staffing activities
Chapter 12
Final Match
Employment Contracts
True / False Questions 1. The three elements required for a contract to be legally binding are: offer, acceptance, and written documentation.
True False 2. It is very important for an organization to know, in advance, whether an individual will be classified as either an employee or an independent contractor.
True False 3. A third party is someone other than the employer or the offer receiver who speaks on their behalf in the establishment or modification of employment contracts.
True False 4. The law is relatively indifferent between the use of written contracts and the use of oral contracts.
True False 5. Statements in employee handbooks can be construed as employment contracts.
True False 6. The "one year rule" ensures that oral agreements for time intervals greater than one year are legally enforceable.
True False 7. If a letter of acceptance says an employee needs to work on weekends, but the employer makes an oral promise that the employee will not have to work on weekends, the oral statement could be legally binding.
True False 8. If a co-worker promises a prospective employee overtime hours while visiting the prospective employee in his/her home, this promised "term" of the employment would likely be legally enforceable.
True False 9. A disclaimer on an employment application blank stating that the employee can be terminated "with or without cause" and "with or without notice" is legally enforceable.
True False 10. It is extremely important for organizations to be sure to keep promises that they make to job applicants in order to avoid subsequent lawsuits.
True False 11. In order for "promissory estoppel" claim to apply when a job offer is made, the offer recipient must suffer a detrimental effect.
True False
Multiple Choice Questions 12. Which of the following elements are required for a
Final Match
Employment Contracts
True / False Questions 1. The three elements required for a contract to be legally binding are: offer, acceptance, and written documentation.
True False 2. It is very important for an organization to know, in advance, whether an individual will be classified as either an employee or an independent contractor.
True False 3. A third party is someone other than the employer or the offer receiver who speaks on their behalf in the establishment or modification of employment contracts.
True False 4. The law is relatively indifferent between the use of written contracts and the use of oral contracts.
True False 5. Statements in employee handbooks can be construed as employment contracts.
True False 6. The "one year rule" ensures that oral agreements for time intervals greater than one year are legally enforceable.
True False 7. If a letter of acceptance says an employee needs to work on weekends, but the employer makes an oral promise that the employee will not have to work on weekends, the oral statement could be legally binding.
True False 8. If a co-worker promises a prospective employee overtime hours while visiting the prospective employee in his/her home, this promised "term" of the employment would likely be legally enforceable.
True False 9. A disclaimer on an employment application blank stating that the employee can be terminated "with or without cause" and "with or without notice" is legally enforceable.
True False 10. It is extremely important for organizations to be sure to keep promises that they make to job applicants in order to avoid subsequent lawsuits.
True False 11. In order for "promissory estoppel" claim to apply when a job offer is made, the offer recipient must suffer a detrimental effect.
True False
Multiple Choice Questions 12. Which of the following elements are required for a