A) part of the federal law framework. B) part of the state laws. C) administrative rules published in the Federal Register. D) only applicable to organizations that employ over 1000 people. A) part of the federal law framework. B) part of the state laws. C) administrative rules published in the Federal Register. D) only applicable to organizations that employ over 1000 people.

Exam 3: Equal Employment Opportunity and Human Resources Management

The Uniform Guidelines on Employee Selection Procedures were designed to help employers, labor organizations, employment agencies, and licensing boards comply with the requirements of federal laws prohibiting employment discrimination.

(True/False)

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(88)

Question 101

Management at Felton Corp. were not aware that sexual harassment was taking place, but the victims demonstrated that they should have known. According to the Equal Employment Opportunity Commission (EEOC), in this situation the employer is guilty of sexual harassment.

(True/False)

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Question 102

Title VII of the Civil Rights Act provides employees with a statutory right to complete religious freedom in the workplace.

(True/False)

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Question 103

Adverse impact refers to the unintentional rejection for employment, placement, or promotion of a significantly higher percentage of members of a protected class when compared with members of nonprotected classes.

(True/False)

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Question 104

ValuTech has been found guilty of past discrimination. It is now obligated to follow a court-ordered program to reach specified hiring and promotional goals. This program will be implemented through a(n)

(Multiple Choice)

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Question 105

If people are regarded as having a disability, then they are protected under the Americans with Disabilities Act.

(True/False)

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Question 106

Courts have defined business necessity as a practice that is necessary to the safe and efficient operation of an organization.

(True/False)

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Question 107

The Uniform Guidelines on Employee Selection Procedures require validated procedures for selecting and promoting employees but do not apply to dismissal, transfer, or demotion.

(True/False)

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Question 108

The work of the Equal Employment Opportunity Commission consists of formulating equal employment opportunity (EEO) policy and approving litigation involved in maintaining equal employment opportunity.

(True/False)

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Question 109

The Civil Rights Act of 1964 established the Equal Employment Opportunity Commission.

(True/False)

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Question 110

According to the EEOC, what are the basic steps in developing an effective affirmative action program?

(Essay)

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Question 111

Dirty jokes, vulgar slang, nude pictures, swearing, and personal ridicule and insult constitute quid pro quo sexual harassment.

(True/False)

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Question 112

EEOC guidelines are

(Multiple Choice)

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Question 113

There are seven production managers at Wallace Inc., four men and three women. All four men have higher salaries than the three women. Since the men have all been in the position longer than the women, Wallace Inc., has a legal justification for paying the men more.

(True/False)

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Question 114

An employee alleging discrimination can sue both the manager (or supervisor) of a company and the company itself because

(Multiple Choice)

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(83)

Question 115

When using a selection test, employers must be able to prove that the test bears a direct relationship to success on the job.

(True/False)

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Question 116

The Pregnancy Discrimination Act requires pregnancy leave dates to be based on the individual employee's ability to work. Therefore, managers are not permitted to mandate the dates for pregnancy leaves.

(True/False)

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Question 117

What should be included in a training program when trying to prevent discrimination claims?

(Essay)

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(77)

Question 118

In which Supreme Court decision involving an invalidated employment test for firemen did the Court state: "once the process has been established and employers have made clear their selection criteria, they may not then invalidate the test results, thus upsetting an employee's legitimate expectation not to be judged on the basis of race."?

(Multiple Choice)

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(77)

Question 119

When pursuing an adverse impact claim, an individual is alleging

(Multiple Choice)

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Question 120

Showing 101 - 120 of 126

The Uniform Guidelines on Employee Selection Procedures were designed to help employers, labor organizations, employment agencies, and licensing boards comply with the requirements of federal laws prohibiting employment discrimination.

Management at Felton Corp. were not aware that sexual harassment was taking place, but the victims demonstrated that they should have known. According to the Equal Employment Opportunity Commission (EEOC), in this situation the employer is guilty of sexual harassment.

Title VII of the Civil Rights Act provides employees with a statutory right to complete religious freedom in the workplace.

Adverse impact refers to the unintentional rejection for employment, placement, or promotion of a significantly higher percentage of members of a protected class when compared with members of nonprotected classes.

ValuTech has been found guilty of past discrimination. It is now obligated to follow a court-ordered program to reach specified hiring and promotional goals. This program will be implemented through a(n)

If people are regarded as having a disability, then they are protected under the Americans with Disabilities Act.

Courts have defined business necessity as a practice that is necessary to the safe and efficient operation of an organization.

The Uniform Guidelines on Employee Selection Procedures require validated procedures for selecting and promoting employees but do not apply to dismissal, transfer, or demotion.

The work of the Equal Employment Opportunity Commission consists of formulating equal employment opportunity (EEO) policy and approving litigation involved in maintaining equal employment opportunity.

The Civil Rights Act of 1964 established the Equal Employment Opportunity Commission.

According to the EEOC, what are the basic steps in developing an effective affirmative action program?

Dirty jokes, vulgar slang, nude pictures, swearing, and personal ridicule and insult constitute quid pro quo sexual harassment.

EEOC guidelines are

There are seven production managers at Wallace Inc., four men and three women. All four men have higher salaries than the three women. Since the men have all been in the position longer than the women, Wallace Inc., has a legal justification for paying the men more.

An employee alleging discrimination can sue both the manager (or supervisor) of a company and the company itself because

When using a selection test, employers must be able to prove that the test bears a direct relationship to success on the job.

The Pregnancy Discrimination Act requires pregnancy leave dates to be based on the individual employee's ability to work. Therefore, managers are not permitted to mandate the dates for pregnancy leaves.

What should be included in a training program when trying to prevent discrimination claims?

When pursuing an adverse impact claim, an individual is alleging

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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