1. An agreement not to go to work for your employer's competitor is called a:

Noncompete Agreement.

Unemployment Agreement.

Collective Bargaining Agreement.

Planned Agreement.

2. In determining whether a worker is an employee or an independent contractor, which of the following factors would a court consider?

Training.

Control over the time and the manner of doing the work.

Payment of business expenses and providing of tools.

All of the above.

3. John's employer has a reasonable suspicion that John has been involved in a theft of several thousand dollars worth of tools. As part of the investigation, John undergoes a polygraph test and is asked a series of questions. Which of the following questions would be prohibited by the EPPA?

Questions about John's use of prescription drugs.

Questions about John's performance of his job duties.

Questions about inaccuracies on John's employment application.

Questions about John's whereabouts at the time the tools went missing.

4. For a violation of the Employee Polygraph Protection Act of 1988, an employer may be fined up to:

$1,000.

$10,000.

$100,000.

None of the above.

5. Which law requires employers to obtain permission before hiring a third party to conduct a back ground check of an applicant?

Fair Credit Reporting Act.

Title VII.

Fair Employment Act.

Equal Pay Act.

6. When an employee's work environment becomes so intolerable that the employee has no choice but to resign, the employee's job loss is referred to as:

Constructive discharge.

Retaliation.

Wrongful firing.

Hostile discharge.