Question 1

What is a BFOQ? Are they a good idea? Do we need more?

Accepted Answer

A BFOQ is a permitted discrimination whe

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

The law that requires employers to reemploy and advance qualified veterans is:

Accepted Answer

A)  the Uniformed Services Employment and Reemployment Rights Act. 
B)  Executive Order 11246. 
C)  the Equal Employment Opportunity Act of 1972. 
D)  the Veterans' Readjustment Act. 
A)  the Uniformed Services Employment and Reemployment Rights Act. 
B)  Executive Order 11246. 
C)  the Equal Employment Opportunity Act of 1972. 
D)  the Veterans' Readjustment Act.

Question 4

Training in and knowledge of EEO legislation 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 5

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 6

The four-fifths rule provides:

Accepted Answer

A)  a quantifiable definition of discrimination. 
B)  an earnings test of employment discrimination. 
C)  a goal for affirmative action. 
D)  a rule governing the job-relatedness of employment tests. 
A)  a quantifiable definition of discrimination. 
B)  an earnings test of employment discrimination. 
C)  a goal for affirmative action. 
D)  a rule governing the job-relatedness of employment tests.

Question 7

It is illegal for employers to deny sick leave for morning sickness or related pregnancy illness if sick leave is permitted for other medical conditions such as flu or surgical operations.

Accepted Answer

A) True 
 B)False

Question 8

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

Accepted Answer

A) True 
 B)False

Question 9

If the EEOC finds "reasonable cause" of discrimination,the commission will attempt to settle the matter between the charging party and the employer.

Accepted Answer

A) True 
 B)False

Question 10

Explain the different forms of sexual harassment as recognized by the EEOC.

Accepted Answer

The EEOC recognizes both quid pro quo an

Question 11

A 35 year-old applicant that 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 12

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

Accepted Answer

A) True 
 B)False

Question 13

Employers can determine adverse impact by using:

Accepted Answer

A)  The four-fifths rule 
B)  The McDonnell-Douglas Test 
C)  The disparate treatment rule 
D)  Title VII of the Civil Rights Act of 1964 
A)  The four-fifths rule 
B)  The McDonnell-Douglas Test 
C)  The disparate treatment rule 
D)  Title VII of the Civil Rights Act of 1964

Question 14

The BFOQ exception does not apply to discrimination based on national origin.

Accepted Answer

A) True 
 B)False

Question 15

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 16

Employers are legally required to treat pregnancy the same way they treat any other medical disability.

Accepted Answer

A) True 
 B)False

Question 17

Affirmative action compliance is reviewed by the:

Accepted Answer

A)  Office of Federal Contract Compliance Programs. 
B)  Equal Employment Opportunity Commission. 
C)  Supreme Court. 
D)  Justice Department. 
A)  Office of Federal Contract Compliance Programs. 
B)  Equal Employment Opportunity Commission. 
C)  Supreme Court. 
D)  Justice Department.

Question 18

The 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 19

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

Accepted Answer

A) True 
 B)False

Question 20

An employer's workforce is said to be at parity 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.

What is a BFOQ? Are they a good idea? Do we need more?

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

The law that requires employers to reemploy and advance qualified veterans is:

Training in and knowledge of EEO legislation are essential for managers and supervisors because organizations can be held accountable and legally responsible for their managers' decisions.

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

The four-fifths rule provides:

It is illegal for employers to deny sick leave for morning sickness or related pregnancy illness if sick leave is permitted for other medical conditions such as flu or surgical operations.

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

If the EEOC finds "reasonable cause" of discrimination,the commission will attempt to settle the matter between the charging party and the employer.

Explain the different forms of sexual harassment as recognized by the EEOC.

A 35 year-old applicant that 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.

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

Employers can determine adverse impact by using:

The BFOQ exception does not apply to discrimination based on national origin.

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

Employers are legally required to treat pregnancy the same way they treat any other medical disability.

Affirmative action compliance is reviewed by the:

The EEOC is responsible for ensuring that covered employers comply with the intent of Title VII of the Civil Rights Act.

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

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

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

What is a BFOQ? Are they a good idea? Do we need more?

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

The law that requires employers to reemploy and advance qualified veterans is:

Training in and knowledge of EEO legislation are essential for managers and supervisors because organizations can be held accountable and legally responsible for their managers' decisions.

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

The four-fifths rule provides:

It is illegal for employers to deny sick leave for morning sickness or related pregnancy illness if sick leave is permitted for other medical conditions such as flu or surgical operations.

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

If the EEOC finds "reasonable cause" of discrimination,the commission will attempt to settle the matter between the charging party and the employer.

Explain the different forms of sexual harassment as recognized by the EEOC.

A 35 year-old applicant that 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.

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

Employers can determine adverse impact by using:

The BFOQ exception does not apply to discrimination based on national origin.

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

Employers are legally required to treat pregnancy the same way they treat any other medical disability.

Affirmative action compliance is reviewed by the:

The EEOC is responsible for ensuring that covered employers comply with the intent of Title VII of the Civil Rights Act.

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

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

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