Exam 4: Legal Issues in Selection

An employee or an applicant with a physical or mental limitation (i.e., a disability) must have a "reasonable accommodation" unless it creates "undue hardship" for the business.Which of the following is TRUE about definitions of "reasonable accommodation" and "undue hardship?"

The Uniform Guidelines on Employee Selection Procedures serve as a primary reference for court decisions.

All federal government contractors must have affirmative action plans.

Race norming is considered an acceptable practice according to the Civil Rights Act of 1991.

A lawsuit charging illegal discrimination against homosexuals could be filed under which of the following:

Court decisions regarding ADA interpretation must be in line with congressional intent when the law was passed.

The burden of proof is initially on the defendant in either a disparate treatment or a disparate impact discrimination case.

The Civil Rights Act of 1991 amends the Civil Rights Act of 1964.

The first response by the EEOC after a charge of discrimination has been filed is to:

What is the current status of voluntary affirmative action programs?

What is disparate impact?

The Americans with Disabilities Act covers which of the following employers?

Pre-employment medical examinations can be given to applicants only after a job offer is made.

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 -Spurlock v.United Airlines (1972)

"Reasonable accommodation" does not require preferences be awarded to persons with disabilities.

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

It is the responsibility of the employer to question job applicants to determine if they have disabilities that must be accommodated.

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 -Auto Workers v.Johnson Controls (1991)

Which of the following is considered acceptable according to the Uniform Guidelines on Employee Selection Procedures?

When using the 'Standard Deviation Rule' to test the differences in selection rates among groups, if the difference in means is greater than ________ standard deviations, the difference in means is considered to be significant between the two groups.