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. Which form must U.S. employers complete to verify the identity and work authorization of every new hire?

    Answer: I-9

    Form I-9, required by the Immigration Reform and Control Act (IRCA), must be completed for every employee hired in the U.S. to verify identity and employment eligibility.

  2. Under FMLA, which of the following employees is eligible for leave?

    Answer: A full-time employee who has worked 12 months and 1,300 hours for an employer with 60 employees

    FMLA eligibility requires working for a covered employer (50+ employees), at least 12 months of employment, and at least 1,250 hours in the past 12 months.

  3. A supervisor makes repeated comments about an employee's age, saying 'You're too old to keep up with this team.' This behavior is an example of which type of discrimination?

    Answer: Hostile work environment based on age

    Repeated age-related comments that create an offensive or abusive work atmosphere constitute hostile work environment harassment under the ADEA.

  4. Which provision of the FLSA sets the current federal minimum wage?

    Answer: Section 6

    Section 6 of the FLSA establishes the federal minimum wage requirement applicable to covered non-exempt employees.

  5. What is the key distinction between 'quid pro quo' sexual harassment and 'hostile work environment' harassment?

    Answer: Quid pro quo involves an exchange of sexual favors for job benefits; hostile environment involves pervasive unwelcome conduct

    Quid pro quo harassment occurs when job benefits are conditioned on submission to sexual demands, while hostile work environment involves severe or pervasive conduct that alters working conditions.

  6. An employer conducts background checks on applicants but only for candidates of a certain national origin. This practice most likely violates which law?

    Answer: Title VII of the Civil Rights Act

    Selectively applying background check policies based on national origin constitutes disparate treatment discrimination prohibited by Title VII.

  7. Under the Occupational Safety and Health Act (OSH Act), employees have the right to:

    Answer: Refuse to work in conditions they reasonably believe pose imminent danger

    Employees may refuse to perform work they reasonably believe poses an imminent danger of death or serious physical harm when there is no time for OSHA to inspect.