Question 1

Which of the following is NOT under the jurisdiction of the Civil Rights Act of 1964?

Accepted Answer

A) State and local governments 
B) Private and public employment agencies 
C) Private educational institutions 
D) Private employers in interstate commerce with less than ten employees 
A) State and local governments 
B) Private and public employment agencies 
C) Private educational institutions 
D) Private employers in interstate commerce with less than ten employees

Question 2

​Disparate treatment would arise when an employer hires men but not women with school-going children.

Accepted Answer

A) True 
 B)False

Question 3

The Civil Rights Act of 1991 states that employees who are sent abroad to work for U.S.-based companies are protected by U.S.antidiscrimination legislation governing age and disability and Title VII of the Civil Rights Act of 1964.

Accepted Answer

A) True 
 B)False

Question 4

What is a bona fide occupational qualification? Are they a good idea? Do we need more?

Accepted Answer

A bona fide occupational qualification (

Question 5

The Civil Rights Act of 1964 established the Equal Employment Opportunity Commission.

Accepted Answer

A) True 
 B)False

Question 6

When pursuing an adverse impact claim,an individual is alleging that the employer's selection practices have unintentionally discriminated against a protected group.

Accepted Answer

A) True 
 B)False

Question 7

Training in and knowledge of equal employment opportunity (EEO)laws are essential for managers and supervisors because organizations can be held accountable and legally responsible for their managers' decisions.

Accepted Answer

A) True 
 B)False

Question 8

An apparel store may not discriminate against a male applying for a job as a fitting room attendant.

Accepted Answer

A) True 
 B)False

Question 9

A factor that appears to have influenced the growth of Equal Employment Opportunity (EEO)legislation is:

Accepted Answer

A) the changing attitudes of society at large. 
B) the post-war baby boom. 
C) a shortage of qualified labor. 
D) an influx of illegal immigrants. 
A) the changing attitudes of society at large. 
B) the post-war baby boom. 
C) a shortage of qualified labor. 
D) an influx of illegal immigrants.

Question 10

During the 1970s,in which case did the Supreme Court rule that applicants must be evaluated on an individual basis,and race can be one factor used in the evaluation process as long as other competitive factors are considered?

Accepted Answer

A) Ricci v. DeStefano 
B) Griggs v. Duke Power 
C) University of California Regents v. Bakke 
D) Hazelwood School District v. United States 
A) Ricci v. DeStefano 
B) Griggs v. Duke Power 
C) University of California Regents v. Bakke 
D) Hazelwood School District v. United States

Question 11

The Glass Ceiling Act:

Accepted Answer

A) never made it out of congressional committee. 
B) was declared unconstitutional by the U.S. Supreme Court. 
C) protects only white females. 
D) created the Glass Ceiling Commission. 
A) never made it out of congressional committee. 
B) was declared unconstitutional by the U.S. Supreme Court. 
C) protects only white females. 
D) created the Glass Ceiling Commission.

Question 12

The law that requires federal contractors to take affirmative action in hiring disabled individuals is:

Accepted Answer

A) the Uniformed Services Employment and Reemployment Rights Act. 
B) the Vietnam Era Veterans' Readjustment Assistance Act. 
C) the Americans with Disabilities Act. 
D) the Vocational Rehabilitation Act. 
A) the Uniformed Services Employment and Reemployment Rights Act. 
B) the Vietnam Era Veterans' Readjustment Assistance Act. 
C) the Americans with Disabilities Act. 
D) the Vocational Rehabilitation Act.

Question 13

Organizations subject to Title VII are required to post:

Accepted Answer

A) all job openings. 
B) their blank applications. 
C) specific employment records and reports. 
D) affirmative action goals. 
A) all job openings. 
B) their blank applications. 
C) specific employment records and reports. 
D) affirmative action goals.

Question 14

Courts have defined business necessity as a practice that is necessary to the safe and efficient operation of an organization.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is NOT a basis for age discrimination?

Accepted Answer

A) Excluding older workers from important work activities 
B) Making positive changes in the performance evaluations of older employees 
C) Selecting younger applicants over better-qualified older applicants 
D) Reducing job duties and responsibilities of older employees 
A) Excluding older workers from important work activities 
B) Making positive changes in the performance evaluations of older employees 
C) Selecting younger applicants over better-qualified older applicants 
D) Reducing job duties and responsibilities of older employees

Question 16

Legally,an affirmative action program is required when:

Accepted Answer

A) a firm has 25 or more employees. 
B) a firm wants to expand its workforce. 
C) a firm's union-management contract is being negotiated. 
D) a firm has a federal contract exceeding $50,000. 
A) a firm has 25 or more employees. 
B) a firm wants to expand its workforce. 
C) a firm's union-management contract is being negotiated. 
D) a firm has a federal contract exceeding $50,000.

Question 17

The Griggs case established the principle that statistical disparity among protected class members must be made in comparison to the relevant labor market.

Accepted Answer

A) True 
 B)False

Question 18

If people are regarded as having a disability,then they are protected under the Americans with Disabilities Act.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is NOT used to determine whether an accommodation is reasonable?

Accepted Answer

A) The size of the organization 
B) The nature of the accommodation 
C) The profitability of the organization 
D) The financial resources of the applicant 
A) The size of the organization 
B) The nature of the accommodation 
C) The profitability of the organization 
D) The financial resources of the applicant

Question 20

Reasonable accommodation for a disability may include reassignment to a vacant position.

Accepted Answer

A) True 
 B)False

Which of the following is NOT under the jurisdiction of the Civil Rights Act of 1964?

Disparate treatment would arise when an employer hires men but not women with school-going children.

The Civil Rights Act of 1991 states that employees who are sent abroad to work for U.S.-based companies are protected by U.S.antidiscrimination legislation governing age and disability and Title VII of the Civil Rights Act of 1964.

What is a bona fide occupational qualification? Are they a good idea? Do we need more?

The Civil Rights Act of 1964 established the Equal Employment Opportunity Commission.

When pursuing an adverse impact claim,an individual is alleging that the employer's selection practices have unintentionally discriminated against a protected group.

Training in and knowledge of equal employment opportunity (EEO)laws are essential for managers and supervisors because organizations can be held accountable and legally responsible for their managers' decisions.

An apparel store may not discriminate against a male applying for a job as a fitting room attendant.

A factor that appears to have influenced the growth of Equal Employment Opportunity (EEO)legislation is:

During the 1970s,in which case did the Supreme Court rule that applicants must be evaluated on an individual basis,and race can be one factor used in the evaluation process as long as other competitive factors are considered?

The Glass Ceiling Act:

The law that requires federal contractors to take affirmative action in hiring disabled individuals is:

Organizations subject to Title VII are required to post:

Courts have defined business necessity as a practice that is necessary to the safe and efficient operation of an organization.

Which of the following is NOT a basis for age discrimination?

Legally,an affirmative action program is required when:

The Griggs case established the principle that statistical disparity among protected class members must be made in comparison to the relevant labor market.

If people are regarded as having a disability,then they are protected under the Americans with Disabilities Act.

Which of the following is NOT used to determine whether an accommodation is reasonable?

Reasonable accommodation for a disability may include reassignment to a vacant position.

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 under the jurisdiction of the Civil Rights Act of 1964?

​Disparate treatment would arise when an employer hires men but not women with school-going children.

The Civil Rights Act of 1991 states that employees who are sent abroad to work for U.S.-based companies are protected by U.S.antidiscrimination legislation governing age and disability and Title VII of the Civil Rights Act of 1964.

What is a bona fide occupational qualification? Are they a good idea? Do we need more?

The Civil Rights Act of 1964 established the Equal Employment Opportunity Commission.

When pursuing an adverse impact claim,an individual is alleging that the employer's selection practices have unintentionally discriminated against a protected group.

Training in and knowledge of equal employment opportunity (EEO)laws are essential for managers and supervisors because organizations can be held accountable and legally responsible for their managers' decisions.

An apparel store may not discriminate against a male applying for a job as a fitting room attendant.

A factor that appears to have influenced the growth of Equal Employment Opportunity (EEO)legislation is:

During the 1970s,in which case did the Supreme Court rule that applicants must be evaluated on an individual basis,and race can be one factor used in the evaluation process as long as other competitive factors are considered?

The Glass Ceiling Act:

The law that requires federal contractors to take affirmative action in hiring disabled individuals is:

Organizations subject to Title VII are required to post:

Courts have defined business necessity as a practice that is necessary to the safe and efficient operation of an organization.

Which of the following is NOT a basis for age discrimination?

Legally,an affirmative action program is required when:

The Griggs case established the principle that statistical disparity among protected class members must be made in comparison to the relevant labor market.

If people are regarded as having a disability,then they are protected under the Americans with Disabilities Act.

Which of the following is NOT used to determine whether an accommodation is reasonable?

Reasonable accommodation for a disability may include reassignment to a vacant position.

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

Disparate treatment would arise when an employer hires men but not women with school-going children.