Preview Questions Employment Lawyer | Role Specific Skill

Question 1: How do "mediation agreements" typically differ from "arbitration awards" in terms of enforceability?

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Mediation agreements are voluntary and non-binding unless agreed to by both parties, while arbitration awards are legally binding

Neither mediation agreements nor arbitration awards are enforceable in court

Both mediation agreements and arbitration awards are equally binding in all circumstances

Mediation agreements are legally binding, while arbitration awards are not enforceable

Question 2: What is the "Employee Benefits Security Administration" (EBSA), and how does it enforce ERISA compliance?

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EBSA is a division of the Department of Labor that oversees the compliance of employee benefit plans with ERISA regulations

EBSA oversees only pension plans and does not enforce health or welfare plan compliance

EBSA works solely on providing benefits to employees who file claims under ERISA

EBSA acts as a mediator between employers and unionized employees, resolving benefit disputes

Question 3: What is the purpose of the "Employee Polygraph Protection Act" (EPPA), and how does it affect employment practices?

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It allows employers to require polygraph tests for employees in sensitive roles only

It mandates that employees submit to polygraph tests every two years for security clearances

It prohibits most private employers from using polygraph tests for pre-employment screening or during employment

It allows employers to use polygraph tests as a standard hiring procedure for all employees

Question 4: Under the Consolidated Omnibus Budget Reconciliation Act (COBRA), what is the duration of health insurance continuation benefits for an employee who is laid off?

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6 months, after which benefits are automatically terminated

18 months, with potential extensions for certain circumstances

24 months only for employees with dependents

12 months for all employees

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 legal requirements for "compensatory time" under the Fair Labor Standards Act (FLSA), and how should an Employment Lawyer ensure compliance in non-exempt positions?

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Compensatory time cannot be given to non-exempt employees

Compensatory time off can be given in lieu of overtime pay for public sector employees, but the lawyer should ensure compliance with FLSA regulations regarding accrual and usage

Compensatory time can be given only if employees work over 60 hours per week

Compensatory time applies only to employees earning below minimum wage