Chapter 9

Question 1

The fundamental source of United States immigration law is:

The Illegal Alien Protection Act 1961
The Control and Nationality Act of 1977
The Immigration Reform and Control Act of 1986
The Immigration and Nationality Act of 1952

Answer 1

The Immigration and Nationality Act of 1952

Question 2

Which of the following is not part of the documentation needed for an alien to work in the United States?

U.S. employment identification card
Border crossing identification card
Permanent resident card
Valid passport

Answer 2

U.S. employment identification card

Question 3

The Immigration and Nationality Act (INA) was important in that it eliminated __________ quotas for immigration and established a strictly nation-based system for calculating immigration quotas.

Hispanic
Industrial labor
Race-based
Gender

Answer 3

Race-based

Question 4

Prior to 1986, it was ________ for undocumented workers to work in the United States, but not ________ for employers to hire them.

Illegal : Legal
Legal : Illegal
Illegal : Illegal
Legal : Legal

Answer 4

Illegal : Illegal

Question 5

Under Immigration Reform and Control Act of 1986 (IRCA), how many days does an employer have to complete an employee’s I-9 federal paperwork?

0
2
1
3

Answer 5

3

Question 6

IRCA requires employers retain the Form I-9 in a file, separate from the standard personnel file, for a period of ________ year(s) after hire, or ________ year(s) after termination, whichever is longer.

Seven : one
Five : two
Three : one
Two : one

Answer 6

Three : one

Question 7

What are the two bona fide occupational qualifications which come into play under the IRCA?

Citizenship for specific federal jobs and public policy functions and English proficiency to the standard necessary to carry out essential business operations
Height requirements for certain jobs and grooming and sanitation standards for serving and food industries
Color of skin for themed entertainment venues and accent understandability for universities
Color of skin for themed entertainment venues and height requirements for certain jobs

Answer 7

Citizenship for specific federal jobs and public policy functions and English proficiency to the standard necessary to carry out essential business operations

Question 8

If E-Verify gives a tentative nonconfirmation response, how many days does the employee have to contact the appropriate federal agency?

Ten
Fourteen
Eight
Three

Answer 8

Eight

Question 9

By 2009, the Department of Homeland Security started requiring covered contractors to enroll in E-Verify. What defines a covered contractor?

Federal contract of over $100,000 and work performed in the United States within the last 120 days
Federal contract of over $10,000 and having over 50 employees
Federal contract of over $100,000 and employing more than 15 workers
Federal contract of over $50,000 and work performed in the United States within the last 280 days

Answer 9

Federal contract of over $100,000 and work performed in the United States within the last 120 days

Question 10

There is no federal law requiring performance appraisals in employment.

True or False

Answer 10

True

Question 11

Workplace surveys suggest that the ________ of employee performance appraisals are inadequate.

Half
Minority
Majority
Third

Answer 11

Majority

Question 12

Which type of performance measures are safest to have on an appraisal?

Character-based
Subjective
Opinion-based
Objective

Answer 12

Objective

Question 13

If an employer places some false information in the appraisal and that information is reported to a third party, an employee may have a claim of:

Perjury
Veracity
Discrimination
Defamation

Answer 13

Defamation

Question 14

Failure to perform a proper background screening of an employee could put an employer at risk of:

Negligent hiring
Workplace endangerment
Tax fraud
Defamation

Answer 14

Negligent Hiring

Question 15

What is negligent retention?

When an employer fails to terminate, or remove from an authority position, an employee when it is apparent he or she poses a danger to other employees or the firm
When an employer refuses to terminate or remove underqualified Caucasian males to and replace them with more-qualified minorities
Keeping an employee out of friendship even though he/she is underqualified and underperforming essential job functions
When an employer does not completely divulge the correct amount of tax information to the IRS because of the use of illegal immigrants

Answer 15

When an employer fails to terminate, or remove from an authority position, an employee when it is apparent he or she poses a danger to other employees or the firm

Question 16

Employers are often hesitant to provide detailed references about former employees due to the risk of:

Title VII violations
Discrimination
Perjury
Tort liability

Answer 16

Tort Liability

Question 17

To whom falls the burden to determine if an employer referral was truthful or not?

The former employer
The current employer
An employee
None of the above

Answer 17

The Former Employer

Question 18

WARN requires employers with over 100 employees to provide detailed written advance notification of plant closings and mass layoffs to affected employees, union bargaining units, and state and local government officials ___ days prior to the event.

90
60
70
80

Answer 18

Plant Closing

Question 19

A/An __________ is a single site of employment that is permanently or temporarily shut down for 6 months, or with a 50% reduction in hours over a 6-month period, and impacts 50 or more full-time employees for a 30-day period.

Affected employee center
Plant closing
Employment consolidation
WARN violation

Answer 19

60

Question 20

Employees are entitled to any earned commissions, sick pay, seniority, pension, or health benefits accrued in the 180 days prior to a plant closing.

True or False

Answer 20

True