DH 226 Final Study Guide Exam Questions And Answers

Which of the following scenarios is most likely? The dental hygienist is employed by a dental service organization (DSO). The dental hygienist is employed by a government agency. The dental hygienist is employed by a dentist. The dental hygienist is self-employed. - ANS The dental hygienist is employed by a dentist. T/F: Intentional violations of employment laws should be brought to the attention of the employer, but unintentional violations should not, because the employers did not knowingly intend to break the law. - ANS False, True Word of mouth and networking with fellow professionals regarding obtaining employment is most likely to occur by contacting a dental hygiene placement service. by reading professional publications, such as newsletters and journals. through classified advertisements in local newspapers. through an electronic posting of available positions on the Internet. at meetings, continuing education programs, and community service events. - ANS at meetings, continuing education programs, and community service events. T/F: The interview with a prospective employee must be limited to a question-and-answer period. A so-called working interview is not permitted because the person is not yet an employee. - ANS False, False Each of the following should be found in a professional résumé EXCEPT one. Which one is the EXCEPTION? Professional experiences Marital status Educational background Employment history - ANS Marital status Which of the following is a question that may legally be asked during the interview process? What is your native language? Do you practice a religion? What languages can you speak? How many children do you have and how old are they? - ANS What languages can you speak? Each of the following interview questions is not permitted EXCEPT one. Which one is the EXCEPTION? Have you ever been arrested? How long have you been married? How old are you? (to someone who appears to be in his or her 40s) Have you ever been convicted of a crime? Are you Hispanic or from the Middle East? - ANS Have you ever been convicted of a crime? A dental hygienist can be employed within two general categories of an employment relationship, known as voluntary and involuntary. at will and term. give and take. guided and nonguided. - ANS at will and term. Which of the following is true of term employment and not at-will employment? Termination at the will of the employee for no reason Employment with a definite duration Termination at the will of the employer for no reason Employment of indefinite duration - ANS Employment with a definite duration At-will employment means that termination of employment requires 2 weeks' notice. termination of employment requires 4 weeks' notice. termination of employment can legally occur without notice. the employment has a definite duration. - ANS termination of employment can legally occur without notice. T/F: An employment contract is associated with at-will rather than term employment, because term employment is employment with a definite duration. - ANS False, True The employment relationship specified by a term cannot be terminated without breaching the contract unless which of the following is present? A problematic situation An amicable relationship Just cause An acrimonious relationship - ANS Just cause Many federal and state employment laws are designed to protect the interests of neither employees nor employers. both employees and employers. employees but not employers. employers but not employees. - ANS both employees and employers. Which of the following is a federal law that protects against discrimination on the basis of race, color, religion, sex, or national origin? Age Discrimination in Employment Act of 1967 Uniformed Services Employment and Reemployment Rights Act of 1994 Title VII of the Civil Rights Act of 1964 Equal Pay Act of 1963 Americans with Disabilities Act of 1990 - ANS Title VII of the Civil Rights Act of 1964 Title VII of the Civil Rights Act of 1964 applies to employers with how many employees? Fifteen or more employees. Fifty or more employees. Five or more employees. Just 1. Any employer must comply with this Act. One hundred or more employees. - ANS Fifteen or more employees. Which of the following is true of the Pregnancy Discrimination Act? - An employer can treat the pregnant employee like any other temporarily disabled employee in terms of available options if a temporary inability to work occurs, such as leave or leave without pay. - An employer can limit pregnancy benefits to married employees. - An employer can have a policy that prohibits an employee from returning to work for a predetermined time after childbirth. - An employer can treat pregnancy-related conditions differently by requesting that only pregnant employees undergo medical evaluations regarding the ability to work. - An employer can refuse to hire a qualified applicant on the basis of pregnancy. - ANS An employer can treat the pregnant employee like any other temporarily disabled employee in terms of available options if a temporary inability to work occurs, such as leave or leave without pay. The Pregnancy Discrimination Act was an amendment to which of the following federal laws prohibiting discrimination? Equal Pay Act of 1963 Age Discrimination in Employment Act of 1967 Americans with Disabilities Act of 1990 Title VII of the Civil Rights Act of 1964 Uniformed Services Employment and Reemployment Rights Act of 1994 - ANS Title VII of the Civil Rights Act of 1964 The Age Discrimination in Employment Act of 1967 prohibits discrimination based on age against any employee or applicant for employment who is at least 40 years old. 65 years old. 20 years old. 60 years old. - ANS 40 years old. The Americans with Disabilities Act of 1990 does not protect people with which of the following impairments? Addiction to illegal drugs Osteoporosis Multiple sclerosis Human immunodeficiency virus (HIV) infection Asthma - ANS Addiction to illegal drugs T/F: Disabled individuals can qualify for protection under the Americans with Disabilities Act if they can perform the job with or without reasonable accommodation. Employers are required to provide reasonable accommodation to a qualified disabled employee or job applicant. - ANS True, True Each of the following is an example of a reasonable accommodation that an employer would be required to provide to a qualified disabled employee or job applicant EXCEPT one. Which one is the EXCEPTION? Changes to the job application process Changes that allow an employee with a disability to enjoy equal benefits and privileges of employment Changes to the work environment or the way a job is usually performed Changes that allow for full-time pay for part-time work - ANS Changes that allow for full-time pay for part-time work T/F: An employer cannot ask an applicant about the existence, nature, or severity of a disability before making a job offer to a potential employee. Accordingly, the employer cannot and should not inform an applicant of the essential functions of the position and inquire whether the applicant is able with or without accommodation, to perform those job functions. - ANS True, False States may enact laws that restrict the provisions of federal laws against employment discrimination and restrict the scope of protections. extend the provisions of federal laws against employment discrimination and restrict the scope of protections. extend the provisions of federal laws against employment discrimination and extend the scope of protections. restrict the provisions of federal laws against employment discrimination and extend the scope of protections. - ANS extend the provisions of federal laws against employment discrimination and extend the scope of protections. Which of the following federal agencies enforces federal laws against discrimination in the employment setting? The Drug Enforcement Administration (DEA) The Federal Trade Commission (FTC) The Equal Employment Opportunity Commission (EEOC) The Food and Drug Administration (FDA) - ANS The Equal Employment Opportunity Commission (EEOC) According to the Family Medical Leave Act (FMLA) of 1993, an employer must grant an eligible employee up to how many weeks of unpaid leave during a 12-month period for a qualifying reason? 20 weeks 4 weeks 16 weeks 12 weeks 8 weeks - ANS 12 weeks Each of the following is a reason why an employer must grant an eligible employee unpaid leave under the Family Medical Leave Act (FMLA) EXCEPT one. Which one is the EXCEPTION? Birth and care of a newborn child within 1 year of birth A serious health condition that makes an employee unable to perform the function of his or her positio