Question 1

To comply with the Immigration Reform and Control Act,employers should do all of the following EXCEPT:

Accepted Answer

A) completing and retaining form I-9. 
B) presenting form I-9 for inspection upon request. 
C) verifying the citizenship or immigration status of their employees. 
D) refusing to hire immigrants. 
A) completing and retaining form I-9. 
B) presenting form I-9 for inspection upon request. 
C) verifying the citizenship or immigration status of their employees. 
D) refusing to hire immigrants.

Question 2

Managers cannot be sued for discrimination because they merely act as agents of their employer.

Accepted Answer

A) True 
 B)False

Question 3

The Equal Pay Act prohibits employers from discrimination in pay based on:

Accepted Answer

A) race. 
B) gender. 
C) religion. 
D) age. 
A) race. 
B) gender. 
C) religion. 
D) age.

Question 4

Executive Order 11246 requires all federal agencies and government contractors to develop affirmative action plans.

Accepted Answer

A) True 
 B)False

Question 5

U.S.government-owned corporations are exempted from the Civil Rights Act of 1964.

Accepted Answer

A) True 
 B)False

Question 6

The employment of individuals in a fair and nonbiased manner is called:

Accepted Answer

A) reasonable accomodation. 
B) equal employment opportunity. 
C) civil rights policy. 
D) diversity management. 
A) reasonable accomodation. 
B) equal employment opportunity. 
C) civil rights policy. 
D) diversity management.

Question 7

An employer's workforce is said to be at par with the relevant labor market when:

Accepted Answer

A) women are hired at the same rate as men. 
B) affirmative action goals are achieved. 
C) the employer's workforce by race and sex compares favorably with the surrounding labor market. 
D) adverse impact is eliminated in the selection procedures of employees. 
A) women are hired at the same rate as men. 
B) affirmative action goals are achieved. 
C) the employer's workforce by race and sex compares favorably with the surrounding labor market. 
D) adverse impact is eliminated in the selection procedures of employees.

Question 8

The Age Discrimination in Employment Act prohibits specific employers from discriminating against persons who are:

Accepted Answer

A) 40 years of age or older. 
B) below 35 years of age. 
C) below 28 years of age. 
D) between 25 to 30 years. 
A) 40 years of age or older. 
B) below 35 years of age. 
C) below 28 years of age. 
D) between 25 to 30 years.

Question 9

The Civil Rights Act of 1964 allows employers to set different cut-off test scores on the basis of race and sex during the hiring process.

Accepted Answer

A) True 
 B)False

Question 10

The bona fide occupational qualification (BFOQ)exception does not apply to discrimination based on national origin.

Accepted Answer

A) True 
 B)False

Question 11

Employers may be accused of reverse discrimination,or giving preference to members of protected classes,to the extent that unprotected individuals believe they are suffering discrimination.

Accepted Answer

A) True 
 B)False

Question 12

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

Accepted Answer

A) Paying a woman less than a man for doing the same job 
B) Promoting a white male over a black male on the basis of seniority 
C) Refusing to hire Hispanics 
D) Limiting training opportunities for men 
A) Paying a woman less than a man for doing the same job 
B) Promoting a white male over a black male on the basis of seniority 
C) Refusing to hire Hispanics 
D) Limiting training opportunities for men

Question 13

Based on the Griggs case,requiring all salespersons to be six feet tall would have an adverse impact on Asians and women,limiting their employment opportunities.

Accepted Answer

A) True 
 B)False

Question 14

Affirmative action programs are required by all employers.

Accepted Answer

A) True 
 B)False

Question 15

Employment discrimination began in the nineteenth century with the Civil Rights Act of 1866.

Accepted Answer

A) True 
 B)False

Question 16

Women and minority groups are referred to as protected classes.

Accepted Answer

A) True 
 B)False

Question 17

Which law prohibits federal contractors from discriminating against disabled individuals in any program or activity receiving federal financial assistance and requires federal contractors to develop affirmative action plans to hire and promote disabled people?

Accepted Answer

A) The Americans with Disabilities Act 
B) The Vocational Rehabilitation Act of 1973 
C) Executive Order 11246 
D) Executive Order 11478 
A) The Americans with Disabilities Act 
B) The Vocational Rehabilitation Act of 1973 
C) Executive Order 11246 
D) Executive Order 11478

Question 18

Why is it important for managers to pay close attention to fair employment practices?

Accepted Answer

​
Federal laws and executive orders prov

Question 19

The Uniform Guidelines on Employee Selection Procedures require validated procedures for selecting and promoting employees but do not apply to dismissal,transfer,or demotion.

Accepted Answer

A) True 
 B)False

Question 20

Employers can determine adverse impact by using:

Accepted Answer

A) the four-fifths rule. 
B) the McDonnell-Douglas test. 
C) the ratio rule. 
D) the two-thirds rule. 
A) the four-fifths rule. 
B) the McDonnell-Douglas test. 
C) the ratio rule. 
D) the two-thirds rule.

To comply with the Immigration Reform and Control Act,employers should do all of the following EXCEPT:

Managers cannot be sued for discrimination because they merely act as agents of their employer.

The Equal Pay Act prohibits employers from discrimination in pay based on:

Executive Order 11246 requires all federal agencies and government contractors to develop affirmative action plans.

U.S.government-owned corporations are exempted from the Civil Rights Act of 1964.

The employment of individuals in a fair and nonbiased manner is called:

An employer's workforce is said to be at par with the relevant labor market when:

The Age Discrimination in Employment Act prohibits specific employers from discriminating against persons who are:

The Civil Rights Act of 1964 allows employers to set different cut-off test scores on the basis of race and sex during the hiring process.

The bona fide occupational qualification (BFOQ)exception does not apply to discrimination based on national origin.

Employers may be accused of reverse discrimination,or giving preference to members of protected classes,to the extent that unprotected individuals believe they are suffering discrimination.

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

Based on the Griggs case,requiring all salespersons to be six feet tall would have an adverse impact on Asians and women,limiting their employment opportunities.

Affirmative action programs are required by all employers.

Employment discrimination began in the nineteenth century with the Civil Rights Act of 1866.

Women and minority groups are referred to as protected classes.

Which law prohibits federal contractors from discriminating against disabled individuals in any program or activity receiving federal financial assistance and requires federal contractors to develop affirmative action plans to hire and promote disabled people?

Why is it important for managers to pay close attention to fair employment practices?

The Uniform Guidelines on Employee Selection Procedures require validated procedures for selecting and promoting employees but do not apply to dismissal,transfer,or demotion.

Employers can determine adverse impact by using:

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

To comply with the Immigration Reform and Control Act,employers should do all of the following EXCEPT:

Managers cannot be sued for discrimination because they merely act as agents of their employer.

The Equal Pay Act prohibits employers from discrimination in pay based on:

Executive Order 11246 requires all federal agencies and government contractors to develop affirmative action plans.

U.S.government-owned corporations are exempted from the Civil Rights Act of 1964.

The employment of individuals in a fair and nonbiased manner is called:

An employer's workforce is said to be at par with the relevant labor market when:

The Age Discrimination in Employment Act prohibits specific employers from discriminating against persons who are:

The Civil Rights Act of 1964 allows employers to set different cut-off test scores on the basis of race and sex during the hiring process.

The bona fide occupational qualification (BFOQ)exception does not apply to discrimination based on national origin.

Employers may be accused of reverse discrimination,or giving preference to members of protected classes,to the extent that unprotected individuals believe they are suffering discrimination.

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

Based on the Griggs case,requiring all salespersons to be six feet tall would have an adverse impact on Asians and women,limiting their employment opportunities.

Affirmative action programs are required by all employers.

Employment discrimination began in the nineteenth century with the Civil Rights Act of 1866.

Women and minority groups are referred to as protected classes.

Which law prohibits federal contractors from discriminating against disabled individuals in any program or activity receiving federal financial assistance and requires federal contractors to develop affirmative action plans to hire and promote disabled people?

Why is it important for managers to pay close attention to fair employment practices?

The Uniform Guidelines on Employee Selection Procedures require validated procedures for selecting and promoting employees but do not apply to dismissal,transfer,or demotion.

Employers can determine adverse impact by using:

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