True / False Questions 

1. The employer-employee relationship is the most prevalent type of employment relationship. 

2. Employment contracts may be written but not in oral form. 

3. The specificity of the language used in an employment contract must be very extensive. 

4. The formal agreement which specifies the employment terms and conditions for the employee and employer is called an employment contract. 

5. An employer does not incur any legal responsibilities or liabilities regarding its employees. 

6. The common law principle of employment-at-will says that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time, but only for certain reasons. 

7. There are some restrictions on employment-at-will, such as statutory requirements for nondiscriminatory termination. 

8. An independent contractor is legally considered an employee of the employer who hired him/her. 

9. If an employer hires an independent contractor, it may reduce the employer's exposure to laws and regulations governing the employment relationship. 

10. A person is more likely to be considered an independent contractor if they work without supervision or oversight from the employer. 

11. Temporary employees are considered to be employees of the temporary help agency that obtained them through its own staffing process. 

12. Court cases suggest that permatemps (employees from a staffing agency who have been with the employer for extended period of time) are still exclusively considered employees of the staffing agency. 

13. Employment laws and regulations exist, in part, to reduce or limit the employer's power in the employment relationship. 

14. Laws and regulations provide protections to employees that they could not possibly acquire individually in an employment contract. 

15. The Civil Rights Act specifically mentions employment practices that are permitted for employers. 

16 The majority of common law decisions are made at the federal level. 

17. Constitutional law supersedes any other source of law or regulation. 

18. Examples of common law include the Fifth and Fourteenth Amendments to the Constitution. 

19. The Civil Rights Act is a statutory source of law/regulations. 

20. Agencies that enforce staffing laws typically do not rely on written documents to perform their functions.