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A yellow­dog contract is a/an:

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Question 1 of 20
A yellow­dog contract is a/an: 

A. requirement that an employee join the union.
B. agreement between the employer and the union. C. requirement that an employee not join a union. D. requirement that an employee pay union dues. 

Question 2 of 20
The use of yellow­dog contracts was stopped by the: 

A. federal courts.
B. Sherman Act.
C. Clayton Act.
D. Railway Labor Act and the Norris LaGuardia Act. 

Question 3 of 20
The right of employees to organize and participate in unions without retaliation from employers was recognized by the: 

A. National Labor Relations Act. B. federal courts.
C. Norris LaGuardia Act.
D. Fair Labor Standards Act. 

Question 4 of 20
The process of negotiation between an employer and a union regarding the terms and conditions of employee's employment is called: 

A. arbitration.
B. collective bargaining. C. mediation.
D. settlement. 

Question 5 of 20
Agreements between unions and employers typically use __________ to resolve disputes. 

A. the courts
B. the National Labor Relations Board C. the Department of Labor
D. arbitration 

Question 6 of 20
An employer faced with violating seniority rights of employees established under a collective
bargaining agreement in order to accommodate the religious beliefs of an employee whose religion requires him or her to recognize Saturday as a day of rest: 

A. must accommodate the request.
B. does not have to accommodate the request because it would be an undue hardship. C. must offer to transfer the employee to another job. 

D. does not have to accommodate the request because Title VII does not apply to union employees. 

5.0/ 5.0 Points 

0.0/ 5.0 Points 

5.0/ 5.0 Points 

Question 7 of 20
Following certification by the National Labor Relations Board as the representative of employees, a union is usually entitled to a conclusive presumption of majority status for: 

A. 180 days. 

B. 1 year. 

C. 2 years. 

D. 3 years. 

Question 8 of 20
The minimum wage under the Fair Labor Standards Act (FLSA) is: 

5.0/ 5.0 Points 

A. indexed to the cost of living.
B. reviewed and revised as needed by the Department of Labor.
C. increased from time to time by Congress.
D. no longer a viable concept since everyone makes more than the amount set as a minimum. 

Question 9 of 20
The relevant time period for determining whether overtime is owed under the FLSA is: 

A. a day.
B. a one­week period.
C. subject to the employer's discretion as long as it does not exceed two weeks. D. a two­week period. 

Question 10 of 20
Working time for purposes of the FLSA includes on­call time: 

A. when the employer has agreed to pay the employee for on­ call time. B. in all cases.
C. only when the employee is actually called into work. 

5.0/ 5.0 Points 

5.0/ 5.0 Points 

D.
when the employee's movement is so restricted that he or she is unable to use the time predominantly for his or her benefit. 

Question 11 of 20
Whether an employee is exempt from the overtime requirements of the FLSA depends on: 5.0/ 5.0 Points 

A. whether the employee is paid on a salary basis and the nature of the employee's duties. 

B. whether the employee is paid on a salary basis. 

C. the nature of the employee's duties.
D. the agreement between the employer and the employee regarding overtime. 

Question 12 of 20
Employees who are exempted from the overtime requirements by virtue of their duties include all of the following except: 

A. administrators.
B. salespersons.
C. restaurant servers.
D. elementary school teachers. 

Question 13 of 20
That an exempt employee's salary is subject to reduction: 

A. does not cause a problem unless the salary is actually reduced.
B. has been held to destroy the exemption and require the payment of overtime. C. is irrelevant to the existence of the exemption.
D. may be a problem but has not been addressed by the courts. 

Question 14 of 20
Child labor provisions under the FLSA permit all of the following except children: 

A. under 14 working for their parents. 

5.0/ 5.0 Points 

5.0/ 5.0 Points 

5.0/ 5.0 Points 

B.
ages 14 and 15 working in fast food restaurants as long as it does not interfere with their education and health and well­being. 

C. ages 14 and 15 working in a factory where the work is not hazardous. D. age 16 and 17 working in a factory where the work is not hazardous. 

Question 15 of 20
The Occupational Safety and Health Administration (OSHA) was created to: 

A. oversee standards defined by Congress for health and safety in the workplace.
B. adjudicate violations of the Occupational Health and Safety Act by employers.
C. conduct research and make health and safety recommendations.
D. set health and safety standards and ensure such standards are implemented by employers. 

Question 16 of 20
If a health and safety standard is established and an employer lacks the know­how or materials and equipment to comply or cannot meet the compliance deadline, the employer: 

A. may apply for a temporary variance from the Secretary of Labor. B. need only comply as soon as possible.
C. must appeal to the Secretary of Labor for an emergency standard. D. must appeal to the federal Court of Appeals for an exception. 

Question 17 of 20
The health and safety standards established for the workplace by OSHA are called: 

A. best practices.
B. workplace standards. C. permanent standards. D. OSHA rules. 

Question 18 of 20
When OSHA develops a new standard, an employer: 

A. has no right to challenge it until it has become final.
B. has 30 days to request a hearing on the standard after it is published.
C. may file an appeal with the Occupational Safety and Health Review Commission. D. may file an appeal with the Secretary of Labor. 

Question 19 of 20
OSHA's enforcement of the health and safety standards include all of the following except: 

A. seizure of an employer's premises to correct the violation. B. inspection of an employer's premises.
C. questioning of employees and management.
D. review of employer records. 

Question 20 of 20
If an employer fails to correct a violation of a health and safety standard, OSHA can: 

A. force the employer to correct the violation by obtaining a court order. B. assess penalties of $1,000 to $5,000 per violation.
C. sue the employer on behalf of the employees for damages.
D. assess penalties of $5,000 to $70,000 per violation.

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