Legal Employment Decisions Quiz

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Questions: 10 | Attempts: 48

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Legal Employment Decisions Quiz - Quiz


Ever wondered how much you know about the legal aspects of hiring and firing employees? Well, the Legal Employment Decisions Quiz is here to test your knowledge in a fun and interactive way! In this quiz, you'll encounter scenarios and questions related to employment law, discrimination, hiring practices, and more. Whether you're a seasoned HR professional or just curious about your rights as an employee, this quiz will challenge and educate you on legal employment matters.
Covering a wide array of topics, the Legal Employment Decisions Quiz addresses key areas such as hiring practices, discrimination laws, employee rights, termination procedures, Read moreand compliance with labor regulations. You can encounter scenarios, case studies, and multiple-choice questions that challenge your comprehension of legal frameworks and their application in real-world employment scenarios.
Disclaimer: (1) A web quiz is never and can never substitute for current, competent counsel. This is offered only as an introductory guide without claim, or liability for use of incorrect nor correct information. (2) Some laws only apply to employers with a certain minimum number of employees. And, yes, the number varies based on each law.


Legal Employment Decisions Questions and Answers

  • 1. 

    Are these characteristics "protected" (protected means cannot be used as a basis for an employment decision such as hiring, promotion or termination) by law in Michigan and/or the United States?  The characteristics are - Color, National Origin and Race

    • A.

      Michigan only

    • B.

      Federal only

    • C.

      Both

    • D.

      Neither

    Correct Answer
    C. Both
    Explanation
    Many primary personal characteristics are protected in Michigan under the Elliott-Larsen Civil Rights Act and in the US by Title VII of the Civil Rights Act of 1964. Large employers risk multi-million dollar, class-action lawsuits. No employer wants to pay to defend or settle in the face of such accusations.

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  • 2. 

    Are these characteristics protected by law in Michigan and/or the United States? - Sexual Orientation (gender identity or expression)

    • A.

      Michigan only

    • B.

      Federal only

    • C.

      Both

    • D.

      Neither

    Correct Answer
    D. Neither
    Explanation
    It is protected in Michigan for state employees only. This characteristic is protected in some local jurisdictions like the City of Ann Arbor, along with 17 states and the District of Columbia.

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  • 3. 

    Is this characteristic protected by law in Michigan and/or the United States?  - Age if 40 or older

    • A.

      Michigan only

    • B.

      Federal only

    • C.

      Both

    • D.

      Neither

    Correct Answer
    C. Both
    Explanation
    In the United States, age discrimination protections are provided at both the federal and state levels. The Age Discrimination in Employment Act (ADEA) is a federal law that prohibits age discrimination against individuals who are 40 years of age or older. Additionally, many states, including Michigan, have their own laws that prohibit age discrimination in employment, extending protections beyond what is provided by federal law. Therefore, age discrimination protections exist at both the federal and state levels in Michigan and the United States.

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  • 4. 

    Protection from "retaliation" after good faith effort to make a claim of discrimination or harassment. Is this protected by law in Michigan and/or the United States? 

    • A.

      Federal only

    • B.

      Michigan only

    • C.

      Both

    • D.

      Neither

    Correct Answer
    C. Both
    Explanation
    Protection from retaliation after making a good faith effort to report discrimination or harassment is protected by law both at the federal level in the United States and in the state of Michigan. These protections are typically provided under federal anti-discrimination laws such as Title VII of the Civil Rights Act of 1964, as well as similar state laws in Michigan that prohibit retaliation against individuals who assert their rights or report unlawful conduct in the workplace.

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  • 5. 

    Is this characteristic protected by law in Michigan and/or the United States? - Genetic information

    • A.

      Michigan only

    • B.

      Federal only

    • C.

      Both

    • D.

      Neither

    Correct Answer
    B. Federal only
    Explanation
    The US now has the Genetic Information Nondiscrimination Act of 2008. In one lawsuit, before this law, an employer paid $60,000 per person to a group of employees who were tested following work-injury claims.

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  • 6. 

    Are these characteristics protected by law in Michigan and/or the United States?  - Marital status, Parental status, Criminal convictions, Arrest records, Worker's compensation history, Height and weight, Medical care for family members

    • A.

      Michigan only

    • B.

      Federal only

    • C.

      Both

    • D.

      Neither

    • E.

      None of the above -- meaning there are different answers for these different characteristics

    Correct Answer
    E. None of the above -- meaning there are different answers for these different characteristics
    Explanation
    It depends, for example, criminal convictions can be considered (though usually must be job related) while arrest records cannot be used by all but a few types of employers and then the law and regulations change over time. 

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  • 7. 

    What is the current minimum wage in Michigan for most workers as of 2023?

    • A.

      $8.59 per hour

    • B.

      $10.10 per hour

    • C.

      $3.84 per hour

    • D.

      $4.25 per hour

    Correct Answer
    B. $10.10 per hour
    Explanation
    The minimum wages in Michigan for most workers is $10.10 per hour. This means that employees in Michigan who do not fall under any exceptions or special categories are entitled to receive at least $10.10 for each hour of work performed, ensuring they receive fair compensation in accordance with state regulations.

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  • 8. 

    Under the Fair Labor Standards Act (FLSA), nonexempt employees in Michigan must be paid ________ for any hours worked in excess of 40 hours per week.

    • A.

      Their usual rate

    • B.

      Double their usual rate

    • C.

      1.5 times their usual rate

    • D.

      No additional compensation

    Correct Answer
    C. 1.5 times their usual rate
    Explanation
    Under the Fair Labor Standards Act (FLSA), nonexempt employees in Michigan must be paid 1.5 times their usual rate for any hours worked in excess of 40 hours per week. This overtime pay rate ensures that employees are fairly compensated for their additional work hours and provides an incentive for employers to manage workloads effectively to avoid excessive overtime.

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  • 9. 

    Which category of employees is considered exempt under the Fair Labor Standards Act (FLSA) in Michigan?

    • A.

      Minors between ages 16 and 17

    • B.

      Tipped employees

    • C.

      Nonexempt employees

    • D.

      Administrative, executive, or professional jobs

    Correct Answer
    D. Administrative, executive, or professional jobs
    Explanation
    Administrative, executive, or professional jobs are considered exempt under the Fair Labor Standards Act (FLSA) in Michigan. This exemption means that employees in these specific job roles are not entitled to overtime pay under federal law, as their duties and responsibilities are typically of a managerial, supervisory, or specialized nature.

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  • 10. 

    Pay transparency laws in Michigan aim to:

    • A.

      Prevent employees from discussing their compensation.

    • B.

      Compel organizations to share compensation information.

    • C.

      Limit access to salary ranges and wage structures.

    • D.

      Hide how compensation is determined.

    Correct Answer
    B. Compel organizations to share compensation information.
    Explanation
    Pay transparency laws in Michigan aim to compel organizations to share compensation information, including salary ranges and wage structures, with job applicants and employees. This promotes fair pay and transparency in compensation determination, empowering individuals to make informed decisions about their employment and fostering trust between employees and employers.

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