Professional in Human Resources (PHR) Practice Exam

The Employee Polygraph Protection Act is the correct response as it specifically restricts the use of lie detector tests in employment situations. Enacted in 1988, this federal law protects employees and job applicants from being required or requested to take polygraph tests by their employers. The aim of the act is to safeguard job seekers and employees from potential discrimination and wrongful termination based on the results of such tests, which do not reliably measure truthfulness and can be influenced by a variety of factors.

The other acts listed have different focuses and do not directly address the use of lie detector tests. The Disability Act primarily deals with the rights of individuals with disabilities in the workplace. The Equal Opportunity Act pertains to preventing discrimination based on race, color, religion, sex, or national origin. The Fair Labor Standards Act governs wage and hour laws, including minimum wage and overtime pay, rather than employment testing protocols. Therefore, the Employee Polygraph Protection Act is the most relevant legislation regarding the prohibition of lie detector tests in the employment context.