BUS/415 Unit 6 Quiz — Labor Relations, Privacy, and Covenants

Business Law

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Passed (≥70%)

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—

Avg Score

Questions (9)

A non-union employer's handbook prohibits employees from discussing their salaries with co-workers. Under the NLRA this policy is:

MC1 pt

A. Unlawful in most circumstances, because Section 7 protects concerted activity regarding wages and applies in non-union workplaces

B. Lawful, because the NLRA applies only where a union has been certified

C. Lawful, because salary information is inherently confidential business information

D. Unlawful only if the employer disciplines someone under it

During an organizing campaign a supervisor calls employees in individually to ask how they intend to vote and hints the plant may close. This conduct implicates which unlawful employer behaviors?

MC1 pt

A. Interrogation and threats, both prohibited under Section 8(a)(1)

B. Neither, because Section 8(c) protects all employer speech without limitation

C. Only a refusal to bargain in good faith

D. A permissive subject of bargaining pressed to impasse

A key legal difference between economic strikers and unfair labor practice strikers is that:

MC1 pt

A. Economic strikers may be permanently replaced, while ULP strikers are entitled to reinstatement even if replaced

B. Economic strikers lose all NLRA protection the moment they walk out

C. ULP strikers may be permanently replaced but economic strikers may not

D. Only economic strikers have Weingarten rights

An employer uses a third-party service to run credit and criminal background checks and rejects an applicant based on the report. Under the FCRA the employer must:

MC1 pt

A. Provide a pre-adverse action notice with a copy of the report and a summary of rights before taking adverse action, then a follow-up adverse action notice

B. Provide only a single notice after the hiring decision is final

C. Obtain authorization but provide no copy of the report at any stage

D. Report the adverse decision to the EEOC within 30 days

Good faith bargaining under the NLRA requires an employer to:

MC1 pt

A. Meet at reasonable times and genuinely engage over mandatory subjects, though it need not agree or make concessions

B. Accept the union's proposals on wages and hours

C. Bargain to impasse over permissive subjects before implementing changes

D. Provide the union with veto authority over management decisions

Which statement about non-compete agreements is most accurate?

MC1 pt

A. They are governed largely by state law with extreme variation — some states void them for employees while others enforce reasonable ones

B. They are uniformly enforceable nationwide provided they are in writing

C. They are void in every state as an unlawful restraint of trade

D. They require no legitimate protectable interest where the employee was paid a salary

Which are protected concerted activities under NLRA Section 7? (Select all that apply.)

Multi2 pts

A. Two employees jointly complaining to management about unsafe working conditions

B. Employees discussing their pay rates with one another

C. Employees circulating a petition about scheduling practices

D. An employee acting with the authority of co-workers to raise a group grievance

E. A single employee complaining solely about their own personal performance review

Explain why NLRA Section 7 matters to employers with no union presence, and give two examples of common workplace policies that can violate it.

Text4 pts

Explain the factors courts typically weigh when deciding whether a non-compete is enforceable, and why a clearly written monitoring policy strengthens an employer's position in an electronic privacy dispute.

Text4 pts

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