Question 1

In Griggs v.Duke Power,the Supreme Court established the principle that:

Accepted Answer

A) educational selection requirements are illegal. 
B) discrimination occurs only if the employer intends to discriminate. 
C) discrimination can occur even if it is overt or unintentional. 
D) employment tests are illegal. 
A) educational selection requirements are illegal. 
B) discrimination occurs only if the employer intends to discriminate. 
C) discrimination can occur even if it is overt or unintentional. 
D) employment tests are illegal.

Question 2

Giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering is known as:

Accepted Answer

A) sexual harassment. 
B) retaliation. 
C) affirmative action. 
D) reverse discrimination. 
A) sexual harassment. 
B) retaliation. 
C) affirmative action. 
D) reverse discrimination.

Question 3

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.

Accepted Answer

A) True 
 B)False

Question 4

The Equal Employment Opportunity Act of 1972 strengthened the enforcement power of the Equal Employment Opportunity Commission (EEOC).

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is NOT a defense to an alleged Equal Pay Act violation?

Accepted Answer

A) Paying a male worker more because he has greater seniority 
B) Paying a male worker more because he is more productive 
C) Paying a male worker more because he has dependents 
D) Paying a male worker more because he produces higher quality 
A) Paying a male worker more because he has greater seniority 
B) Paying a male worker more because he is more productive 
C) Paying a male worker more because he has dependents 
D) Paying a male worker more because he produces higher quality

Question 6

A disability under the Americans with Disabilities Act of 1990 can be defined by all of the following EXCEPT:

Accepted Answer

A) a physical or mental impairment that substantially limits one or more major activities. 
B) conditions caused due to the demands of the work environment. 
C) having a record of physical or mental impairment. 
D) being regarded as having a physical or mental impairment. 
A) a physical or mental impairment that substantially limits one or more major activities. 
B) conditions caused due to the demands of the work environment. 
C) having a record of physical or mental impairment. 
D) being regarded as having a physical or mental impairment.

Question 7

The procedural document developed by the Equal Employment Opportunity Commission is the:

Accepted Answer

A) Uniform Commercial Code. 
B) Uniform Guidelines on Employee Selection Procedures. 
C) Affirmative Action Guide. 
D) Business Code of Ethics. 
A) Uniform Commercial Code. 
B) Uniform Guidelines on Employee Selection Procedures. 
C) Affirmative Action Guide. 
D) Business Code of Ethics.

Question 8

Homosexuals are protected from discrimination mainly through:

Accepted Answer

A) Fair Employment Practice laws at the state or local level. 
B) the Federal Executive Order 11246. 
C) the Americans with Disabilities Act. 
D) the Vocational Rehabilitation Act. 
A) Fair Employment Practice laws at the state or local level. 
B) the Federal Executive Order 11246. 
C) the Americans with Disabilities Act. 
D) the Vocational Rehabilitation Act.

Question 9

Seniority systems can be used by companies to legally justify paying men more than women.

Accepted Answer

A) True 
 B)False

Question 10

An employer interviews 100 qualified applicants,60 whites and 40 blacks.If 30 whites are hired,a minimum of how many blacks should be hired to avoid charges of adverse impact?

Accepted Answer

A) 24 
B) 20 
C) 16 
D) 12 
A) 24 
B) 20 
C) 16 
D) 12

Question 11

No adverse impact exists if members of a protected class represent a significantly smaller percentage of the organization's workforce than the percentage found in the population of the surrounding community.

Accepted Answer

A) True 
 B)False

Question 12

EEOC guidelines are:

Accepted Answer

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.

Question 13

Early nondiscrimination laws failed to give enforcement power to the agencies charged with upholding them.

Accepted Answer

A) True 
 B)False

Question 14

The Pregnancy Discrimination Act states that:

Accepted Answer

A) an employer can deny sick leave for morning sickness. 
B) an employer may set mandatory lengths for pregnancy leave. 
C) an employer must set pregnancy leave dates based on the individual employee's ability to work. 
D) pregnancy is a temporary medical condition and not a disability. 
A) an employer can deny sick leave for morning sickness. 
B) an employer may set mandatory lengths for pregnancy leave. 
C) an employer must set pregnancy leave dates based on the individual employee's ability to work. 
D) pregnancy is a temporary medical condition and not a disability.

Question 15

The American with Disabilities Act does NOT:

Accepted Answer

A) require employers to make reasonable accommodation to disabled persons. 
B) define disability as a physical or mental impairment that substantially limits one or more major activities. 
C) provide protection for adjustment disorders. 
D) protect people regarded as having disabilities. 
A) require employers to make reasonable accommodation to disabled persons. 
B) define disability as a physical or mental impairment that substantially limits one or more major activities. 
C) provide protection for adjustment disorders. 
D) protect people regarded as having disabilities.

Question 16

Under the law,discrimination charges must be filed within _____ days of the alleged unlawful practice.

Accepted Answer

A) 60 
B) 90 
C) 120 
D) 180 
A) 60 
B) 90 
C) 120 
D) 180

Question 17

Individuals with AIDS or HIV are "disabled" within the meaning of the:

Accepted Answer

A) Civil Rights Act of 1991. 
B) Vocational Rehabilitation Act of 1973. 
C) Executive Order 11246. 
D) state and local anti-discrimination laws only. 
A) Civil Rights Act of 1991. 
B) Vocational Rehabilitation Act of 1973. 
C) Executive Order 11246. 
D) state and local anti-discrimination laws only.

Question 18

The Four-Fifths Rule applies when the number of employees from a protected class is less than four-fifths of the number of employees hired from the class with the highest selection rate.

Accepted Answer

A) True 
 B)False

Question 19

Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.

Accepted Answer

A) True 
 B)False

Question 20

The Pregnancy Discrimination Act requires pregnancy leave dates to be based on the individual employee's ability to work.

Accepted Answer

A) True 
 B)False

In Griggs v.Duke Power,the Supreme Court established the principle that:

Giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering is known as:

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 Equal Employment Opportunity Act of 1972 strengthened the enforcement power of the Equal Employment Opportunity Commission (EEOC).

Which of the following is NOT a defense to an alleged Equal Pay Act violation?

A disability under the Americans with Disabilities Act of 1990 can be defined by all of the following EXCEPT:

The procedural document developed by the Equal Employment Opportunity Commission is the:

Homosexuals are protected from discrimination mainly through:

Seniority systems can be used by companies to legally justify paying men more than women.

An employer interviews 100 qualified applicants,60 whites and 40 blacks.If 30 whites are hired,a minimum of how many blacks should be hired to avoid charges of adverse impact?

No adverse impact exists if members of a protected class represent a significantly smaller percentage of the organization's workforce than the percentage found in the population of the surrounding community.

EEOC guidelines are:

Early nondiscrimination laws failed to give enforcement power to the agencies charged with upholding them.

The Pregnancy Discrimination Act states that:

The American with Disabilities Act does NOT:

Under the law,discrimination charges must be filed within _____ days of the alleged unlawful practice.

Individuals with AIDS or HIV are "disabled" within the meaning of the:

The Four-Fifths Rule applies when the number of employees from a protected class is less than four-fifths of the number of employees hired from the class with the highest selection rate.

Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.

The Pregnancy Discrimination Act requires pregnancy leave dates to be based on the individual employee's ability to work.

The Challenge 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 and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters

Exam 3: Equal Employment Opportunity and Human Resources Management

In Griggs v.Duke Power,the Supreme Court established the principle that:

Giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering is known as:

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 Equal Employment Opportunity Act of 1972 strengthened the enforcement power of the Equal Employment Opportunity Commission (EEOC).

Which of the following is NOT a defense to an alleged Equal Pay Act violation?

A disability under the Americans with Disabilities Act of 1990 can be defined by all of the following EXCEPT:

The procedural document developed by the Equal Employment Opportunity Commission is the:

Homosexuals are protected from discrimination mainly through:

Seniority systems can be used by companies to legally justify paying men more than women.

An employer interviews 100 qualified applicants,60 whites and 40 blacks.If 30 whites are hired,a minimum of how many blacks should be hired to avoid charges of adverse impact?

No adverse impact exists if members of a protected class represent a significantly smaller percentage of the organization's workforce than the percentage found in the population of the surrounding community.

EEOC guidelines are:

Early nondiscrimination laws failed to give enforcement power to the agencies charged with upholding them.

The Pregnancy Discrimination Act states that:

The American with Disabilities Act does NOT:

Under the law,discrimination charges must be filed within _____ days of the alleged unlawful practice.

Individuals with AIDS or HIV are "disabled" within the meaning of the:

The Four-Fifths Rule applies when the number of employees from a protected class is less than four-fifths of the number of employees hired from the class with the highest selection rate.

Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.

The Pregnancy Discrimination Act requires pregnancy leave dates to be based on the individual employee's ability to work.

The Challenge 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 and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters