Question 1

As part of affirmative action efforts

Accepted Answer

A)  employers set goals and timetables for reducing the gaps between the demographics of the workforce and the demographics of the organization. 
B)  employers establish mandatory hiring quotas for under-represented protected classes. 
C)  the OFCCP will order an injunction preventing the organization from hiring majority employees until the required demographic balance is achieved. 
D)  the EEOC will allow the employer to continue taking federal contracts even though the organization's demographics are out of balance with the workforce. 
A)  employers set goals and timetables for reducing the gaps between the demographics of the workforce and the demographics of the organization. 
B)  employers establish mandatory hiring quotas for under-represented protected classes. 
C)  the OFCCP will order an injunction preventing the organization from hiring majority employees until the required demographic balance is achieved. 
D)  the EEOC will allow the employer to continue taking federal contracts even though the organization's demographics are out of balance with the workforce. A

Question 2

A/an ____ is issued by the president of the United States to provide direction to government departments on a specific area.

Accepted Answer

A)  federal mandate 
B)  presidential directive 
C)  legislative initiative 
D)  executive order 
A)  federal mandate 
B)  presidential directive 
C)  legislative initiative 
D)  executive order D

Question 3

Albert is an assistant store manager for a national discount retailer.When Albert was denied a promotion to store manager he filed a claim based on religious discrimination with the EEOC,which was eventually denied.After the claim,Albert was transferred to be the assistant store manager at a location requiring a 97-mile round trip commute that takes about four hours of travel time per day.His previous worksite had been only 15 minutes from his home.

Accepted Answer

A)  Since Albert retained his position in the company as an assistant store manager and he kept the same pay level, this is not retaliation. 
B)  This action is ex post facto evidence of retaliation. 
C)  The employer is not vulnerable to a charge of retaliation because Albert's charge of discrimination was denied. 
D)  This action could be considered retaliation. 
A)  Since Albert retained his position in the company as an assistant store manager and he kept the same pay level, this is not retaliation. 
B)  This action is ex post facto evidence of retaliation. 
C)  The employer is not vulnerable to a charge of retaliation because Albert's charge of discrimination was denied. 
D)  This action could be considered retaliation. D

Question 4

Which of the following is NOT a common negative by-product of diversity training?

Accepted Answer

A)  heightening of hostility and conflicts among employees. 
B)  backlash by white male employees. 
C)  minority employee resentment of diversity training as "PR." 
D)  an increase in internal complaints of discrimination and EEOC filings by employees. 
A)  heightening of hostility and conflicts among employees. 
B)  backlash by white male employees. 
C)  minority employee resentment of diversity training as "PR." 
D)  an increase in internal complaints of discrimination and EEOC filings by employees.

Question 5

All of the persons below would be classified as disabled EXCEPT a person who

Accepted Answer

A)  is addicted to a prescription drug which she gets from her sister who is a pharmacist. 
B)  has been treated by a psychiatrist for depression, but who has never been hospitalized for depression. 
C)  person who is deaf without his hearing aids. 
D)  who is currently receiving chemotherapy for cancer of the esophagus. 
A)  is addicted to a prescription drug which she gets from her sister who is a pharmacist. 
B)  has been treated by a psychiatrist for depression, but who has never been hospitalized for depression. 
C)  person who is deaf without his hearing aids. 
D)  who is currently receiving chemotherapy for cancer of the esophagus.

Question 6

The EEOC enforces both the Civil Rights Acts of 1964 and 1991,and the various anti-discrimination executive orders applying to federal contractors.

Accepted Answer

A) True 
 B)False

Question 7

The 1991 Civil Rights Act requires that plaintiffs bringing discrimination charges must

Accepted Answer

A)  prove that the negative impact on the employee was entirely due to his/her membership in a protected class.. 
B)  identify the particular employer practice being challenged and that protected class status played some role. 
C)  identify majority-group members who benefited from the illegal actions. 
D)  provide evidence of financial harm caused by the employer's actions. 
A)  prove that the negative impact on the employee was entirely due to his/her membership in a protected class.. 
B)  identify the particular employer practice being challenged and that protected class status played some role. 
C)  identify majority-group members who benefited from the illegal actions. 
D)  provide evidence of financial harm caused by the employer's actions.

Question 8

Angie has clinical depression that sometimes makes it hard for her to concentrate.Angie is not eligible for accommodation under the ADA.

Accepted Answer

A) True 
 B)False

Question 9

Clara,an accounts receivable clerk at a large insurance agency,has just converted to a religion which requires women to wear modest clothing (high-necked,long-sleeved tops,ankle-length skirts,closed-toed shoes,and a small bonnet that covers her hair).Clara's employer must provide reasonable accommodation and allow Clara to wear her garb,even though some of her coworkers are annoyed at Clara's "ostentatious modesty."

Accepted Answer

A) True 
 B)False

Question 10

All of the following actions are critical components of an organization's ensuring that it has taken "reasonable care" in preventing sexual harassment.

Accepted Answer

A)  establishing a sexual harassment policy 
B)  terminating any employee accused of sexual harassment 
C)  training managers and employees on avoiding committing sexual harassment 
D)  investigating and taking action when sexual harassment is reported 
A)  establishing a sexual harassment policy 
B)  terminating any employee accused of sexual harassment 
C)  training managers and employees on avoiding committing sexual harassment 
D)  investigating and taking action when sexual harassment is reported

Question 11

The Equal Pay Act prohibits employers from having different pay rates based on race,gender,religion,disability or age.

Accepted Answer

A) True 
 B)False

Question 12

Josh was laid off at age 39 from a position as Chief Financial Officer for a medium-sized agricultural products firm in Nebraska.The company had been acquired by a larger corporation,and it laid off all the executives of the acquired firm.Josh has looked for work intensely for two years,but the downturn has hit Nebraska hard,and opportunities are scarce.Josh has lost his medical benefits and he is willing to take any job he can get.Josh has heard repeatedly that he is over-qualified and that his computer skills are outdated.Which of the following statements is TRUE?

Accepted Answer

A)  Josh is not covered by the ADEA since he was originally laid off at age 39. 
B)  Josh is not covered by the ADEA since he is only 42 and the ADEA cutoff is age 50. 
C)  "Overqualified" is often a code word for age discrimination. Josh may be a victim of age discrimination. 
D)  Josh is a white male, and he is more likely a victim of reverse discrimination since there are very few minority job seekers in Nebraska. 
A)  Josh is not covered by the ADEA since he was originally laid off at age 39. 
B)  Josh is not covered by the ADEA since he is only 42 and the ADEA cutoff is age 50. 
C)  "Overqualified" is often a code word for age discrimination. Josh may be a victim of age discrimination. 
D)  Josh is a white male, and he is more likely a victim of reverse discrimination since there are very few minority job seekers in Nebraska.

Question 13

For purposes of job similarity under the Equal Pay Act,jobs must have

Accepted Answer

A)  identical job titles. 
B)  comparable requirements for knowledge, skills and abilities. 
C)  a common core of tasks. 
D)  similar value of contributions to the organization. 
A)  identical job titles. 
B)  comparable requirements for knowledge, skills and abilities. 
C)  a common core of tasks. 
D)  similar value of contributions to the organization.

Question 14

What are the major requirements of the Americans with Disabilities Act? How has the ADA impacted both employers and individuals with disabilities? What actions should an employer take to insure compliance with the ADA?

Accepted Answer

Employers with 15 or more employees are

Question 15

If an employee refuses to work with a person afflicted with a life-threatening disease,such as AIDS,that employee could be subject to disciplinary action,up to and including dismissal.
If an employee refuses to work with a person afflicted with a life-threatening disease,such as AIDS,that employee could be the subject of employer investigation and appropriate action.

Accepted Answer

A) True 
 B)False

Question 16

Individuals who fall within a group identified for special treatment under equal employment laws and regulations,are members of a/an

Accepted Answer

A)  oppressed minority. 
B)  protected class. 
C)  employment caste. 
D)  special treatment class. 
A)  oppressed minority. 
B)  protected class. 
C)  employment caste. 
D)  special treatment class.

Question 17

You are the director of HR for a company that has been stable in size and has had very little turnover in the last 20 years.Consequently,the average age of your employees is 46 and a large proportion of your employees are over 65.You are receiving more frequent requests for accommodation from employees who are developing bad knees,bad hips,bad backs,and other infirmities of age.Which of the following statements is FALSE?

Accepted Answer

A)  The ADA has ruled that the cost of accommodating a disability can be calculated either on a case-by-case basis or on a company laborforce basis. Consequently, a company with a large contingent of disabled employees can deny accommodation on the basis of unreasonable cost. 
B)  The requests for accommodation must be handled under ADA rules. 
C)  If the disabled employee's present job cannot be changed to accommodate his/her disability, he/she must be shifted to another job if one is available. 
D)  If the disabled employee cannot be accommodated in the present job, and no other job is available, the individual could legally be terminated. 
A)  The ADA has ruled that the cost of accommodating a disability can be calculated either on a case-by-case basis or on a company laborforce basis. Consequently, a company with a large contingent of disabled employees can deny accommodation on the basis of unreasonable cost. 
B)  The requests for accommodation must be handled under ADA rules. 
C)  If the disabled employee's present job cannot be changed to accommodate his/her disability, he/she must be shifted to another job if one is available. 
D)  If the disabled employee cannot be accommodated in the present job, and no other job is available, the individual could legally be terminated.

Question 18

The EEOC is responsible for requiring that federal contractors take affirmative action to overcome the effects of prior discrimination practices.

Accepted Answer

A) True 
 B)False

Question 19

During a trip to China,Kevin became very ill and had to be treated for several days in a Chinese hospital.During the course of treatment Kevin received several blood transfusions.Kevin is now back at work in the U.S.,but rumors in the workplace are spreading that the reason Kevin is constantly fatigued and subject to colds is because he caught AIDS from the transfusions.For this reason,Kevin was passed over for promotion because the supervisor of that department did not want to work with a person with AIDS.Is Kevin covered by the ADA?

Accepted Answer

A)  Yes, but only if Kevin really has AIDS. So Kevin needs to have an AIDS test to clarify his medical condition. 
B)  No, because Kevin hasn't had an AIDS test, so his actual medical condition is not known. 
C)  Yes, Kevin is covered by the ADA because some coworkers think he has AIDS, even though he may or may not actually have AIDS. 
D)  No, because the real causes of the rumors about Kevin are his fatigue and his frequency of colds. Colds and fatigue are transitory and are not covered by the ADA. 
A)  Yes, but only if Kevin really has AIDS. So Kevin needs to have an AIDS test to clarify his medical condition. 
B)  No, because Kevin hasn't had an AIDS test, so his actual medical condition is not known. 
C)  Yes, Kevin is covered by the ADA because some coworkers think he has AIDS, even though he may or may not actually have AIDS. 
D)  No, because the real causes of the rumors about Kevin are his fatigue and his frequency of colds. Colds and fatigue are transitory and are not covered by the ADA.

Question 20

A bona fide occupational qualification for the job of truck driver for a beer distributing company would include all of the following EXCEPT

Accepted Answer

A)  possession of a commercial driver's license. 
B)  a bachelor's degree in any field. 
C)  the ability to lift a minimum of fifty pounds. 
D)  basic literacy. 
A)  possession of a commercial driver's license. 
B)  a bachelor's degree in any field. 
C)  the ability to lift a minimum of fifty pounds. 
D)  basic literacy.

As part of affirmative action efforts

A/an ____ is issued by the president of the United States to provide direction to government departments on a specific area.

Which of the following is NOT a common negative by-product of diversity training?

All of the persons below would be classified as disabled EXCEPT a person who

The EEOC enforces both the Civil Rights Acts of 1964 and 1991,and the various anti-discrimination executive orders applying to federal contractors.

The 1991 Civil Rights Act requires that plaintiffs bringing discrimination charges must

Angie has clinical depression that sometimes makes it hard for her to concentrate.Angie is not eligible for accommodation under the ADA.

All of the following actions are critical components of an organization's ensuring that it has taken "reasonable care" in preventing sexual harassment.

The Equal Pay Act prohibits employers from having different pay rates based on race,gender,religion,disability or age.

For purposes of job similarity under the Equal Pay Act,jobs must have

What are the major requirements of the Americans with Disabilities Act? How has the ADA impacted both employers and individuals with disabilities? What actions should an employer take to insure compliance with the ADA?

Individuals who fall within a group identified for special treatment under equal employment laws and regulations,are members of a/an

The EEOC is responsible for requiring that federal contractors take affirmative action to overcome the effects of prior discrimination practices.

A bona fide occupational qualification for the job of truck driver for a beer distributing company would include all of the following EXCEPT

Human Resource Management in Organizations

Strategic HR Management and Planning

Workers,Jobs,and Job Analysis

Human Resource Planning and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent Management

Performance Management and Appraisal

Total Rewards and Compensation

Incentive Plans and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters

Exam 3: Equal Employment Opportunity

As part of affirmative action efforts

A/an ____ is issued by the president of the United States to provide direction to government departments on a specific area.

Which of the following is NOT a common negative by-product of diversity training?

All of the persons below would be classified as disabled EXCEPT a person who

The EEOC enforces both the Civil Rights Acts of 1964 and 1991,and the various anti-discrimination executive orders applying to federal contractors.

The 1991 Civil Rights Act requires that plaintiffs bringing discrimination charges must

Angie has clinical depression that sometimes makes it hard for her to concentrate.Angie is not eligible for accommodation under the ADA.

All of the following actions are critical components of an organization's ensuring that it has taken "reasonable care" in preventing sexual harassment.

The Equal Pay Act prohibits employers from having different pay rates based on race,gender,religion,disability or age.

For purposes of job similarity under the Equal Pay Act,jobs must have

What are the major requirements of the Americans with Disabilities Act? How has the ADA impacted both employers and individuals with disabilities? What actions should an employer take to insure compliance with the ADA?

Individuals who fall within a group identified for special treatment under equal employment laws and regulations,are members of a/an

The EEOC is responsible for requiring that federal contractors take affirmative action to overcome the effects of prior discrimination practices.

A bona fide occupational qualification for the job of truck driver for a beer distributing company would include all of the following EXCEPT

Human Resource Management in Organizations

Strategic HR Management and Planning

Workers,Jobs,and Job Analysis

Human Resource Planning and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent Management

Performance Management and Appraisal

Total Rewards and Compensation

Incentive Plans and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters