Please place the letter of your answer in the space provided. You also need to justify your answers. You want to restate the law, the concept, the definition.
1. Which of the following causes an employer to be subject to a claim of negligent hiring?
A) Failure to conduct a reasonable and responsible background check on an employee.
B) Failure to provide a reference about a former employee.
C) Failure to use word-of-mouth recruiting to obtain new employees.
D) Failure to correct an employee’s mistaken belief about a job or an organization.
2. Grisham, the owner of a distillery, uses drug and alcohol testing on job applicants to eliminate hiring poor performers and to reduce workplace injury. In this scenario, Grisham is said to be:
A) testing for ineligibility.
B) applying a test to measure psychomotor skills.
C) conducting an aptitude test.
D) measuring applicants’ behavior.
3. Which of the following is a purpose of the Drug-Free Workplace Act of 1998?
A) To protect federal employees against drug testing at the workplace under all circumstances.
B) To provide reasonable accommodation to employees who have successfully completed a rehabilitation program.
C) To assist working parents in keeping their children free from drugs.
D) To mandate drug testing for all private-sector employees.
4. For an eligibility test to be legally validated as an effective gauge of performance, an employer must show that the test:
A) is job-related and consistent with business necessity.
B) allows the employer to use different cutoff scores.
C) disregards the theory of promissory estoppel.
D) is subjective but not based on job analysis.
5. An employee claiming that a performance appraisal resulted in disparate treatment must show that he or she:
A) was replaced by someone with higher qualifications.
B) has been working in the company for more than five years.
C) is a member of a protected class.
D) is not an at-will employee.
6. Employer disciplinary systems:
A) must be more punishment-oriented than educational.
B) need not ensure that there is adequate evidence of whatever charge has been made against an employee.
C) must explore whether an employee has received due process.
D) need not provide an employee the opportunity to respond to the charges made against him or her.