Question 1

It is not an unfair employment practice to prefer to select or recruit an individual who is a citizen of the U.S.instead of another individual who is a noncitizen.

Accepted Answer

A) True 
 B)False

Question 2

The legal burdens for both plaintiffs and defendants are the same regardless of whether the case is heard as a disparate impact or a disparate treatment case.

Accepted Answer

A) True 
 B)False

Question 3

Stock statistics compare groups at one point in time.

Accepted Answer

A) True 
 B)False

Question 4

What determines the relevant labor market for an organization?

Accepted Answer

A) SMSA (standard metropolitan statistical area), license requirements 
B) geographical location, skill level 
C) education, job interest 
D) managerial judgment and job analysis 
A) SMSA (standard metropolitan statistical area), license requirements 
B) geographical location, skill level 
C) education, job interest 
D) managerial judgment and job analysis

Question 5

Rehabilitated drug users are protected by the Americans with Disabilities Act.

Accepted Answer

A) True 
 B)False

Question 6

The Department of Labor is responsible for the enforcement of which of the following?

Accepted Answer

A) Title VII of the Civil Rights Act of 1964 
B) Executive Order 11246 
C) the Age Discrimination in Employment Act 
D) the Immigration Reform and Control Act of 1986 
A) Title VII of the Civil Rights Act of 1964 
B) Executive Order 11246 
C) the Age Discrimination in Employment Act 
D) the Immigration Reform and Control Act of 1986

Question 7

The Americans with Disabilities Act does not consider mental retardation and specific learning disabilities "mental impairments".

Accepted Answer

A) True 
 B)False

Question 8

A "qualified individual with a disability" refers to an individual with a disability that with or without reasonable accommodation can perform the "essential functions" of the job.

Accepted Answer

A) True 
 B)False

Question 9

ADEA stands for Age Discrimination in Employment Act.

Accepted Answer

A) True 
 B)False

Question 10

The Immigration Reform and Control Act of 1986 makes employers liable for knowingly and unknowingly employing any alien not authorized to work in the United States.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is TRUE about the Uniform Guidelines on Employee Selection Procedures?

Accepted Answer

A) They are laws enacted by Congress. 
B) They are given great deference by the courts when considering discrimination cases. 
C) They are only general guidelines and as such carry little weight in discrimination cases. 
D) They provide guidelines for designing fair selection procedures and are based upon the cumulative findings of discrimination cases. 
A) They are laws enacted by Congress. 
B) They are given great deference by the courts when considering discrimination cases. 
C) They are only general guidelines and as such carry little weight in discrimination cases. 
D) They provide guidelines for designing fair selection procedures and are based upon the cumulative findings of discrimination cases.

Question 12

How does federal regulation of recent years differ from historical regulation?

Accepted Answer

A) It is specific to one industry. 
B) It protects only minorities and women from illegal discrimination. 
C) It is not specific to any industry, but rather applies to many. 
D) Fines can be levied against violators. 
A) It is specific to one industry. 
B) It protects only minorities and women from illegal discrimination. 
C) It is not specific to any industry, but rather applies to many. 
D) Fines can be levied against violators.

Question 13

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
-Griggs v.Duke Power (1971)

Accepted Answer

The answer of Match the key issues to the major...

It is not an unfair employment practice to prefer to select or recruit an individual who is a citizen of the U.S.instead of another individual who is a noncitizen.

The legal burdens for both plaintiffs and defendants are the same regardless of whether the case is heard as a disparate impact or a disparate treatment case.

Stock statistics compare groups at one point in time.

What determines the relevant labor market for an organization?

Rehabilitated drug users are protected by the Americans with Disabilities Act.

The Department of Labor is responsible for the enforcement of which of the following?

The Americans with Disabilities Act does not consider mental retardation and specific learning disabilities "mental impairments".

A "qualified individual with a disability" refers to an individual with a disability that with or without reasonable accommodation can perform the "essential functions" of the job.

ADEA stands for Age Discrimination in Employment Act.

The Immigration Reform and Control Act of 1986 makes employers liable for knowingly and unknowingly employing any alien not authorized to work in the United States.

Which of the following is TRUE about the Uniform Guidelines on Employee Selection Procedures?

How does federal regulation of recent years differ from historical regulation?

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters

Exam 4: Legal Issues in Selection

It is not an unfair employment practice to prefer to select or recruit an individual who is a citizen of the U.S.instead of another individual who is a noncitizen.

The legal burdens for both plaintiffs and defendants are the same regardless of whether the case is heard as a disparate impact or a disparate treatment case.

Stock statistics compare groups at one point in time.

What determines the relevant labor market for an organization?

Rehabilitated drug users are protected by the Americans with Disabilities Act.

The Department of Labor is responsible for the enforcement of which of the following?

The Americans with Disabilities Act does not consider mental retardation and specific learning disabilities "mental impairments".

A "qualified individual with a disability" refers to an individual with a disability that with or without reasonable accommodation can perform the "essential functions" of the job.

ADEA stands for Age Discrimination in Employment Act.

The Immigration Reform and Control Act of 1986 makes employers liable for knowingly and unknowingly employing any alien not authorized to work in the United States.

Which of the following is TRUE about the Uniform Guidelines on Employee Selection Procedures?

How does federal regulation of recent years differ from historical regulation?

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters