Preview Questions Employment Lawyer | Role Specific Skill

Question 1: What is the primary purpose of the "Fair Labor Standards Act" (FLSA) with respect to employee compensation?

Which action should you take?

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To mandate annual pay increases based on inflation

To regulate retirement benefits for workers

To ensure employees have a right to participate in union activities

To regulate minimum wage, overtime pay, recordkeeping, and youth employment standards

Question 2: How does the Employee Retirement Income Security Act (ERISA) govern the disclosure of retirement plan fees?

Which action should you take?

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ERISA does not have any requirements for the disclosure of fees associated with retirement plans

ERISA exempts employers from disclosing fees as long as the plan's overall investment performance is positive

ERISA requires that retirement plan fees be disclosed only to employers, not to participants

ERISA mandates that plan fiduciaries provide participants with a detailed disclosure of fees and expenses that may affect their benefits

Question 3: How does the "unlawful termination" standard differ from "just cause" termination in workplace dispute resolution?

Which action should you take?

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Unlawful termination applies only to unionized employees, while just cause termination applies to non-union workers

Unlawful termination is a claim that cannot be disputed, while just cause termination can be challenged through arbitration

Unlawful termination only applies in cases of wrongful dismissal based on race, while just cause termination can apply for any reason

Unlawful termination occurs when an employer violates employee rights or applicable laws, while just cause termination is based on an employee's conduct or performance

Question 4: How does "workplace harassment" intersect with labor law, and what is the role of an Employment Lawyer in preventing and addressing claims of harassment in the workplace?

Which action should you take?

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Harassment is a form of discrimination under Title VII, and the lawyer should advise employers on implementing policies, training, and procedures to prevent and address harassment claims

Harassment claims cannot be filed unless the victim has left the job

Harassment claims must always be settled through mediation

Harassment claims are only valid if they involve physical assault

Question 5: Under the "Consolidated Omnibus Budget Reconciliation Act" (COBRA), what is the duration of health coverage continuation for eligible employees after employment ends?

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COBRA allows for continuation of coverage for up to 12 months

COBRA allows for 6 months of coverage for all employees regardless of status

COBRA allows for continuation of coverage for up to 18 months, with extensions in certain cases

COBRA provides unlimited health coverage for former employees

Question 6: What are the key differences between "defined benefit" and "defined contribution" retirement plans, and what legal obligations does an Employment Lawyer need to consider when advising employers?

Which action should you take?

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Defined benefit plans are more tax-advantageous than defined contribution plans

Defined contribution plans are always exempt from ERISA requirements

Defined benefit plans only apply to public sector employees

Defined benefit plans guarantee a specific payout at retirement, while defined contribution plans depend on employee and employer contributions; the lawyer should ensure compliance with ERISA