legal A12. For works whose jobs have been terminated, federal law provides no right to continued health-care coverage. F PAGE: 669 TYPE: N NAT: AACSB Analytic AICPA Legal A13. Normally, if employees are informed that their communications are be¬ing monitored, they cannot expect those communications to be private. T PAGE: 670 TYPE: N NAT: AACSB Analytic AICPA Legal A14. Employers can require or cause employees, but not job applicants, to take lie-detector tests. F PAGE: 671 TYPE: N NAT: AACSB Analytic AICPA Legal A15. An employer must verify a prospective worker’s identity and eligibility for employment in the United States and abroad. F PAGE: 672 TYPE: N NAT: AACSB Analytic AICPA Legal A16. An employer who violates the law by hiring an unauthorized alien is subject only to the penalty of a forced discharge of the employee. F PAGE: 673 TYPE: N NAT: AACSB Analytic AICPA Legal A17. Employers and unions have a duty to bargain in good faith. T PAGE: 674 TYPE: N NAT: AACSB Analytic AICPA Legal A18. During a union election campaign, employers can undertake certain types of surveillance to identify union supporters. F PAGE: 675 TYPE: N NAT: AACSB Analytic AICPA Legal A19. Requiring union membership as a condition of continued employment is illegal in many states. T PAGE: 675 TYPE: + NAT: AACSB Analytic AICPA Legal A20. Workers have a right to refuse to cross a picket line of fellow workers who are engaged in a lawful strike. T PAGE: 677 TYPE: N NAT: AACSB Analytic AICPA Legal MULTIPLE CHOICE QUESTIONS A1. Myron is an employee of Nero. Either party can terminate the employ¬ment relationship at any time for any reason without liability. With re¬spect to the employment-at-will doctrine, this is a. an example of the doctrine. b. an exception based on contract theory. c. an exception based on public policy. d. an exception based on tort theory. A PAGE: 658 TYPE: = NAT: AACSB Reflective AICPA Legal A2. Richard is an employee of Stealth Security Company. Stealth discharges Richard for refusing to infiltrate a competitor’s organization to learn its trade secrets. With respect to the employment-at-will doctrine, this is a. an example of the doctrine. b. an exception based on contract theory. c. an exception based on public policy. d. an exception based on tort theory. C PAGE: 660 TYPE: N NAT: AACSB Reflective AICPA Legal A3. Emma, Frick, Glenda, and Huey are employees of different-sized employ¬ers in different industries. Under the Fair Labor Standards Act, a mini¬mum wage must be paid to employees in a. all industries. b. covered industries only. c. no industries. d. small-business industries only. B PAGE: 661 TYPE: = NAT: AACSB Reflective AICPA Legal A4. Jenna is fifteen years old. Under the Fair Labor Standards Act, Jenna cannot work a. in the entertainment industry. b. in a hazardous occupation. c. for her parents. d. in the delivery of newspapers. B PAGE: 661 TYPE: N NAT: AACSB Reflective AICPA Legal A5. Delicious Fruit-of-the-Month Company currently employs five hundred full-time workers and two hundred part-time seasonal workers. Because business has declined, Delicious plans to close a plant that employs more than fifty full-time workers. Advance notice of the layoff must be sent to a. affected workers or their union representative. b. all workers, even those who are not being laid off. c. potential customers and suppliers. d. no one. A PAGE: 663 TYPE: N NAT: AACSB Reflective AICPA Legal A6. Kato takes temporary family leave from his job at Lube & Oil Company to care for a new baby. During the leave, under the Family and Medical Leave Act, Lube & Oil must a. continue the employee’s health-care coverage. b. suspend the employee’s health-care coverage. c. terminate the employee’s health-care coverage. d. do nothing. A PAGE: 664 TYPE: N NAT: AACSB Reflective AICPA Legal A7. Miley takes temporary medical leave from her job at Lumber Mill Inc. to care for a parent with a serious health condition. When she attempts to return to work, Lumber Mill refuses to reinstate her. Under the Family and Medical Leave Act, Miley may obtain a. an award of key employee status but no injunctive or economic relief. b. a cease-and-desist order or other injunction but no economic award. c. double damages, job reinstatement, a promotion, and more. d. nothing. C PAGE: 666 TYPE: N NAT: AACSB Reflective AICPA Legal A8. Chuck works for Deepwater Drilling Corporation. While operating a Deepwater drill, Chuck suffers an injury. Under state workers’ compen¬sation laws, Chuck will be compensated only if a. he does not have health insurance. b. he is completely disabled. c. his injury was accidental. d. his injury was intentional. C PAGE: 667 TYPE: + NAT: AACSB Reflective AICPA Legal A9. Ewa is a current employee of Financial Accounting, Inc. Gomer, a former Financial employee who is currently unemployed, collects unemploy¬ment compensa¬tion. This is provided by a tax on a. Ewa and Gomer only. b. Ewa, Financial, and Gomer. c. Financial only. d. none of these parties. C PAGE: 668 TYPE: + NAT: AACSB Reflective AICPA Legal A10. Machine Operations, Inc. (MO), employs four hundred workers at three locations in three states. Workers who lose their jobs with MO have a right to continued health-care coverage under MO’s group plan unless they a. are fired for gross misconduct. b. are laid off for budgetary reasons. c. have their hours decreased from full-time to part-time. d. quit their jobs voluntarily. A PAGE: 669 TYPE: = NAT: AACSB Reflective AICPA Legal A11. Interstate Distribution, Inc. (IDI), provides its employees with an e-mail system. IDI notifies them that it will monitor their communications over the system. Some employees file a suit against IDI, claiming a violation of privacy. The court is most likely to hold that, with respect to commu¬nications over the e-mail system, a. the employees did not have a reasonable expectation of privacy. b. the employer violated the employees’ privacy rights. c. federal law prohibits the employer’s “intentional interception.” d. federal law prohibits the employees’ privacy claim. A PAGE: 670 TYPE: N NAT: AACSB Reflective AICPA Legal A12. First National Bank may subject its employees to lie-detector tests when investigating a. health and medical conditions. b. losses attributable to theft. c. prior work history. d. suspected drug use. B PAGE: 671 TYPE: = NAT: AACSB Reflective AICPA Legal A13. Hu, Ivan, and Juana apply to work for King Meatpacking Company. These individuals’ identities and eligibility to work must be verified by a. the employer. b. the individuals. c. the individuals’ countries of origin. d. the U.S. Citizenship and Immigration Services. A PAGE: 672 TYPE: N NAT: AACSB Reflective AICPA Legal A14. Southwestern Foods Corporation operates a packaging plant near the border between the United States and Mexico. Due to the location, it would be easier for Southwestern to employ noncitizens. It is legal for a U.S. employer to a. hire persons not authorized to work in the United States. b. recruit persons not authorized to work in the United States. c. refer for a fee persons not authorized to work in the United States. d. none of the choices. D PAGE: 672 TYPE: N NAT: AACSB Reflective AICPA Legal A15. Detailed Designs Company, an architectural firm, wants to hire Eduardo, a noncitizen. A temporary work visa is most likely to be set aside for a noncitizen who is a. a “person of ethnic similarity to the employer’s workforce.” b. a “person of extraordinary ability.” c. a “person of ordinary ability and ambition.” d. a “person with an extraordinary work ethic.” B PAGE: 673 TYPE: N NAT: AACSB Reflective AICPA Legal A16. Fedro is an employee of Earth & Sea Mining Company. Under federal law, Fedro and other employees have the right to a. bargain collectively with Earth & Sea through their representative. b. insist that Earth & Sea require union membership to work. c. require Earth & Sea to contribute financially to their union. d. refuse to bargain with Earth & Sea through their representative. A PAGE: 674 TYPE: + NAT: AACSB Reflective AICPA Legal A17. Residential Construction Company agrees with its employees’ union not to buy any nonunion-produced goods from other firms for use on Residential Construction job sites. This is a. a permissible secondary boycott. b. a prohibited secondary boycott. c. a technically legal secondary boycott. d. a unilateral one-party boycott. B PAGE: 675 TYPE: = NAT: AACSB Reflective AICPA Legal A18. During a union election campaign, Autowerks Repair, Inc., prohibits on-site, work-hour solicitations by any party, including Mechanics Union, which is seeking the workers’ unionization. This violates a. federal labor law. b. federal election law. c. federal solicitation law. d. no federal law. D PAGE: 675 TYPE: N NAT: AACSB Reflective AICPA Legal A19. Clerical Workers Union represents the employees of Miracle Medical Research Company. The management of the firm refuses to bargain with the union over the hiring of unnecessary workers. This most likely violates a. federal labor law. b. state right-to-work laws. c. federal wage-and-hour laws. d. no federal or state law. D PAGE: 677 TYPE: N NAT: AACSB Reflective AICPA Legal A20. Boz, a clerk for a Cheezy Burger, Inc., restaurant goes out on strike with the other employees. After the strike, Boz must be given his job back if there is still work at the restaurant and the strike was a. a lawful economic strike. b. an “excuse” for a few days off. c. an unjustified strike. d. an unlawful “practice” strike. A PAGE: 677 TYPE: N NAT: AACSB Reflective AICPA Legal ESSAY QUESTIONS A1. Borealis Power Company is subject to mandatory workers’ compensation laws in the states in which it does business. Chad and Dex work for Borealis as part of a crew that travels to remote locations to repair downed power lines and other damaged equipment. At a distant site, Chad is in¬jured in an accident that is entirely Dex’s fault. Chad files a claim for workers’ compensation. Should the claim be granted? What would be Borealis’s best defense against it? A2. Healthy Harvest Company runs a candy and fruit processing and pack¬aging plant. Most of Healthy Harvest’s business is done during holiday seasons, especially between Halloween and New Year’s Day, and in the spring. The company hires a large temporary workforce during its busi¬est times. Occasionally, a position opens for an individual with highly specialized skills, particularly to operate and maintain the company’s inventory and sales control systems. Can Healthy Harvest hire nonciti¬zens for its temporary, seasonal work? Can the company hire a nonciti¬zen with special skills for certain jobs? If so, what procedures must the employer follow in both situations to do this hiring? If not, how can Healthy Harvest be assured that it is hiring only citizens? [Show More]

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