Employee And Employment Law! Trivia Quiz

1. Which of the following claims can be filed against an employer—even if it is at-will?

Defamation

Intentional infliction of emotional distress

Invasion of privacy

All of the above

All of the claims listed (defamation, intentional infliction of emotional distress, invasion of privacy) can potentially be filed against an employer, even if the employment is at-will. The at-will employment status means that an employer can terminate an employee for any reason or no reason at all, but it does not protect the employer from legal claims related to the actions or behavior of the employer. Therefore, if an employer engages in defamatory statements, intentionally causes emotional harm, or invades an employee's privacy, the employee may have grounds to file a claim against the employer, regardless of the at-will nature of the employment.

Explanation

All of the claims listed (defamation, intentional infliction of emotional distress, invasion of privacy) can potentially be filed against an employer, even if the employment is at-will. The at-will employment status means that an employer can terminate an employee for any reason or no reason at all, but it does not protect the employer from legal claims related to the actions or behavior of the employer. Therefore, if an employer engages in defamatory statements, intentionally causes emotional harm, or invades an employee's privacy, the employee may have grounds to file a claim against the employer, regardless of the at-will nature of the employment.

2. What is an "at-will" employment relationship?

The employer can only terminate the employee if he/she has been caught stealing

The employer provides a job for the employee as long as the organization is financially stable

An "at-will" employment relationship means that either the employer or the employee can end the employment at any time, without any specific reason or notice. This type of arrangement gives both parties the freedom to terminate the relationship whenever they want, for any reason or no reason at all, and without providing any prior notice. It is a flexible arrangement that allows for easy termination of employment without legal consequences.

Explanation

An "at-will" employment relationship means that either the employer or the employee can end the employment at any time, without any specific reason or notice. This type of arrangement gives both parties the freedom to terminate the relationship whenever they want, for any reason or no reason at all, and without providing any prior notice. It is a flexible arrangement that allows for easy termination of employment without legal consequences.

3. A college degree is a lawful requirement for which of the following positions?

Bank Manager

Data Entry Clerk

College Dean’s Office Receptionist

Electrical Journeyman

A college degree is a lawful requirement for the position of a Bank Manager. This is because the role of a Bank Manager requires a high level of financial knowledge, analytical skills, and leadership abilities, which are typically acquired through a formal education in finance or a related field. Additionally, a college degree demonstrates a certain level of commitment and dedication to the field, which is highly valued in managerial positions.

Explanation

A college degree is a lawful requirement for the position of a Bank Manager. This is because the role of a Bank Manager requires a high level of financial knowledge, analytical skills, and leadership abilities, which are typically acquired through a formal education in finance or a related field. Additionally, a college degree demonstrates a certain level of commitment and dedication to the field, which is highly valued in managerial positions.

4. The best time to have a new employee complete her I-9 verification form is:

Sometime during the first day on the job

After she has accepted the job, but before she reports to work for the first time

When she submits her job application

Anytime during the first month of employment

The best time to have a new employee complete her I-9 verification form is after she has accepted the job, but before she reports to work for the first time. This is because the I-9 form is used to verify an employee's identity and eligibility to work in the United States. By completing the form before starting work, the employer can ensure that all necessary documentation is in place and that the employee is legally authorized to work. Waiting until the first day on the job or any time during the first month of employment may result in delays or complications in the hiring process.

Explanation

The best time to have a new employee complete her I-9 verification form is after she has accepted the job, but before she reports to work for the first time. This is because the I-9 form is used to verify an employee's identity and eligibility to work in the United States. By completing the form before starting work, the employer can ensure that all necessary documentation is in place and that the employee is legally authorized to work. Waiting until the first day on the job or any time during the first month of employment may result in delays or complications in the hiring process.

5. How long must an organization maintain its payroll records, according to the Fair Labor Standards Act?

One year

Two years

Three years

Indefinitely

According to the Fair Labor Standards Act, an organization must maintain its payroll records for a period of three years. This requirement ensures that employers have accurate and accessible records of their employees' wages, hours worked, and other relevant information. By keeping these records for three years, organizations can comply with labor laws, track employee compensation, and address any potential disputes or audits that may arise.

Explanation

According to the Fair Labor Standards Act, an organization must maintain its payroll records for a period of three years. This requirement ensures that employers have accurate and accessible records of their employees' wages, hours worked, and other relevant information. By keeping these records for three years, organizations can comply with labor laws, track employee compensation, and address any potential disputes or audits that may arise.