Employment Law for Business, 10th Edition SOLUTION MANUAL by Dawn Bennett-Alexander, Verified Chapters 1 - 16, Complete Newest Version

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EmploymentLawforBusiness,10thEdition,
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Dawn Bennett-Alexander, Chapters1 - 16
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,TABLE OF CONTENTS
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Chapter 1 The Regulation of Employment
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Chapter 2 The Employment Law Toolkit: Resources for Understanding the Law
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and Recurring Legal Concepts
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Chapter 3 Title VII of the Civil Rights Act of 1964
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Chapter 4 Legal Construction of the Employment Environment Chapter 5
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Affirmative Action
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Chapter 6 Race and Color Discrimination
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t Chapter 7 National Origin Discrimination
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t Chapter 8 Gender Discrimination Chapter 9
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Sexual Harassment
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Chapter 10 Sexual Orientation and Gender Identity Discrimination Chapter 11
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Religious Discrimination
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Chapter 12 Age Discrimination Chapter
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13 Disability Discrimination
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Chapter 14 The Employee’s Right to Privacy and Management of Personal
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Information
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Chapter 15 Labor Law 857
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Chapter 16 Selected Employment Benefits and Protections
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,Chapter 01: The Regulation of Employment
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Answers are at the End of Each Chapter
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t Student name:
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TRUE/FALSE - Write 'T' if the statement is true and 'F' if the statement is false.
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1) Agency law, based on the traditional law called master and servant,
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governs employment relationships.
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⊚ true

⊚ false

2) In an employment-agency relationship, if an agent acts beyond his or her
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t authority, the principal may be liable for any resulting loss to a third party.
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⊚ true

⊚ false

3) Myra provides accounting services as an independent contractor for Great
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tNorthern. Because of this relationship, Great Northern is responsible for
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withholding and paying Myra's employment taxes, including federal
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unemployment compensation (FUTA), Social Security (FICA) and FICA excise
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tax.
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⊚ true

⊚ false

4) Employers are not liable for most torts committed by an independent
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t contractor within the scope of the working relationship.
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⊚ true

⊚ false

5) There is a single commonly accepted definition of "employee" used by
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courts, employers, and the government.
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, ⊚ true

⊚ false

6) Fresh Ideas employs part-time workers through a staffing firm. After the
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staffing firm sent over a part-time office assistant, Fresh Ideas asked the firm
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to replace her with someone from a different race. The replaced office
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assistant cannot proceed with a discrimination claim under Title VII of the Civil
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Rights Act since she (the part-time office assistant) was never an employee
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of Fresh Ideas.
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⊚ true

⊚ false

MULTIPLE CHOICE - Choose the one alternative that best completes the
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statement or answers the question.
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7) If an employee has a car accident while driving a company car from one
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company office to another, the employer may be liable to the owner of the
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other vehicle under which legal theory?
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A) Vicarious liability t


B) Joint liability t


C) Strict liability t


D) Negligence



8) Which federal law protects employees from unfair labor practices of
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employers?
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A) Occupational Safety and Health Act t t t t


B) National Labor Relations Act t t t


C) Fair Labor Standards Act t t t


D) Labor Management Relations Act t t t




9) A willful misclassification of workers by an employer may result in harsh
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sanctions, including imprisonment and a fine of up to $10,000, under which
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federal law?
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