Question 1

Which of the following is NOT under the jurisdiction of the Civil Rights Act of 1964?

Accepted Answer

A) State and local governments 
B) Private and public employment agencies 
C) Private educational institutions 
D) Private employers in interstate commerce with less than ten employees 
A) State and local governments 
B) Private and public employment agencies 
C) Private educational institutions 
D) Private employers in interstate commerce with less than ten employees

Question 2

Which of the following is NOT an example of sexual harassment?

Accepted Answer

A) Paying a man more than a woman for doing the same job 
B) Promoting a female employee after she agrees to an after-work date 
C) Permitting the work environment to be hostile, intimidating, or offensive 
D) Allowing a customer to demand sexual favors from an employee 
A) Paying a man more than a woman for doing the same job 
B) Promoting a female employee after she agrees to an after-work date 
C) Permitting the work environment to be hostile, intimidating, or offensive 
D) Allowing a customer to demand sexual favors from an employee

Question 3

A comprehensive training program to prevent discrimination would include all of the following EXCEPT

Accepted Answer

A) understanding the prohibitions of EEO laws. 
B) how to respond to complaints of discrimination. 
C) procedures for investigating complaints. 
D) standards for employee conduct. 
A) understanding the prohibitions of EEO laws. 
B) how to respond to complaints of discrimination. 
C) procedures for investigating complaints. 
D) standards for employee conduct.

Question 4

When an employment selection instrument is related to job success, the instrument is said to have

Accepted Answer

A) validity. 
B) correctness. 
C) discrimination. 
D) exclusiveness. 
A) validity. 
B) correctness. 
C) discrimination. 
D) exclusiveness.

Question 5

Jim is a single parent of a child with a disability. He was denied a job for which he was arguably the best candidate. When he asked why he lost out on the position, the potential employer expressed concerns that Jim might be unreliable because of his responsibilities to his child. Jim may have grounds for a suit against the employer based on

Accepted Answer

A) Title VII of the Civil Rights Act. 
B) EEOC enforcement guidelines issued in 2007. 
C) Americans with Disabilities Act of 1990. 
D) Executive Order 11246. 
A) Title VII of the Civil Rights Act. 
B) EEOC enforcement guidelines issued in 2007. 
C) Americans with Disabilities Act of 1990. 
D) Executive Order 11246.

Question 6

The Lilly Ledbetter Fair Pay Act states that the 180-day statute of limitations for filing an equal-pay lawsuit with the Equal Employment Opportunity Commission (EEOC) resets with each new discriminatory paycheck an employee receives.

Accepted Answer

A) True 
 B)False

Question 7

Employers that pay men and women a different salary are violating the Equal Pay Act only if the pay difference is a result of

Accepted Answer

A) seniority and expertise. 
B) merit and experience. 
C) performing tasks requiring same skills. 
D) the quantity or quality of production. 
A) seniority and expertise. 
B) merit and experience. 
C) performing tasks requiring same skills. 
D) the quantity or quality of production.

Question 8

Based on the Griggs case, requiring all salespersons to be six feet tall would have an adverse impact on Asians and women, limiting their employment opportunities.

Accepted Answer

A) True 
 B)False

Question 9

The courts ruled that the pay disparity between the sexes at Jaxon Corp. was illegal and ordered the company to remedy it. Jaxon Corp. cannot lower the wages of the higher-paid group in order to comply with the law.

Accepted Answer

A) True 
 B)False

Question 10

Affirmative action programs are required by all employers.

Accepted Answer

A) True 
 B)False

Question 11

ValuTech employs workers from a labor market composed of 21 percent black workers and 17 percent Hispanic workers. The racial composition of the workers at ValuTech is 76 percent white, 14 percent black, and 10 percent Hispanic. Based on these figures, the protected class at ValuTech is

Accepted Answer

A) overcompensated. 
B) at parity. 
C) underutilized. 
D) discriminated against. 
A) overcompensated. 
B) at parity. 
C) underutilized. 
D) discriminated against.

Question 12

The Griggs case established the principle that employment selection practices must be related to job success.

Accepted Answer

A) True 
 B)False

Question 13

Top management at ValuTech want to proactively leverage diversity within the company. The first step towards this goal is to

Accepted Answer

A) ignore difference. 
B) understand difference. 
C) see difference. 
D) value difference. 
A) ignore difference. 
B) understand difference. 
C) see difference. 
D) value difference.

Question 14

The law that requires certain federal contractors to take affirmative action in hiring disabled individuals is

Accepted Answer

A) the Uniformed Services Employment and Reemployment Rights Act. 
B) the Vietnam Era Veterans' Readjustment Assistance Act. 
C) the Americans with Disabilities Act. 
D) the Vocational Rehabilitation Act. 
A) the Uniformed Services Employment and Reemployment Rights Act. 
B) the Vietnam Era Veterans' Readjustment Assistance Act. 
C) the Americans with Disabilities Act. 
D) the Vocational Rehabilitation Act.

Question 15

The procedural document developed by the Equal Employment Opportunity Commission is the

Accepted Answer

A) Uniform Commercial Code. 
B) Uniform Guidelines on Employee Selection Procedures. 
C) Affirmative Action Guide. 
D) Business Code of Ethics. 
A) Uniform Commercial Code. 
B) Uniform Guidelines on Employee Selection Procedures. 
C) Affirmative Action Guide. 
D) Business Code of Ethics.

Question 16

A "national origin group" is defined as a group of people sharing a common

Accepted Answer

A) language, culture, ancestry, and/or similar social characteristics. 
B) birthplace other than the U.S. 
C) occupation. 
D) education. 
A) language, culture, ancestry, and/or similar social characteristics. 
B) birthplace other than the U.S. 
C) occupation. 
D) education.

Question 17

The Griggs case established the principle that statistical disparity among protected class members must be made in comparison to the relevant labor market.

Accepted Answer

A) True 
 B)False

Question 18

George filed a discrimination charge against his employer. While the case was pending, the employer subjected George to increased supervision to ensure that he was doing his job properly. The employer has improperly retaliated against George.

Accepted Answer

A) True 
 B)False

Question 19

Felton Corp. will be found in violation of the Immigration Reform and Control Act, if it does not submit all completed Form I-9s to Immigration and Naturalization Service officers for approval.

Accepted Answer

A) True 
 B)False

Question 20

Fair employment practice laws

Accepted Answer

A) are often more comprehensive than federal laws. 
B) are established by the Equal Employment Opportunity Commission. 
C) cannot bar discrimination based on marital status or political affiliation. 
D) are provisions under the Veterans' Readjustment Act. 
A) are often more comprehensive than federal laws. 
B) are established by the Equal Employment Opportunity Commission. 
C) cannot bar discrimination based on marital status or political affiliation. 
D) are provisions under the Veterans' Readjustment Act.

Which of the following is NOT under the jurisdiction of the Civil Rights Act of 1964?

Which of the following is NOT an example of sexual harassment?

A comprehensive training program to prevent discrimination would include all of the following EXCEPT

When an employment selection instrument is related to job success, the instrument is said to have

The Lilly Ledbetter Fair Pay Act states that the 180-day statute of limitations for filing an equal-pay lawsuit with the Equal Employment Opportunity Commission (EEOC) resets with each new discriminatory paycheck an employee receives.

Employers that pay men and women a different salary are violating the Equal Pay Act only if the pay difference is a result of

Based on the Griggs case, requiring all salespersons to be six feet tall would have an adverse impact on Asians and women, limiting their employment opportunities.

The courts ruled that the pay disparity between the sexes at Jaxon Corp. was illegal and ordered the company to remedy it. Jaxon Corp. cannot lower the wages of the higher-paid group in order to comply with the law.

Affirmative action programs are required by all employers.

ValuTech employs workers from a labor market composed of 21 percent black workers and 17 percent Hispanic workers. The racial composition of the workers at ValuTech is 76 percent white, 14 percent black, and 10 percent Hispanic. Based on these figures, the protected class at ValuTech is

The Griggs case established the principle that employment selection practices must be related to job success.

Top management at ValuTech want to proactively leverage diversity within the company. The first step towards this goal is to

The law that requires certain federal contractors to take affirmative action in hiring disabled individuals is

The procedural document developed by the Equal Employment Opportunity Commission is the

A "national origin group" is defined as a group of people sharing a common

The Griggs case established the principle that statistical disparity among protected class members must be made in comparison to the relevant labor market.

George filed a discrimination charge against his employer. While the case was pending, the employer subjected George to increased supervision to ensure that he was doing his job properly. The employer has improperly retaliated against George.

Felton Corp. will be found in violation of the Immigration Reform and Control Act, if it does not submit all completed Form I-9s to Immigration and Naturalization Service officers for approval.

Fair employment practice laws

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

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Exam 3: Equal Employment Opportunity and Human Resources Management

Which of the following is NOT under the jurisdiction of the Civil Rights Act of 1964?

Which of the following is NOT an example of sexual harassment?

A comprehensive training program to prevent discrimination would include all of the following EXCEPT

When an employment selection instrument is related to job success, the instrument is said to have

The Lilly Ledbetter Fair Pay Act states that the 180-day statute of limitations for filing an equal-pay lawsuit with the Equal Employment Opportunity Commission (EEOC) resets with each new discriminatory paycheck an employee receives.

Employers that pay men and women a different salary are violating the Equal Pay Act only if the pay difference is a result of

Based on the Griggs case, requiring all salespersons to be six feet tall would have an adverse impact on Asians and women, limiting their employment opportunities.

The courts ruled that the pay disparity between the sexes at Jaxon Corp. was illegal and ordered the company to remedy it. Jaxon Corp. cannot lower the wages of the higher-paid group in order to comply with the law.

Affirmative action programs are required by all employers.

ValuTech employs workers from a labor market composed of 21 percent black workers and 17 percent Hispanic workers. The racial composition of the workers at ValuTech is 76 percent white, 14 percent black, and 10 percent Hispanic. Based on these figures, the protected class at ValuTech is

The Griggs case established the principle that employment selection practices must be related to job success.

Top management at ValuTech want to proactively leverage diversity within the company. The first step towards this goal is to

The law that requires certain federal contractors to take affirmative action in hiring disabled individuals is

The procedural document developed by the Equal Employment Opportunity Commission is the

A "national origin group" is defined as a group of people sharing a common

The Griggs case established the principle that statistical disparity among protected class members must be made in comparison to the relevant labor market.

George filed a discrimination charge against his employer. While the case was pending, the employer subjected George to increased supervision to ensure that he was doing his job properly. The employer has improperly retaliated against George.

Felton Corp. will be found in violation of the Immigration Reform and Control Act, if it does not submit all completed Form I-9s to Immigration and Naturalization Service officers for approval.

Fair employment practice laws

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

Filters