Question 1

The payroll method is used to determine the number of employees for coverage of Title VII.

Accepted Answer

A) True 
 B)False  True

Question 2

Labor unions with at least fifteen members are subject to Title VII.

Accepted Answer

A) True 
 B)False  True

Question 3

At Your Home, a service provider offers healthcare assistance for elderly or disabled persons at their place of residence.Since most of the clients require total physical care including assistance to get dressed or move around the house, At Your Home screens applicants for employment by using a strength test.The applicants must be able to lift a dummy weighing 175 pounds.The strength test disqualifies most female applicants, as well as a majority of Asian male applicants.To avoid violation of Title VII, At Your Home should use:

Accepted Answer

A)  ​construct validity. 
B)  ​content validity. 
C)  ​criterion-related validity. 
D)  ​both construct and content validity. 
A)  ​construct validity. 
B)  ​content validity. 
C)  ​criterion-related validity. 
D)  ​both construct and content validity. B

Question 4

Define construct validity.

Accepted Answer

Construct validity is a method

Question 5

The Supreme Court held that a plaintiff must "offer statistical evidence of a kind and degree sufficient to show that the practice in question has caused the exclusion of applicants for jobs or promotions because of their membership in a protected group" in the case of:

Accepted Answer

A)  ​International Brotherhood of Teamsters v.United States. 
B)  ​Watson v.Fort Worth Bank & Trust. 
C)  ​Connecticut v.Teal. 
D)  ​United Steelworkers of America v.Weber. 
A)  ​International Brotherhood of Teamsters v.United States. 
B)  ​Watson v.Fort Worth Bank & Trust. 
C)  ​Connecticut v.Teal. 
D)  ​United Steelworkers of America v.Weber.

Question 6

A situation where an employee is treated differently from others due to race, color, religion, gender or national origin is disparate impact.

Accepted Answer

A) True 
 B)False

Question 7

In several cases decided shortly after the adoption of Title VII, courts held that departmental seniority systems that operated to deter minority employees from transferring out of low-paying or inferior jobs:

Accepted Answer

A)  ​were in violation of Title VII. 
B)  ​were not in violation of Title VII. 
C)  ​were based on the 1991 amendment to Title VII. 
D)  ​did not perpetuate the effects of prior discrimination. 
A)  ​were in violation of Title VII. 
B)  ​were not in violation of Title VII. 
C)  ​were based on the 1991 amendment to Title VII. 
D)  ​did not perpetuate the effects of prior discrimination.

Question 8

How is seniority defined under Title VII?

Accepted Answer

Seniority is the length of ser

Question 9

Title VII only applies to minorities and females.

Accepted Answer

A) True 
 B)False

Question 10

Robin works as a human resource manager for Banes & Obel.The company asks Robin to ensure that all suitable candidates including women and minorities are interviewed for open positions, but instructs her to not hire any minority applicants.When Robin reminds her supervisor that Title VII prohibits race discrimination she finds herself being removed from the interview process and all tasks related to the hiring process.In the above case, Banes & Obel:

Accepted Answer

A)  ​has not violated Title VII since there was no discrimination during the interview process. 
B)  ​has not violated Title VII if they can prove the open positions in the organization were not suitable for minority candidates. 
C)  ​has clearly violated Title VII by instructing Robin to not hire minority applicants. 
D)  ​has not violated Title VII since Robin is no longer part of the decision-making process. 
A)  ​has not violated Title VII since there was no discrimination during the interview process. 
B)  ​has not violated Title VII if they can prove the open positions in the organization were not suitable for minority candidates. 
C)  ​has clearly violated Title VII by instructing Robin to not hire minority applicants. 
D)  ​has not violated Title VII since Robin is no longer part of the decision-making process.

Question 11

Described the practice of race-norming.

Accepted Answer

Race norming refers to the practice of u

Question 12

When an employee is treated differently from others due to race, color, religion, gender, or national origin it amounts to:

Accepted Answer

A)  ​four-fifths treatment rule. 
B)  ​seniority. 
C)  ​disparate impact. 
D)  ​disparate treatment. 
A)  ​four-fifths treatment rule. 
B)  ​seniority. 
C)  ​disparate impact. 
D)  ​disparate treatment.

Question 13

The suggestion that disparate impact should be measured only at the ______ ignores the fact that Title VII guarantees these individual respondents the opportunity to compete equally with white workers on the basis of job-related criteria.

Accepted Answer

A)  ​instance when the matter is dragged to court 
B)  ​time of discrimination. 
C)  ​bottom line 
D)  ​top line 
A)  ​instance when the matter is dragged to court 
B)  ​time of discrimination. 
C)  ​bottom line 
D)  ​top line

Question 14

A teacher who is required to possess the attribute of "patience," or an executive who is required to possess qualities of "leadership" are being measured based on:

Accepted Answer

A)  ​content validity. 
B)  ​criterion-related validity. 
C)  ​construct validity. 
D)  ​validity logic. 
A)  ​content validity. 
B)  ​criterion-related validity. 
C)  ​construct validity. 
D)  ​validity logic.

Question 15

In International Brotherhood of Teamsters v.United States, the seniority system was established between:

Accepted Answer

A)  employee and the union. 
B)  ​employer and the union. 
C)  ​employee and the employer. 
D)  ​both employer-employee and employee-union. 
A)  employee and the union. 
B)  ​employer and the union. 
C)  ​employee and the employer. 
D)  ​both employer-employee and employee-union.

Question 16

______ compares the selection rates (the rates at which applicants meet the requirements or pass the test) for the various protected groups under Title VII.

Accepted Answer

A)  ​Four-Fifths Rule 
B)  ​Bona fide occupational qualification 
C)  ​Criterion-related validity 
D)  ​Disparate treatment 
A)  ​Four-Fifths Rule 
B)  ​Bona fide occupational qualification 
C)  ​Criterion-related validity 
D)  ​Disparate treatment

Question 17

Title VII requires an employer to enact affirmative action plans.

Accepted Answer

A) True 
 B)False

Question 18

Title VII regulations and guidelines do not require that employers, unions, and employment agencies post EEOC notices summarizing the act's requirements.

Accepted Answer

A) True 
 B)False

Question 19

Section 706(e)(2) added to Title VII by the 1991 amendments, does not address the time limits for a challenge to a seniority system that allegedly is used intentionally to discriminate in violation of Title VII.

Accepted Answer

A) True 
 B)False

Question 20

Title VII of the Civil Rights Act of 1964 took effect in which year?​

Accepted Answer

A)  1964​ 
B)  ​1963 
C)  ​1966 
D)  ​1965 
A)  1964​ 
B)  ​1963 
C)  ​1966 
D)  ​1965

The payroll method is used to determine the number of employees for coverage of Title VII.

Labor unions with at least fifteen members are subject to Title VII.

Define construct validity.

The Supreme Court held that a plaintiff must "offer statistical evidence of a kind and degree sufficient to show that the practice in question has caused the exclusion of applicants for jobs or promotions because of their membership in a protected group" in the case of:

A situation where an employee is treated differently from others due to race, color, religion, gender or national origin is disparate impact.

In several cases decided shortly after the adoption of Title VII, courts held that departmental seniority systems that operated to deter minority employees from transferring out of low-paying or inferior jobs:

How is seniority defined under Title VII?

Title VII only applies to minorities and females.

Described the practice of race-norming.

When an employee is treated differently from others due to race, color, religion, gender, or national origin it amounts to:

The suggestion that disparate impact should be measured only at the ______ ignores the fact that Title VII guarantees these individual respondents the opportunity to compete equally with white workers on the basis of job-related criteria.

A teacher who is required to possess the attribute of "patience," or an executive who is required to possess qualities of "leadership" are being measured based on:

In International Brotherhood of Teamsters v.United States, the seniority system was established between:

______ compares the selection rates (the rates at which applicants meet the requirements or pass the test) for the various protected groups under Title VII.

Title VII requires an employer to enact affirmative action plans.

Title VII regulations and guidelines do not require that employers, unions, and employment agencies post EEOC notices summarizing the act's requirements.

Section 706(e)(2) added to Title VII by the 1991 amendments, does not address the time limits for a challenge to a seniority system that allegedly is used intentionally to discriminate in violation of Title VII.

Title VII of the Civil Rights Act of 1964 took effect in which year?

First the Forest, Then the Trees:an Overview of Employment and Labor Law

Employment Contracts and Wrongful Discharge

Commonly Committed Workplace Torts

Employee Privacy Rights in the 21st Century

The Global Perspective:international Employment Law and American Immigration Policy

Gender and Family Issues:title VII and Other Legislation

Discrimination Based on Religion and National Origin and Procedures Under Title VII

Discrimination Based on Age

Discrimination Based on Disability

Other EEO and Employment Legislation:federal and State Laws

The Rise of Organized Labor and Its Regulatory Framework

The Unionization Process

Unfair Labor Practices by Employers and Unions

Collective Bargaining

Picketing and Strikes

The Enforcement and Administration of the Collective Agreement

The Rights of Union Members

Public Sector Labor Relations

Occupational Safety and Health

The Employees Safety Nets:unemployment and Workers Compensation, Social Security, and Retirement Plans

The Fair Labor Standards Act

Filters

Exam 6: Title VII of the Civil Rights Act and Race Discrimination

The payroll method is used to determine the number of employees for coverage of Title VII.

Labor unions with at least fifteen members are subject to Title VII.

Define construct validity.

The Supreme Court held that a plaintiff must "offer statistical evidence of a kind and degree sufficient to show that the practice in question has caused the exclusion of applicants for jobs or promotions because of their membership in a protected group" in the case of:

A situation where an employee is treated differently from others due to race, color, religion, gender or national origin is disparate impact.

In several cases decided shortly after the adoption of Title VII, courts held that departmental seniority systems that operated to deter minority employees from transferring out of low-paying or inferior jobs:

How is seniority defined under Title VII?

Title VII only applies to minorities and females.

Described the practice of race-norming.

When an employee is treated differently from others due to race, color, religion, gender, or national origin it amounts to:

The suggestion that disparate impact should be measured only at the ______ ignores the fact that Title VII guarantees these individual respondents the opportunity to compete equally with white workers on the basis of job-related criteria.

A teacher who is required to possess the attribute of "patience," or an executive who is required to possess qualities of "leadership" are being measured based on:

In International Brotherhood of Teamsters v.United States, the seniority system was established between:

______ compares the selection rates (the rates at which applicants meet the requirements or pass the test) for the various protected groups under Title VII.

Title VII requires an employer to enact affirmative action plans.

Title VII regulations and guidelines do not require that employers, unions, and employment agencies post EEOC notices summarizing the act's requirements.

Section 706(e)(2) added to Title VII by the 1991 amendments, does not address the time limits for a challenge to a seniority system that allegedly is used intentionally to discriminate in violation of Title VII.

Title VII of the Civil Rights Act of 1964 took effect in which year?​

First the Forest, Then the Trees:an Overview of Employment and Labor Law

Employment Contracts and Wrongful Discharge

Commonly Committed Workplace Torts

Employee Privacy Rights in the 21st Century

The Global Perspective:international Employment Law and American Immigration Policy

Gender and Family Issues:title VII and Other Legislation

Discrimination Based on Religion and National Origin and Procedures Under Title VII

Discrimination Based on Age

Discrimination Based on Disability

Other EEO and Employment Legislation:federal and State Laws

The Rise of Organized Labor and Its Regulatory Framework

The Unionization Process

Unfair Labor Practices by Employers and Unions

Collective Bargaining

Picketing and Strikes

The Enforcement and Administration of the Collective Agreement

The Rights of Union Members

Public Sector Labor Relations

Occupational Safety and Health

The Employees Safety Nets:unemployment and Workers Compensation, Social Security, and Retirement Plans

The Fair Labor Standards Act

Filters

Title VII of the Civil Rights Act of 1964 took effect in which year?