Practice Test GeeksaPHR - Associate Professional in Human Resources Practice Test
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Employment Law Flashcards

7 cards from real APHR practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 7 Employment Law flashcards as text

  1. Under the Family and Medical Leave Act (FMLA), how many workweeks of unpaid leave may an eligible employee take in a 12-month period for a qualifying reason?

    Answer: 12 weeks

    FMLA provides eligible employees up to 12 workweeks of unpaid, job-protected leave in a 12-month period for qualifying family and medical reasons.

  2. Which federal law requires employers with 100 or more employees to provide 60 days' advance notice of plant closings or mass layoffs?

    Answer: WARN Act

    The Worker Adjustment and Retraining Notification (WARN) Act requires covered employers to give 60 days' notice before qualifying plant closings or mass layoffs.

  3. An employer's policy prohibits all religious head coverings on the production floor. An employee requests an exception for her hijab. What must the employer do under Title VII?

    Answer: Grant the accommodation unless it causes undue hardship

    Title VII requires employers to reasonably accommodate sincerely held religious beliefs unless doing so would cause undue hardship to the business.

  4. Which agency enforces the Age Discrimination in Employment Act (ADEA)?

    Answer: Equal Employment Opportunity Commission (EEOC)

    The EEOC is the federal agency responsible for enforcing the ADEA, which protects workers aged 40 and older from age-based discrimination.

  5. Under the Fair Labor Standards Act (FLSA), which of the following is an example of a non-exempt employee?

    Answer: An hourly warehouse worker performing manual labor

    Hourly workers performing manual, non-managerial labor typically do not meet exemption criteria and are entitled to minimum wage and overtime under the FLSA.

  6. What is the primary purpose of the Genetic Information Nondiscrimination Act (GINA)?

    Answer: To prohibit employment discrimination based on genetic information

    GINA prohibits employers from using genetic information—such as family medical history or genetic test results—in making employment decisions.

  7. An employee who is discharged for filing a workers' compensation claim may have a claim for which type of wrongful termination?

    Answer: Retaliatory discharge

    Firing an employee for filing a workers' compensation claim constitutes retaliatory discharge, which is prohibited by most state workers' compensation statutes.