Employment Rights And Responsibilities

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Questions: 10 | Attempts: 1,789 | Updated: Mar 22, 2023

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Employment Rights And Responsibilities - Quiz

Technically, employment laws cover all rights and obligations within the employer-employee relationships. They apply to current employees, job applicants, as well as former employees. Employment laws also involve legal issues like wrongful termination, discrimination, wrongful termination, wages and taxation, etc. Are you currently employed, or have you once been unemployed? Do you know your rights as an employee or employer? Take our small quiz and see how much you know about it.

Questions and Answers

1.

What's 1 of employees' basic rights?
- A.
  
  The right to be trained before starting a job
- B.
  
  The right to privacy
- C.
  
  The right to be interviewed via the phone
- D.
  
  The right to get notified about the employe'r refusal to hire him/her.
Correct Answer
B. The right to privacy

Explanation
The right to privacy is one of the basic rights of employees. This means that employees have the right to keep their personal information and activities private from their employer. This includes protecting personal information such as medical records, financial information, and personal communications. Employers are generally not allowed to access or share this information without the employee's consent, unless required by law. This right is important for maintaining trust and ensuring that employees feel comfortable and secure in their workplace.

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2.

What's the job applicant's rights before being hired as an employee?
- A.
  
  The right to get hired regardless of age.
- B.
  
  The right to get hired regardless of gender
- C.
  
  The right to get hired regardless of ethnicity
- D.
  
  The right to be free from any type of discrimination.
Correct Answer
D. The right to be free from any type of discrimination.

Explanation
The correct answer is the right to be free from any type of discrimination. Before being hired as an employee, job applicants have the right to be treated fairly and not be discriminated against based on factors such as age, gender, or ethnicity. Discrimination in the hiring process is illegal and goes against the principles of equal opportunity and fairness. Job applicants should be evaluated based on their qualifications, skills, and experience rather than personal characteristics that have no bearing on their ability to perform the job.

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3.

What does right to privacy for an employee apply to?
- A.
  
  Personal e-mails.
- B.
  
  Personal possessions.
- C.
  
  Sexual orientation
- D.
  
  Personal phone calls
Correct Answer
B. Personal possessions.

Explanation
The right to privacy for an employee applies to personal possessions. This means that an employer cannot invade an employee's privacy by searching or confiscating their personal belongings without a valid reason or consent. It ensures that employees have the right to keep their personal items, such as bags, lockers, or personal devices, private and secure from unauthorized access or interference by the employer.

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4.

In what do employees have very limited rights to privacy?
- A.
  
  When it comes to e-mail messages and internet usage.
- B.
  
  When it comes to personal phone calls.
- C.
  
  When it comes to visits in the work place.
- D.
  
  When it comes to password confidentiality.
Correct Answer
A. When it comes to e-mail messages and internet usage.

Explanation
Employees have very limited rights to privacy when it comes to e-mail messages and internet usage. This means that employers have the right to monitor and access employees' e-mail communications and internet browsing activities. This is often done to ensure that employees are using company resources appropriately and not engaging in any illegal or unethical activities. Employers may also have policies in place that restrict the use of personal e-mail or social media during work hours.

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5.

What can prevent an employer to conduct a credit/background check?
- A.
  
  Unless the employer notifies the individual in writing and receives permission to do so.
- B.
  
  Unless the employer calls the individual.
- C.
  
  Unless the employer notifies the individual via e-mail.
- D.
  
  Unless the employee gives a verbal notification to the individual.
Correct Answer
A. Unless the employer notifies the individual in writing and receives permission to do so.

Explanation
An employer can only conduct a credit/background check if they notify the individual in writing and receive permission to do so. This means that without proper written notification and consent, an employer is prevented from conducting such checks.

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6.

What does the ADA stand for?
- A.
  
  Association for the disabled.
- B.
  
  Association for the deaf
- C.
  
  Americans with disabilities
- D.
  
  Association for Deaf people of America
Correct Answer
C. Americans with disabilities

Explanation
The correct answer is Americans with disabilities. The ADA stands for the Americans with Disabilities Act, which is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including employment, education, transportation, and public accommodations. This law aims to ensure equal opportunities and access for people with disabilities and promote inclusivity and diversity in society.

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7.

Is the age discrimination in Employment act good for everybody?
- A.
  
  No, it only applies to workers 40 years of age and older.
- B.
  
  Yes, it applies to everyone.
- C.
  
  No, it's only good for women.
- D.
  
  No, it's exclusive to young workers.
Correct Answer
A. No, it only applies to workers 40 years of age and older.

Explanation
The correct answer is "No, it only applies to workers 40 years of age and older." This is because the Age Discrimination in Employment Act (ADEA) is a federal law in the United States that prohibits discrimination against workers who are 40 years of age or older. It does not apply to younger workers or workers of any specific gender. Therefore, it is not good for everybody as it only protects a specific age group from age-based discrimination in employment.

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8.

What does the Fair Labor Standards Act promote?
- A.
  
  Regulations for work contracts
- B.
  
  Regulations for wages
- C.
  
  Regulations as to the duration of work days.
- D.
  
  Regulations for job specifications.
Correct Answer
C. Regulations as to the duration of work days.

Explanation
The Fair Labor Standards Act promotes regulations as to the duration of work days. This means that the act sets standards and guidelines for the maximum number of hours an employee can work in a day, as well as any requirements for breaks or rest periods. The act aims to ensure that employees are not overworked and are provided with fair and reasonable working hours. It does not specifically address regulations for work contracts, wages, or job specifications.

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9.

What do the family and Medical Act provide?
- A.
  
  That employers must allow employees to take up to a 12 week leave of absence for qualified medical purposes.
- B.
  
  That employees should have at least a 6 week leave notice.
- C.
  
  That the employees should have at least a 4 week leave notice.
- D.
  
  That the employees should have at least a 3 week leave notice.
Correct Answer
A. That employers must allow employees to take up to a 12 week leave of absence for qualified medical purposes.

Explanation
The Family and Medical Act provides that employers must allow employees to take up to a 12 week leave of absence for qualified medical purposes. This means that employees have the right to take time off from work for medical reasons without fear of losing their job. The act ensures that employees can prioritize their health and well-being without facing negative consequences in the workplace.

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10.

What are the laws that establish the Employees rights in the workplace?
- A.
  
  The federal and state laws.
- B.
  
  The federal laws.
- C.
  
  The state laws.
- D.
  
  The equity laws.
Correct Answer
A. The federal and state laws.

Explanation
The correct answer is "The federal and state laws" because employees' rights in the workplace are established by a combination of both federal and state laws. These laws cover various aspects such as minimum wage, overtime pay, workplace safety, anti-discrimination, and family and medical leave. The federal laws set a baseline standard, while state laws may provide additional protections or regulations specific to that particular state. Therefore, it is the combination of both federal and state laws that establish employees' rights in the workplace.

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