Question 1

Which of the following is NOT an example of sexual harassment?

Accepted Answer

A) Paying a man more than a woman for doing the same job 
B) Promoting a female employee after she agrees to an after-work date 
C) Permitting the work environment to be hostile, intimidating, or offensive 
D) Allowing a customer to demand sexual favors from an employee 
A) Paying a man more than a woman for doing the same job 
B) Promoting a female employee after she agrees to an after-work date 
C) Permitting the work environment to be hostile, intimidating, or offensive 
D) Allowing a customer to demand sexual favors from an employee

Question 2

State and local governments are exempted from the provisions of the Civil Rights Act and Equal Employment law.

Accepted Answer

A) True 
 B)False

Question 3

An important step in avoiding discriminatory practices during selection is to:

Accepted Answer

A) base selection decisions solely on interviews. 
B) use multiple interviewers for each applicant. 
C) use validation studies to demonstrate the job-relatedness of a selection instrument. 
D) require all applicants to complete an application form. 
A) base selection decisions solely on interviews. 
B) use multiple interviewers for each applicant. 
C) use validation studies to demonstrate the job-relatedness of a selection instrument. 
D) require all applicants to complete an application form.

Question 4

Adverse impact means that:

Accepted Answer

A) men are paid less than women. 
B) employment decisions reject a higher percentage of a protected class than a nonprotected class. 
C) efforts are made to recruit a larger percentage of minorities. 
D) religion as a bona fide occupational qualification is permitted at the workplace. 
A) men are paid less than women. 
B) employment decisions reject a higher percentage of a protected class than a nonprotected class. 
C) efforts are made to recruit a larger percentage of minorities. 
D) religion as a bona fide occupational qualification is permitted at the workplace.

Question 5

When pursuing an adverse impact claim,an individual is alleging:

Accepted Answer

A) unintentional discrimination against an individual belonging to the nonprotected class. 
B) intentional discrimination against an individual belonging to the nonprotected class. 
C) unintentional discrimination against a protected class. 
D) intentional discrimination against a protected class. 
A) unintentional discrimination against an individual belonging to the nonprotected class. 
B) intentional discrimination against an individual belonging to the nonprotected class. 
C) unintentional discrimination against a protected class. 
D) intentional discrimination against a protected class.

Question 6

The Equal Employment Opportunity Commission (EEOC)conducts its operations through:

Accepted Answer

A) state and local government offices. 
B) its administrative headquarters, district offices, and area offices. 
C) the Department of Justice. 
D) the Department of Labor. 
A) state and local government offices. 
B) its administrative headquarters, district offices, and area offices. 
C) the Department of Justice. 
D) the Department of Labor.

Question 7

The Equal Employment Opportunity Commission (EEOC)is responsible for ensuring that covered employers comply with the intent of Title VII of the Civil Rights Act.

Accepted Answer

A) True 
 B)False

Question 8

Disparate treatment cases involve:

Accepted Answer

A) discharge complaints. 
B) purposeful discrimination. 
C) affirmative action goals. 
D) immigration cases. 
A) discharge complaints. 
B) purposeful discrimination. 
C) affirmative action goals. 
D) immigration cases.

Question 9

If a pay disparity between the sexes exists,employers cannot legally lower the wages of one gender to comply with the law.

Accepted Answer

A) True 
 B)False

Question 10

Title VII of the Civil Rights Act prohibits discrimination on the basis of race,color,religion,sex,or age.

Accepted Answer

A) True 
 B)False

Question 11

In recent years,the number of age discrimination complaints filed with the Equal Employment Opportunity Commission (EEOC)has shown:

Accepted Answer

A) a slow decline. 
B) a dramatic increase. 
C) a steady increase. 
D) a rapid decline. 
A) a slow decline. 
B) a dramatic increase. 
C) a steady increase. 
D) a rapid decline.

Question 12

A 35-year-old applicant who is denied employment based upon age may file a claim under the Age Discrimination in Employment Act if the organization hired a 21-year-old.

Accepted Answer

A) True 
 B)False

Question 13

In which of the following decisions did the Supreme Court not endorse all voluntary affirmative action programs,but it gave an important push to programs voluntarily implemented and designed to correct past racial imbalances?

Accepted Answer

A) Griggs v. Duke Power 
B) Albemarle Paper Co. v. Moody 
C) University of California Regents v. Bakke 
D) United Steelworkers of America v. Weber 
A) Griggs v. Duke Power 
B) Albemarle Paper Co. v. Moody 
C) University of California Regents v. Bakke 
D) United Steelworkers of America v. Weber

Question 14

According to the EEOC,what are the basic steps in developing an effective affirmative action program?

Accepted Answer

1.Issue a written equal employment oppor

Question 15

Title VII of the Civil Rights Act provides employees with a statutory right to complete religious freedom in the workplace.

Accepted Answer

A) True 
 B)False

Question 16

The Equal Pay Act makes it illegal to discriminate against people in terms of the pay,employee benefits,and pension they earn based on their gender when they do equal work.

Accepted Answer

A) True 
 B)False

Question 17

The Equal Employment Opportunity Commission consists of one commissioner from each state and a general counsel.

Accepted Answer

A) True 
 B)False

Question 18

Executive Order 11246 provides equal employment opportunities to:

Accepted Answer

A) federal employees and individuals employed by government contractors. 
B) state and local government employees. 
C) all employees of public and private employers. 
D) union members. 
A) federal employees and individuals employed by government contractors. 
B) state and local government employees. 
C) all employees of public and private employers. 
D) union members.

Question 19

Equal employment opportunity refers to actions required of employers to correct past discrimination against minorities.

Accepted Answer

A) True 
 B)False

Question 20

HR managers need not be concerned about state fair employment practice laws since they are usually less stringent and less comprehensive than federal laws prohibiting discrimination.

Accepted Answer

A) True 
 B)False

Which of the following is NOT an example of sexual harassment?

State and local governments are exempted from the provisions of the Civil Rights Act and Equal Employment law.

An important step in avoiding discriminatory practices during selection is to:

Adverse impact means that:

When pursuing an adverse impact claim,an individual is alleging:

The Equal Employment Opportunity Commission (EEOC)conducts its operations through:

The Equal Employment Opportunity Commission (EEOC)is responsible for ensuring that covered employers comply with the intent of Title VII of the Civil Rights Act.

Disparate treatment cases involve:

If a pay disparity between the sexes exists,employers cannot legally lower the wages of one gender to comply with the law.

Title VII of the Civil Rights Act prohibits discrimination on the basis of race,color,religion,sex,or age.

In recent years,the number of age discrimination complaints filed with the Equal Employment Opportunity Commission (EEOC)has shown:

A 35-year-old applicant who is denied employment based upon age may file a claim under the Age Discrimination in Employment Act if the organization hired a 21-year-old.

In which of the following decisions did the Supreme Court not endorse all voluntary affirmative action programs,but it gave an important push to programs voluntarily implemented and designed to correct past racial imbalances?

According to the EEOC,what are the basic steps in developing an effective affirmative action program?

Title VII of the Civil Rights Act provides employees with a statutory right to complete religious freedom in the workplace.

The Equal Pay Act makes it illegal to discriminate against people in terms of the pay,employee benefits,and pension they earn based on their gender when they do equal work.

The Equal Employment Opportunity Commission consists of one commissioner from each state and a general counsel.

Executive Order 11246 provides equal employment opportunities to:

Equal employment opportunity refers to actions required of employers to correct past discrimination against minorities.

HR managers need not be concerned about state fair employment practice laws since they are usually less stringent and less comprehensive than federal laws prohibiting discrimination.

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

Which of the following is NOT an example of sexual harassment?

State and local governments are exempted from the provisions of the Civil Rights Act and Equal Employment law.

An important step in avoiding discriminatory practices during selection is to:

Adverse impact means that:

When pursuing an adverse impact claim,an individual is alleging:

The Equal Employment Opportunity Commission (EEOC)conducts its operations through:

The Equal Employment Opportunity Commission (EEOC)is responsible for ensuring that covered employers comply with the intent of Title VII of the Civil Rights Act.

Disparate treatment cases involve:

If a pay disparity between the sexes exists,employers cannot legally lower the wages of one gender to comply with the law.

Title VII of the Civil Rights Act prohibits discrimination on the basis of race,color,religion,sex,or age.

In recent years,the number of age discrimination complaints filed with the Equal Employment Opportunity Commission (EEOC)has shown:

A 35-year-old applicant who is denied employment based upon age may file a claim under the Age Discrimination in Employment Act if the organization hired a 21-year-old.

In which of the following decisions did the Supreme Court not endorse all voluntary affirmative action programs,but it gave an important push to programs voluntarily implemented and designed to correct past racial imbalances?

According to the EEOC,what are the basic steps in developing an effective affirmative action program?

Title VII of the Civil Rights Act provides employees with a statutory right to complete religious freedom in the workplace.

The Equal Pay Act makes it illegal to discriminate against people in terms of the pay,employee benefits,and pension they earn based on their gender when they do equal work.

The Equal Employment Opportunity Commission consists of one commissioner from each state and a general counsel.

Executive Order 11246 provides equal employment opportunities to:

Equal employment opportunity refers to actions required of employers to correct past discrimination against minorities.

HR managers need not be concerned about state fair employment practice laws since they are usually less stringent and less comprehensive than federal laws prohibiting discrimination.

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