Question 1

Which of the following is NOT a basis for a claim of age discrimination?

Accepted Answer

A) Excluding older workers from important work activities 
B) Making positive changes in the performance evaluations of older employees 
C) Selecting younger applicants over better-qualified older applicants 
D) Reducing job duties and responsibilities of older employees 
A) Excluding older workers from important work activities 
B) Making positive changes in the performance evaluations of older employees 
C) Selecting younger applicants over better-qualified older applicants 
D) Reducing job duties and responsibilities of older employees

Question 2

In which of the following decisions did the Supreme Court state that affirmative action programs are not illegal per se as long as rigid quota systems were not specified for different protected classes?

Accepted Answer

A) Griggs v.Duke Power 
B) Albemarle Paper Co.v.Moody 
C) University of California Regents v.Bakke 
D) Ricci v.DeStafano 
A) Griggs v.Duke Power 
B) Albemarle Paper Co.v.Moody 
C) University of California Regents v.Bakke 
D) Ricci v.DeStafano

Question 3

The Civil Rights Act of 1964 allows employers to set different cut-off test scores on the basis of race and sex during the hiring process.

Accepted Answer

A) True 
 B)False

Question 4

The legislative act that bars discrimination in all HR activities, including hiring, training, promotion, pay, employee benefits, and other conditions of employment is known as the

Accepted Answer

A) Equal Pay Act of 1963. 
B) Civil Rights Act of 1964. 
C) Equal Employment Act of 1972. 
D) Civil Rights Act of 1991. 
A) Equal Pay Act of 1963. 
B) Civil Rights Act of 1964. 
C) Equal Employment Act of 1972. 
D) Civil Rights Act of 1991.

Question 5

The Glass Ceiling Act

Accepted Answer

A) never made it out of congressional committee. 
B) was declared unconstitutional by the U.S.Supreme Court. 
C) protects only white females. 
D) created the Glass Ceiling Commission. 
A) never made it out of congressional committee. 
B) was declared unconstitutional by the U.S.Supreme Court. 
C) protects only white females. 
D) created the Glass Ceiling Commission.

Question 6

Individuals with AIDS or HIV are "disabled" within the meaning of the

Accepted Answer

A) Civil Rights Act of 1991. 
B) Vocational Rehabilitation Act of 1973. 
C) Executive Order 11246. 
D) state and local anti-discrimination laws only. 
A) Civil Rights Act of 1991. 
B) Vocational Rehabilitation Act of 1973. 
C) Executive Order 11246. 
D) state and local anti-discrimination laws only.

Question 7

It is illegal for employers to deny sick leave for morning sickness or other pregnancy-related illnesses if sick leave is permitted for other medical conditions such as flu or surgical operations.

Accepted Answer

A) True 
 B)False

Question 8

The law that enables people who enter the military for a total of five years to return to their private-sector jobs without risk of loss of seniority or benefits is

Accepted Answer

A) the Uniformed Services Employment and Reemployment Rights Act. 
B) the Vocational Rehabilitation Act of 1973. 
C) the Equal Employment Opportunity Act of 1972. 
D) the Veterans' Readjustment Act. 
A) the Uniformed Services Employment and Reemployment Rights Act. 
B) the Vocational Rehabilitation Act of 1973. 
C) the Equal Employment Opportunity Act of 1972. 
D) the Veterans' Readjustment Act.

Question 9

Which of the following is NOT a valid defense to an alleged Equal Pay Act violation?

Accepted Answer

A) Paying a male worker more because he has greater seniority 
B) Paying a male worker more because he is more productive 
C) Paying a male worker more because he has dependents 
D) Paying a male worker more because he produces higher quality work 
A) Paying a male worker more because he has greater seniority 
B) Paying a male worker more because he is more productive 
C) Paying a male worker more because he has dependents 
D) Paying a male worker more because he produces higher quality work

Question 10

Title VII provisions for religion

Accepted Answer

A) require employers to make reasonable accommodations for religious observance or practice. 
B) do not permit religion to be a bona fide occupational qualification. 
C) require employers to grant complete religious freedom in employment situations in accordance with the First Amendment. 
D) require that the workplace be free from all religious expression. 
A) require employers to make reasonable accommodations for religious observance or practice. 
B) do not permit religion to be a bona fide occupational qualification. 
C) require employers to grant complete religious freedom in employment situations in accordance with the First Amendment. 
D) require that the workplace be free from all religious expression.

Question 11

Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.

Accepted Answer

A) True 
 B)False

Question 12

Employers may be accused of reverse discrimination, or giving preference to members of protected classes, to the extent that unprotected individuals believe they are suffering discrimination.

Accepted Answer

A) True 
 B)False

Question 13

A factor that appears to have influenced the growth of Equal Employment Opportunity (EEO) legislation is

Accepted Answer

A) the changing attitudes of society at large. 
B) the post-war baby boom. 
C) a shortage of qualified labor. 
D) an influx of illegal immigrants. 
A) the changing attitudes of society at large. 
B) the post-war baby boom. 
C) a shortage of qualified labor. 
D) an influx of illegal immigrants.

Question 14

The Immigration Reform and Control Act requires employers to verify the legal rights of applicants to work in the U.S.

Accepted Answer

A) True 
 B)False

Question 15

The basic steps in developing an effective affirmative action plan include all of the following EXCEPT

Accepted Answer

A) initiating proactive recruitment and selection methods. 
B) surveying present minority and female employment by department and job classification. 
C) establishing an internal audit and reporting program to evaluate progress. 
D) establishing a quota system and timetable for hiring. 
A) initiating proactive recruitment and selection methods. 
B) surveying present minority and female employment by department and job classification. 
C) establishing an internal audit and reporting program to evaluate progress. 
D) establishing a quota system and timetable for hiring.

Question 16

A religious organization that employs people of a specific religion is excluded from the coverage of the Civil Rights Act.

Accepted Answer

A) True 
 B)False

Question 17

HR managers need not be concerned about state fair employment practice laws since they are usually less stringent and less comprehensive than federal laws prohibiting discrimination.

Accepted Answer

A) True 
 B)False

Question 18

In which of the following decisions did the Supreme Court not endorse all voluntary affirmative action programs, but it gave an important push to programs voluntarily implemented and designed to correct past racial imbalances?

Accepted Answer

A) Griggs v.Duke Power 
B) Albemarle Paper Co.v.Moody 
C) Ricci v.DeStafano 
D) United Steelworkers of America v.Weber 
A) Griggs v.Duke Power 
B) Albemarle Paper Co.v.Moody 
C) Ricci v.DeStafano 
D) United Steelworkers of America v.Weber

Question 19

Which of the following is not prohibited by Title VII of the Civil Rights Act of 1964?

Accepted Answer

A) Paying a woman less than a man for doing the same job 
B) Promoting a white male over a black male on the basis of seniority 
C) Refusing to hire Hispanics 
D) Limiting training opportunities for men 
A) Paying a woman less than a man for doing the same job 
B) Promoting a white male over a black male on the basis of seniority 
C) Refusing to hire Hispanics 
D) Limiting training opportunities for men

Question 20

Peter, a 35-year-old white man, is in a production unit with one other white man, two women, and a Hispanic man. Over the past year, the two women and the Hispanic man have received the best assignments. On two occasions when Peter requested a specific assignment because he felt it was more interesting and offered more learning opportunities, his request was denied and the assignment was given to one of the women. Peter is experiencing

Accepted Answer

A) sexual harassment. 
B) retaliation. 
C) affirmative action. 
D) reverse discrimination. 
A) sexual harassment. 
B) retaliation. 
C) affirmative action. 
D) reverse discrimination.

Which of the following is NOT a basis for a claim of age discrimination?

In which of the following decisions did the Supreme Court state that affirmative action programs are not illegal per se as long as rigid quota systems were not specified for different protected classes?

The Civil Rights Act of 1964 allows employers to set different cut-off test scores on the basis of race and sex during the hiring process.

The legislative act that bars discrimination in all HR activities, including hiring, training, promotion, pay, employee benefits, and other conditions of employment is known as the

The Glass Ceiling Act

Individuals with AIDS or HIV are "disabled" within the meaning of the

It is illegal for employers to deny sick leave for morning sickness or other pregnancy-related illnesses if sick leave is permitted for other medical conditions such as flu or surgical operations.

The law that enables people who enter the military for a total of five years to return to their private-sector jobs without risk of loss of seniority or benefits is

Which of the following is NOT a valid defense to an alleged Equal Pay Act violation?

Title VII provisions for religion

Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.

Employers may be accused of reverse discrimination, or giving preference to members of protected classes, to the extent that unprotected individuals believe they are suffering discrimination.

A factor that appears to have influenced the growth of Equal Employment Opportunity (EEO) legislation is

The Immigration Reform and Control Act requires employers to verify the legal rights of applicants to work in the U.S.

The basic steps in developing an effective affirmative action plan include all of the following EXCEPT

A religious organization that employs people of a specific religion is excluded from the coverage of the Civil Rights Act.

HR managers need not be concerned about state fair employment practice laws since they are usually less stringent and less comprehensive than federal laws prohibiting discrimination.

In which of the following decisions did the Supreme Court not endorse all voluntary affirmative action programs, but it gave an important push to programs voluntarily implemented and designed to correct past racial imbalances?

Which of the following is not prohibited by Title VII of the Civil Rights Act of 1964?

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 a basis for a claim of age discrimination?

In which of the following decisions did the Supreme Court state that affirmative action programs are not illegal per se as long as rigid quota systems were not specified for different protected classes?

The Civil Rights Act of 1964 allows employers to set different cut-off test scores on the basis of race and sex during the hiring process.

The legislative act that bars discrimination in all HR activities, including hiring, training, promotion, pay, employee benefits, and other conditions of employment is known as the

The Glass Ceiling Act

Individuals with AIDS or HIV are "disabled" within the meaning of the

It is illegal for employers to deny sick leave for morning sickness or other pregnancy-related illnesses if sick leave is permitted for other medical conditions such as flu or surgical operations.

The law that enables people who enter the military for a total of five years to return to their private-sector jobs without risk of loss of seniority or benefits is

Which of the following is NOT a valid defense to an alleged Equal Pay Act violation?

Title VII provisions for religion

Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.

Employers may be accused of reverse discrimination, or giving preference to members of protected classes, to the extent that unprotected individuals believe they are suffering discrimination.

A factor that appears to have influenced the growth of Equal Employment Opportunity (EEO) legislation is

The Immigration Reform and Control Act requires employers to verify the legal rights of applicants to work in the U.S.

The basic steps in developing an effective affirmative action plan include all of the following EXCEPT

A religious organization that employs people of a specific religion is excluded from the coverage of the Civil Rights Act.

HR managers need not be concerned about state fair employment practice laws since they are usually less stringent and less comprehensive than federal laws prohibiting discrimination.

In which of the following decisions did the Supreme Court not endorse all voluntary affirmative action programs, but it gave an important push to programs voluntarily implemented and designed to correct past racial imbalances?

Which of the following is not prohibited by Title VII of the Civil Rights Act of 1964?

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