01
Choose one
1 point
A worker’s contract calls them an independent contractor, but the company closely directs how the work is done. What is the soundest way to assess the worker’s status?
Free Practice Quiz Question List
7 Employment Law Online Quiz Questions
Use this free practice quiz with 20 questions to review 7 Employment Law, test your knowledge, and prepare for your next test or exam.
20 questions
02
Choose one
1 point
An employee asks to change their schedule to observe a religious practice. What should the employer generally do?
- A
Reject the request automatically because schedules cannot be changed
- B
Approve any schedule change the employee requests, regardless of its effects
- C
Consider whether a reasonable schedule adjustment is possible without undue hardship
- D
Require the employee to find a replacement before considering the request
03
Choose all
1 point
Select all the characteristics identified as protected under federal equal-employment laws in the Materials.
- A
Disability
- B
A preference for one particular shift
- C
National origin
- D
Genetic information
- E
Whether a worker prefers a desk near a window
04
Fill in the blank
1 point
Complete each responsibility: Employees generally must accurately report their . Employers must keep accurate .
05
True or false
1 point
Many private-sector employees may be protected when they act together to improve wages or working conditions, even if they are not union members.
- A
True
- B
False
06
Written response
1 point
Under the FLSA, what does the worker-classification analysis focus on? Enter the two-word term.
07
Choose all
1 point
Select all steps that are part of a sound method for analyzing an employment-law problem.
- A
Identify the jurisdiction and the law that may apply
- B
Assume the same rules and coverage thresholds apply everywhere
- C
Determine worker status and whether the employer is covered
- D
Match the relevant rule to the facts and check exceptions or deadlines
- E
Ignore how comparable workers were treated
08
Choose one
1 point
What does the Occupational Safety and Health Act generally require of covered employers?
- A
Guarantee that no worker will ever face any risk at work
- B
Provide a workplace free from recognized serious hazards
- C
Remove every hazard, including those that are not serious or recognized
- D
Provide safety protections only to employees who belong to a union
09
True or false
1 point
A single offensive remark at work automatically meets the legal standard for unlawful harassment.
- A
True
- B
False
10
Fill in the blank
1 point
Rules that generally prohibit punishing workers for legally protected workplace activity are called anti- rules.
11
Written response
1 point
A covered, nonexempt employee works 45 hours in one workweek. How many hours generally qualify for federal overtime? Enter a whole number of hours; tolerance is zero.
12
Choose one
1 point
An employer in a state that generally follows at-will employment considers firing a worker because the worker reported discrimination. Which statement is most accurate?
- A
The employer can end the relationship for any reason, including an illegal one
- B
Only the employee may end the relationship without a contract
- C
Either party generally may end the relationship, but not for an illegal reason
- D
At-will rules override contracts and state law
13
Open ended
1 point
An employee reports a workplace safety concern and is fired shortly afterward. Explain how to analyze whether the termination may violate employment law. Identify relevant facts and explain why the outcome cannot be determined from timing alone.
14
Choose one
1 point
What is one possible consequence when a worker is misclassified as an independent contractor?
- A
It can deprive workers of protections such as minimum wage and overtime.
- B
It automatically makes the worker eligible for every state and federal benefit.
- C
It removes the employer’s responsibility to keep wage and hour records.
- D
It guarantees the worker receives a higher minimum wage.
15
Choose one
1 point
An employee reports discrimination and is then punished by the employer because of that report. Which statement best reflects the general anti-retaliation rule?
- A
An employer may punish the employee as long as the report was made internally.
- B
The report is protected only if an investigation ultimately finds discrimination.
- C
An employer generally may not punish a worker for reporting discrimination as legally protected activity.
- D
Retaliation rules apply only when coworkers jointly raise wage concerns.
16
Choose one
1 point
Which statement describes an important limit on some legal requirements to provide a reasonable workplace accommodation?
- A
A required reasonable accommodation may be limited when it would impose an undue hardship.
- B
An employer must grant every requested accommodation, regardless of its effects.
- C
Only accommodations related to disability can be required by law.
- D
An employer never needs to consider possible accommodations.
17
Choose one
1 point
A covered, nonexempt employee works 45 hours in one workweek and 35 in the next. Assuming no additional state rule changes the result, how should federal overtime generally be calculated?
- A
No overtime is due because the employee worked fewer than 80 hours across the two weeks.
- B
Overtime is due for five hours only if the employee also worked more than 40 hours in the second week.
- C
The employer may average both weeks and pay overtime only if their combined hours exceed 80.
- D
Generally, overtime is due for the five hours above 40 in the first workweek.
18
True or false
1 point
Under the federal equal-employment principles described, harassment can be unlawful even when it is unrelated to any protected characteristic.
- A
True
- B
False
19
Written response
1 point
A covered employer makes a job decision because of an applicant's age. The applicant is 42. Under the federal age-discrimination protection described, what is the minimum age for inclusion in the protected age group? Enter the value in years.
20
Written response
1 point
When beginning an analysis of an employment-law problem, what two things should you identify first?