Question 1

How many members serve on the Equal Employment Opportunity Commission?

Accepted Answer

A) 3 
B) 5 
C) 9 
D) 10 
A) 3 
B) 5 
C) 9 
D) 10 B

Question 2

Under the principles established by Griggs v. Duke Power Company, ________ can be used as a defense for any existing program that has adverse impact.

Accepted Answer

A) occupational qualification 
B) business necessity 
C) affirmative action 
D) burden of proof 
A) occupational qualification 
B) business necessity 
C) affirmative action 
D) burden of proof B

Question 3

What steps can an employee take to address the problem of sexual harassment in the workplace?

Accepted Answer

Employees can take the following 5 steps: 1)Verbal protest, 2)Write a letter to the accused, 3)File verbal and written report, 4)File claim at local EEOC, and 5)Consult an attorney.

Question 4

Which amendment to the U.S. Constitution states that "no person shall be deprived of life, liberty, or property, without due process of the law"?

Accepted Answer

A) First Amendment 
B) Fifth Amendment 
C) Tenth Amendment 
D) Thirteenth Amendment 
A) First Amendment 
B) Fifth Amendment 
C) Tenth Amendment 
D) Thirteenth Amendment

Question 5

Title VII forbids all testing of job applicants because testing systematically discriminates against certain protected classes.

Accepted Answer

A) True 
 B)False

Question 6

The last step a worker should usually take when they are sexually harassed is:

Accepted Answer

A) file a verbal contemporaneous complaint with the harasser's manager 
B) file written reports regarding the unwelcome conduct with the human resource director 
C) file a verbal contemporaneous complaint with the harasser 
D) file a claim with the EEOC 
A) file a verbal contemporaneous complaint with the harasser's manager 
B) file written reports regarding the unwelcome conduct with the human resource director 
C) file a verbal contemporaneous complaint with the harasser 
D) file a claim with the EEOC

Question 7

To prove sexual harassment, it is necessary to show that the harassment had tangible consequences such as demotion or termination.

Accepted Answer

A) True 
 B)False

Question 8

Which defense requires showing that there is an overriding company-related purpose for a discriminatory practice and that the practice is therefore acceptable?

Accepted Answer

A) prima facie 
B) business necessity 
C) adverse impact 
D) mixed motive 
A) prima facie 
B) business necessity 
C) adverse impact 
D) mixed motive

Question 9

What are the three primary ways that an individual can prove sexual harassment? Name and describe each one.

Accepted Answer

The three main ways an employee can prov

Question 10

Which of the following requires equal pay for equal work regardless of sex?

Accepted Answer

A) Title VII of the 1964 Civil Rights Act 
B) Equal Pay Act of 1963 
C) Pay Discrimination in Employment Act of 1967 
D) Civil Rights Act of 1991 
A) Title VII of the 1964 Civil Rights Act 
B) Equal Pay Act of 1963 
C) Pay Discrimination in Employment Act of 1967 
D) Civil Rights Act of 1991

Question 11

The McDonnell-Douglas test is a procedure used by federal agencies to assess disparate impact.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following refers to highly recommended procedures issued by federal agencies regarding employee selection and record keeping?

Accepted Answer

A) job specifications 
B) employment metrics 
C) process charts 
D) uniform guidelines 
A) job specifications 
B) employment metrics 
C) process charts 
D) uniform guidelines

Question 13

All of the following are ways for an employee to prove sexual harassment EXCEPT by proving that ________.

Accepted Answer

A) the verbal remarks of a co-worker were sexually flirtatious 
B) the rejection of a supervisor's sexual advances led to a demotion 
C) a hostile work environment was created by a co-worker's sexual conversation 
D) a hostile work environment was created by a nonemployee's sexual advances 
A) the verbal remarks of a co-worker were sexually flirtatious 
B) the rejection of a supervisor's sexual advances led to a demotion 
C) a hostile work environment was created by a co-worker's sexual conversation 
D) a hostile work environment was created by a nonemployee's sexual advances

Question 14

Research indicates that more women than men find socio-sexual behaviors at work to be flattering rather than offensive.

Accepted Answer

A) True 
 B)False

Question 15

The ________ provides that a person who commits a crime of violence motivated by gender that deprives another of rights shall be liable to the party injured.

Accepted Answer

A) Civil Rights Act of 1991 
B) Federal Violence Against Women Act of 1994 
C) Pregnancy Discrimination Act 
D) Vocational Rehabilitation Act of 1973 
A) Civil Rights Act of 1991 
B) Federal Violence Against Women Act of 1994 
C) Pregnancy Discrimination Act 
D) Vocational Rehabilitation Act of 1973

Question 16

Race, color, religion, sex, or national origin is a motivating factor in a particular termination case, but the employee would have been terminated for failure to perform anyway. Which of the following most likely exists in this situation?

Accepted Answer

A) mixed motive 
B) disparate impact 
C) liability defense 
D) burden of proof 
A) mixed motive 
B) disparate impact 
C) liability defense 
D) burden of proof

Question 17

If a person is in a protected class, he or she is protected by which of the following?

Accepted Answer

A) Department of Labor guidelines 
B) Sarbanes-Oxley Act 
C) Title VII of the Civil Rights Act 
D) Consumer Protection Act 
A) Department of Labor guidelines 
B) Sarbanes-Oxley Act 
C) Title VII of the Civil Rights Act 
D) Consumer Protection Act

Question 18

Title VII of the 1964 Civil Rights Act explicitly prohibits employers from discrimination based on all of the following characteristics EXCEPT ________.

Accepted Answer

A) race 
B) religion 
C) color 
D) sexual orientation 
A) race 
B) religion 
C) color 
D) sexual orientation

Question 19

What is the significance of Title VII? What has been the effect of Title VII on the modern workforce and diversity management?

Accepted Answer

Title VII bars discrimination on the par

Question 20

Which of the following factors is NOT an acceptable basis for different pay for equal work under the Equal Pay Act of 1963?

Accepted Answer

A) gender 
B) seniority 
C) production quality 
D) production quantity 
A) gender 
B) seniority 
C) production quality 
D) production quantity

How many members serve on the Equal Employment Opportunity Commission?

Under the principles established by Griggs v. Duke Power Company, ________ can be used as a defense for any existing program that has adverse impact.

What steps can an employee take to address the problem of sexual harassment in the workplace?

Which amendment to the U.S. Constitution states that "no person shall be deprived of life, liberty, or property, without due process of the law"?

Title VII forbids all testing of job applicants because testing systematically discriminates against certain protected classes.

The last step a worker should usually take when they are sexually harassed is:

To prove sexual harassment, it is necessary to show that the harassment had tangible consequences such as demotion or termination.

Which defense requires showing that there is an overriding company-related purpose for a discriminatory practice and that the practice is therefore acceptable?

What are the three primary ways that an individual can prove sexual harassment? Name and describe each one.

Which of the following requires equal pay for equal work regardless of sex?

The McDonnell-Douglas test is a procedure used by federal agencies to assess disparate impact.

Which of the following refers to highly recommended procedures issued by federal agencies regarding employee selection and record keeping?

All of the following are ways for an employee to prove sexual harassment EXCEPT by proving that ________.

Research indicates that more women than men find socio-sexual behaviors at work to be flattering rather than offensive.

The ________ provides that a person who commits a crime of violence motivated by gender that deprives another of rights shall be liable to the party injured.

Race, color, religion, sex, or national origin is a motivating factor in a particular termination case, but the employee would have been terminated for failure to perform anyway. Which of the following most likely exists in this situation?

If a person is in a protected class, he or she is protected by which of the following?

Title VII of the 1964 Civil Rights Act explicitly prohibits employers from discrimination based on all of the following characteristics EXCEPT ________.

What is the significance of Title VII? What has been the effect of Title VII on the modern workforce and diversity management?

Which of the following factors is NOT an acceptable basis for different pay for equal work under the Equal Pay Act of 1963?

Introduction to Human Resource Management

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Building Positive Employee Relations

Labor Relations and Collective Bargaining

Safety, Health, and Risk Management

Managing Global Human Resources

Managing Human Resources in Small and Entrepreneurial Firms

Filters

Exam 2: Equal Opportunity and the Law

How many members serve on the Equal Employment Opportunity Commission?

Under the principles established by Griggs v. Duke Power Company, ________ can be used as a defense for any existing program that has adverse impact.

What steps can an employee take to address the problem of sexual harassment in the workplace?

Which amendment to the U.S. Constitution states that "no person shall be deprived of life, liberty, or property, without due process of the law"?

Title VII forbids all testing of job applicants because testing systematically discriminates against certain protected classes.

The last step a worker should usually take when they are sexually harassed is:

To prove sexual harassment, it is necessary to show that the harassment had tangible consequences such as demotion or termination.

Which defense requires showing that there is an overriding company-related purpose for a discriminatory practice and that the practice is therefore acceptable?

What are the three primary ways that an individual can prove sexual harassment? Name and describe each one.

Which of the following requires equal pay for equal work regardless of sex?

The McDonnell-Douglas test is a procedure used by federal agencies to assess disparate impact.

Which of the following refers to highly recommended procedures issued by federal agencies regarding employee selection and record keeping?

All of the following are ways for an employee to prove sexual harassment EXCEPT by proving that ________.

Research indicates that more women than men find socio-sexual behaviors at work to be flattering rather than offensive.

The ________ provides that a person who commits a crime of violence motivated by gender that deprives another of rights shall be liable to the party injured.

Race, color, religion, sex, or national origin is a motivating factor in a particular termination case, but the employee would have been terminated for failure to perform anyway. Which of the following most likely exists in this situation?

If a person is in a protected class, he or she is protected by which of the following?

Title VII of the 1964 Civil Rights Act explicitly prohibits employers from discrimination based on all of the following characteristics EXCEPT ________.

What is the significance of Title VII? What has been the effect of Title VII on the modern workforce and diversity management?

Which of the following factors is NOT an acceptable basis for different pay for equal work under the Equal Pay Act of 1963?

Introduction to Human Resource Management

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Building Positive Employee Relations

Labor Relations and Collective Bargaining

Safety, Health, and Risk Management

Managing Global Human Resources

Managing Human Resources in Small and Entrepreneurial Firms

Filters