Question 1

Which of the following are the two forms of sexual harassment recognized by the EEOC:

Accepted Answer

A)  traditional and work environment. 
B)  quid pro quo and hostile environment. 
C)  on the job and off the job. 
D)  good intentions and discriminatory. 
A)  traditional and work environment. 
B)  quid pro quo and hostile environment. 
C)  on the job and off the job. 
D)  good intentions and discriminatory.

Question 2

The Griggs case established the principle that employment practices must be job-related.

Accepted Answer

A) True 
 B)False

Question 3

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

Question 4

The Lily Ledbetter Fair Pay Act states that the 180-day statute of limitations for filing an equal-pay lawsuit with EEOC resets with each new discriminatory paycheck the employee receives.

Accepted Answer

A) True 
 B)False

Question 5

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

Accepted Answer

A)  complete and retain form I-9. 
B)  present form I-9 for inspection upon request. 
C)  verify the citizenship or immigration status of their employees. 
D)  refuse to hire immigrants. 
A)  complete and retain form I-9. 
B)  present form I-9 for inspection upon request. 
C)  verify the citizenship or immigration status of their employees. 
D)  refuse to hire immigrants.

Question 6

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

Accepted Answer

A) True 
 B)False

Question 7

Affirmative Action programs are required by all employers.

Accepted Answer

A) True 
 B)False

Question 8

Proof of a direct relationship between selection instruments and performance must be established through validation studies by an independent firm.

Accepted Answer

A) True 
 B)False

Question 9

An employer may be guilt of sexual harassment when an employee finds jokes,pictures,or language used by others offensive.

Accepted Answer

A) True 
 B)False

Question 10

Fair employment practice laws:

Accepted Answer

A)  can be more comprehensive than federal laws. 
B)  are established by the Equal Employment Opportunity Commission. 
C)  cannot bar discrimination based on marital status or political affiliation. 
D)  are provisions under the Veterans' Readjustment Act. 
A)  can be more comprehensive than federal laws. 
B)  are established by the Equal Employment Opportunity Commission. 
C)  cannot bar discrimination based on marital status or political affiliation. 
D)  are provisions under the Veterans' Readjustment Act.

Question 11

Employers of ____ or more employees,must file an EEO-1 report annually.

Accepted Answer

A)  50 
B)  100 
C)  150 
D)  200 
A)  50 
B)  100 
C)  150 
D)  200

Question 12

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 13

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 14

"Protected classes" is the current term used to refer to women and minorities.

Accepted Answer

A) True 
 B)False

Question 15

The EEOC considers an employer guilty of sexual harassment if the employer knew about harassment activity but failed to take any corrective action.

Accepted Answer

A) True 
 B)False

Question 16

According to the Pregnancy Discrimination Act,it is not illegal to:

Accepted Answer

A)  require pregnant women to resign. 
B)  deny sick-leave benefits for pregnancy-related illnesses. 
C)  deny to all employees sick-leave benefits including those for pregnancy-related illnesses. 
D)  provide medical benefits that do not cover pregnancy-related medical costs. 
A)  require pregnant women to resign. 
B)  deny sick-leave benefits for pregnancy-related illnesses. 
C)  deny to all employees sick-leave benefits including those for pregnancy-related illnesses. 
D)  provide medical benefits that do not cover pregnancy-related medical costs.

Question 17

The Civil Rights Act of 1964 allows employers to set different cutoff test scores on the basis of race and sex.

Accepted Answer

A) True 
 B)False

Question 18

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)  bona fide occupational qualification on religion 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)  bona fide occupational qualification on religion is permitted at the workplace.

Question 19

Quid pro quo sexual harassment occurs when unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating,hostile,or offensive working environment.

Accepted Answer

A) True 
 B)False

Question 20

"National origin group" is defined as a group of people sharing a common:

Accepted Answer

A)  language,culture,ancestry,and/or similar social characteristics 
B)  birthplace other than the U.S. 
C)  occupation 
D)  education 
A)  language,culture,ancestry,and/or similar social characteristics 
B)  birthplace other than the U.S. 
C)  occupation 
D)  education

Which of the following are the two forms of sexual harassment recognized by the EEOC:

The Griggs case established the principle that employment practices must be job-related.

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 Lily Ledbetter Fair Pay Act states that the 180-day statute of limitations for filing an equal-pay lawsuit with EEOC resets with each new discriminatory paycheck the employee receives.

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

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

Affirmative Action programs are required by all employers.

Proof of a direct relationship between selection instruments and performance must be established through validation studies by an independent firm.

An employer may be guilt of sexual harassment when an employee finds jokes,pictures,or language used by others offensive.

Fair employment practice laws:

Employers of ____ or more employees,must file an EEO-1 report annually.

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.

Executive Order 11246 provides equal employment opportunities to:

"Protected classes" is the current term used to refer to women and minorities.

The EEOC considers an employer guilty of sexual harassment if the employer knew about harassment activity but failed to take any corrective action.

According to the Pregnancy Discrimination Act,it is not illegal to:

The Civil Rights Act of 1964 allows employers to set different cutoff test scores on the basis of race and sex.

Adverse impact means that:

Quid pro quo sexual harassment occurs when unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating,hostile,or offensive working environment.

"National origin group" is defined as a group of people sharing a common:

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

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Exam 3: Equal Employment Opportunity and Human Resources Management

Which of the following are the two forms of sexual harassment recognized by the EEOC:

The Griggs case established the principle that employment practices must be job-related.

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 Lily Ledbetter Fair Pay Act states that the 180-day statute of limitations for filing an equal-pay lawsuit with EEOC resets with each new discriminatory paycheck the employee receives.

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

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

Affirmative Action programs are required by all employers.

Proof of a direct relationship between selection instruments and performance must be established through validation studies by an independent firm.

An employer may be guilt of sexual harassment when an employee finds jokes,pictures,or language used by others offensive.

Fair employment practice laws:

Employers of ____ or more employees,must file an EEO-1 report annually.

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.

Executive Order 11246 provides equal employment opportunities to:

"Protected classes" is the current term used to refer to women and minorities.

The EEOC considers an employer guilty of sexual harassment if the employer knew about harassment activity but failed to take any corrective action.

According to the Pregnancy Discrimination Act,it is not illegal to:

The Civil Rights Act of 1964 allows employers to set different cutoff test scores on the basis of race and sex.

Adverse impact means that:

Quid pro quo sexual harassment occurs when unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating,hostile,or offensive working environment.

"National origin group" is defined as a group of people sharing a common:

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