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Employment Law

Legal aspects of human resource management.

This topic provides an overview of employment laws and regulations affecting HR practices. It covers areas such as discrimination, harassment, wage and hour laws, and employee rights and responsibilities.
5 minutes 5 Questions

Concepts covered: Disparate treatment, Affordable Care Act (2010), Equal Pay Act of 1963, Family and Medical Leave Act of 1993 (FMLA), Genetic Information Nondiscrimination Act (GINA), Labor Management Relations Act of 1947 (LMRA), Labor Management Reporting and Disclosure Act of 1959 (LMRDA), Occupational Safety and Health Act of 1970 (OSHA Act), Pregnancy Discrimination Act of 1978, Title VII of the Civil Rights Act of 1964 and 1991, Worker Adjustment and Retraining Notification Act of 1988 (WARN Act), Contractual and tort theories, Disparate impact, Employer unfair labor practices, Employment contracts, Employment-at-will doctrine, Negligent hiring, Rehabilitation Act (1973), Types of discrimination, Unlawful harassment, Religious, Race, Color, ADA (Reasonable accommodation), Railway Labor Act of 1926 (RLA), Sexual, Age Discrimination in Employment Act of 1967 (ADEA), Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), Americans with Disabilities Act of 1990 and as amended in 2008 (ADA), Executive Order 11246 (1965), National Labor Relations Act of 1935 (NLRA), Agency relationships/quasi-contracts, Employee privacy, Disability, Nation of origin, Immigration Reform and Control Act (IRCA), Lilly Ledbetter Fair Pay Act, Enforcement agencies (EEOC, OFCCP), Fair Labor Standards Act of 1938 (FLSA), Whistleblowing/retaliation, Citations and penalties, Employer Retirement Income Security Act of 1974 (ERISA), Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), Professional liability, Fair Credit Reporting Act (FCRA), Health Insurance Portability and Accountability Act of 1996 (HIPAA)

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SHRM-CP - Employment Law Example Questions

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Question 1

Which statement accurately describes the premium payment requirements under COBRA continuation coverage?

Correct Answer: Eligible individuals must pay the full premium plus a 2% administrative fee.

Under COBRA continuation coverage, eligible individuals must pay the entire premium for the health insurance coverage, including both the portion previously paid by the employer and the employee, plus a 2% administrative fee. This ensures the continuation of coverage after the termination of employment or other qualifying events. The other options are incorrect because employers are not required to subsidize any portion of the premium costs under COBRA, and premium payments are mandatory rather than optional or based on financial need.

Question 2

What is the primary purpose of the Consolidated Omnibus Budget Reconciliation Act (COBRA)?

Correct Answer: To allow employees and dependents to continue group health coverage after a qualifying event.

To allow employees and dependents to continue group health coverage after a qualifying event. This is the primary purpose of COBRA. The other options are incorrect because providing new employees with health benefits from the date of hiring is standard employer practice, ensuring employers pay all health insurance premiums is not required under COBRA as employees typically pay, and mandating that employees purchase individual health insurance plans contradicts COBRA's goal of continuing group coverage.

Question 3

Under Title VII, what must employers do when an employee requests a religious accommodation?

Correct Answer: Engage in an interactive dialogue to explore possible accommodations.

Under Title VII, employers must engage in an interactive dialogue to explore possible accommodations when an employee requests a religious accommodation. Automatically granting the accommodation without discussion is not required, nor is evaluating the request solely based on company policies without input from the employee. Additionally, prioritizing business needs to deny accommodations may not comply with the legal obligations under Title VII.

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