Exam 4: Legal Issues in Selection

Voluntary affirmative action programs are controversial, and can lead to claims of reverse discrimination.

The ADA Amendments Act of 2008 makes it easier for plaintiffs to make a case for disability.

______________ enforces executive orders.`

Under the Uniform Guidelines on Employee Selection Procedures skills and abilities easily learned during a brief training program are not acceptable as selection requirements.

An intention to discriminate must be shown to provide evidence for which kind of discrimination?

The "glass ceiling effect" refers to an employer's effort to intentionally create barriers that impede the advancement of women and minorities to higher positions.

Which of the following groups are specifically excluded under the Americans with Disabilities Act of 1980?

What is the major difference between stock and flow statistics?

Title VII of the Civil Rights Act of 1964 prohibits, among other things, discrimination on the basis of marital status in the workplace.

The Civil Rights Act of 1866 covers which of the following private employers?

Which of the following is the rule-of-thumb used by the courts to determine discrimination?

Demonstrating that not using the selection requirement would result in great cost or loss of business to the firm has generally been found adequate for establishing "business necessity."

A charge of discrimination can be embarrassing for an organization.

An affirmative action goal is the same as a quota.

Match the key issues to the major selection court cases. a.Company must insure that all parts of a multiple-step selection program have no disparate impact b.Company's burden of proof against adverse impact diminishes as human risk increases c.Selection test must be job-related if disparate impact results d.Validation must reflect selection decision practices e.In disability cases, organization must prove that individual cannot perform job f.Company's moral concerns about health of future children is not sufficient to bar women from employment g.Cases focusing on subjective selection devices (e.g., interviews and judgments) could be heard as disparate impact cases -U.S.v.Georgia Power (1973)

The Uniform Guidelines on Employee Selection Procedures requires organizations to keep information about the demographic characteristics of applicants and hires.These records must be kept for which groups?

A charge of discrimination must be filed how soon after an alleged act?

Match the key issues to the major selection court cases. a.Company must insure that all parts of a multiple-step selection program have no disparate impact b.Company's burden of proof against adverse impact diminishes as human risk increases c.Selection test must be job-related if disparate impact results d.Validation must reflect selection decision practices e.In disability cases, organization must prove that individual cannot perform job f.Company's moral concerns about health of future children is not sufficient to bar women from employment g.Cases focusing on subjective selection devices (e.g., interviews and judgments) could be heard as disparate impact cases -Connecticut v.Teal (1982)

Sexual, religious, and other forms of discrimination not covered by Title VII of the Civil Rights Act of 1964 are covered by the Civil Rights Act of 1866 and 1871.

Only scored selection tests are addressed in the Uniform Guidelines on Employee Selection Procedures.