Preview Questions Employment Lawyer | Role Specific Skill

Question 1: How does the "secondary boycott" provision under the NLRA affect union activities?

Which action should you take?

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It permits unions to block non-unionized employees from working

It allows unions to encourage secondary strikes in support of workers

It prohibits unions from encouraging others to stop doing business with an employer to force concessions

It requires employers to recognize all union activities regardless of the workers' rights

Question 2: What does the "good faith" requirement mean in the context of bargaining under labor law?

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Unions must always accept any offer made by employers as long as it does not affect wages

Both employers and unions must negotiate in good faith, meaning they must meet and confer at reasonable times and make a genuine attempt to reach an agreement

Employers can unilaterally implement changes in benefits without discussing them with unions if they act in good faith

Employers can engage in bargaining tactics aimed at stalling or delaying negotiations

Question 3: 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 4: How does the "Pregnancy Discrimination Act" (PDA) extend protections to pregnant employees under Title VII of the Civil Rights Act?

Which action should you take?

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It prohibits employers from making accommodations for pregnant employees

It applies only to large companies with more than 500 employees

It mandates that pregnant employees be given paid leave for up to 12 weeks

It requires that employers treat pregnancy-related conditions in the same way as other temporary medical conditions

Question 5: Under the "Family and Medical Leave Act" (FMLA), how much leave must an employer provide to an employee for the birth of a child?

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Up to 12 weeks of unpaid leave

24 weeks of paid leave

4 weeks of unpaid leave

8 weeks of paid leave

Question 6: How should an Employment Lawyer navigate the "exemption rules" under the Fair Labor Standards Act (FLSA) when advising on the classification of employees for overtime eligibility?

Which action should you take?

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Employees making more than $40,000 annually are always exempt from overtime

Exemption applies only to employees working in managerial positions

Exemption applies only to salaried employees in administrative roles

The FLSA exemption rules require that employees meet specific salary and duties tests to be exempt from overtime pay, and the lawyer should ensure that the classification is compliant