Question 1

Only an aggrieved individual can file job discrimination charges against a business.

Accepted Answer

A) True 
 B)False

Question 2

Employers frequently use a bona fide occupation qualification as a defense against charges of intentional discrimination based on gender rather than factors such as age or religion.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following is responsible for implementing Executive Orders 11246 and 11375 that were issued by the Johnson administration?

Accepted Answer

A)  Equal Employment Opportunity Commission 
B)  Pension Benefits Guarantee Corporation 
C)  Occupational Safety and Health Administration 
D)  National Labor Relations Board 
E)  Office of Federal Contract Compliance Programs 
A)  Equal Employment Opportunity Commission 
B)  Pension Benefits Guarantee Corporation 
C)  Occupational Safety and Health Administration 
D)  National Labor Relations Board 
E)  Office of Federal Contract Compliance Programs

Question 4

Which of the following is used by lawyers in disparate impact cases to show intentional disparate treatment?

Accepted Answer

A)  disparate rejection rates 
B)  restricted policy approach 
C)  population comparisons 
D)  McDonnell-Douglas test 
E)  4/5ths rule 
A)  disparate rejection rates 
B)  restricted policy approach 
C)  population comparisons 
D)  McDonnell-Douglas test 
E)  4/5ths rule

Question 5

What were the three crucial guidelines affecting equal employment legislation that Chief Justice Burger identified in his written opinion on Griggs v.Duke Power Company?

Accepted Answer

First,discrimination by the employer nee

Question 6

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

Question 7

Managers serve a significant role in establishing the environment of a work place.How can managers discourage sexual harassment? How can managers encourage inclusion in a diverse workforce?

Accepted Answer

Managers can actively discourage sexual

Question 8

Which of the following is most likely characteristic of a firm effectively implementing a diversity management program?

Accepted Answer

A)  Female and minority managers have high turnover rates. 
B)  Female and minority employees have access to international job assignments. 
C)  Female and minority employees report directly to low-level managers. 
D)  Diversity training requirements are only completed by minority and female workers. 
E)  Voluntary mediation occurs frequently among female and minority workers. 
A)  Female and minority managers have high turnover rates. 
B)  Female and minority employees have access to international job assignments. 
C)  Female and minority employees report directly to low-level managers. 
D)  Diversity training requirements are only completed by minority and female workers. 
E)  Voluntary mediation occurs frequently among female and minority workers.

Question 9

How many members serve on the Equal Employment Opportunity Commission?

Accepted Answer

A)  3 
B)  5 
C)  9 
D)  10 
E)  12 
A)  3 
B)  5 
C)  9 
D)  10 
E)  12

Question 10

Which of the following does NOT participate in the issuance of uniform guidelines?

Accepted Answer

A)  EEOC 
B)  Department of Labor 
C)  Better Business Bureau 
D)  Department of Justice 
E)  Civil Service Commission 
A)  EEOC 
B)  Department of Labor 
C)  Better Business Bureau 
D)  Department of Justice 
E)  Civil Service Commission

Question 11

Which of the following refers to the variety of demographic features that characterize a company's workforce?

Accepted Answer

A)  competency 
B)  ethnocentricity 
C)  globalization 
D)  mobility 
E)  diversity 
A)  competency 
B)  ethnocentricity 
C)  globalization 
D)  mobility 
E)  diversity

Question 12

All of the following are principles established by Griggs v.Duke Power Company EXCEPT ________.

Accepted Answer

A)  burden of proof is on the employer 
B)  performance standards should be unambiguous 
C)  business necessity is a defense for an existing program 
D)  employment selection practices must be job related 
E)  discrimination does not have to be overt to be illegal 
A)  burden of proof is on the employer 
B)  performance standards should be unambiguous 
C)  business necessity is a defense for an existing program 
D)  employment selection practices must be job related 
E)  discrimination does not have to be overt to be illegal

Question 13

Courts have ruled that educational qualifications are illegal when the qualifications are not job related.

Accepted Answer

A) True 
 B)False

Question 14

Uniform guidelines from the EEOC are recommended for employers to use in matters regarding all of the following EXCEPT ________.

Accepted Answer

A)  employee selection 
B)  record keeping 
C)  preemployment inquiries 
D)  sexual harassment 
E)  psychological testing 
A)  employee selection 
B)  record keeping 
C)  preemployment inquiries 
D)  sexual harassment 
E)  psychological testing

Question 15

Which of the following is a true statement regarding U.S.EEO laws and international employees?

Accepted Answer

A)  U. S. EEO laws do not apply to jobs located outside the U.S. even when the employee is a U.S. citizen and the employer is a U.S. entity. 
B)  U.S. EEO laws apply to jobs located outside the U.S. when the employer is a foreign entity and the employee is a U.S. citizen. 
C)  U.S. EEO laws do not apply to jobs located inside the U.S. when the employer is a foreign entity and the employee is a foreign citizen. 
D)  U.S. EEO laws apply to foreign citizens in jobs located outside the U.S. if the employer is a U.S. entity. 
E)  U.S. EEO laws apply inside the U.S. when the employer is a U.S. entity and the employee is a foreigner legally authorized to work in the U.S. 
A)  U. S. EEO laws do not apply to jobs located outside the U.S. even when the employee is a U.S. citizen and the employer is a U.S. entity. 
B)  U.S. EEO laws apply to jobs located outside the U.S. when the employer is a foreign entity and the employee is a U.S. citizen. 
C)  U.S. EEO laws do not apply to jobs located inside the U.S. when the employer is a foreign entity and the employee is a foreign citizen. 
D)  U.S. EEO laws apply to foreign citizens in jobs located outside the U.S. if the employer is a U.S. entity. 
E)  U.S. EEO laws apply inside the U.S. when the employer is a U.S. entity and the employee is a foreigner legally authorized to work in the U.S.

Question 16

According to the Civil Rights Act of 1991,an employee who claims intentional discrimination can sue for all of the following EXCEPT ________.

Accepted Answer

A)  back pay 
B)  job reinstatement 
C)  punitive damages 
D)  compensatory damages 
E)  substantive consolidation 
A)  back pay 
B)  job reinstatement 
C)  punitive damages 
D)  compensatory damages 
E)  substantive consolidation

Question 17

According to the ADA,firms must employ all disabled individuals who apply for positions and provide them with job training when necessary.

Accepted Answer

A) True 
 B)False

Question 18

In O'Connor v.Consolidated Coin Caterers Corp.,the Supreme Court held that an employee who is over 40 may sue for discrimination if he or she is replaced by a "significantly younger" employee,even if the replacement is also over 40.

Accepted Answer

A) True 
 B)False

Question 19

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 
E)  a hostile work environment was created by a supervisor's sexually abusive conduct 
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 
E)  a hostile work environment was created by a supervisor's sexually abusive conduct

Question 20

The Americans with Disabilities Act of 1990 does not list specific disabilities but provides impairment guidelines instead.

Accepted Answer

A) True 
 B)False

Only an aggrieved individual can file job discrimination charges against a business.

Employers frequently use a bona fide occupation qualification as a defense against charges of intentional discrimination based on gender rather than factors such as age or religion.

Which of the following is responsible for implementing Executive Orders 11246 and 11375 that were issued by the Johnson administration?

Which of the following is used by lawyers in disparate impact cases to show intentional disparate treatment?

What were the three crucial guidelines affecting equal employment legislation that Chief Justice Burger identified in his written opinion on Griggs v.Duke Power Company?

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

Managers serve a significant role in establishing the environment of a work place.How can managers discourage sexual harassment? How can managers encourage inclusion in a diverse workforce?

Which of the following is most likely characteristic of a firm effectively implementing a diversity management program?

How many members serve on the Equal Employment Opportunity Commission?

Which of the following does NOT participate in the issuance of uniform guidelines?

Which of the following refers to the variety of demographic features that characterize a company's workforce?

All of the following are principles established by Griggs v.Duke Power Company EXCEPT ________.

Courts have ruled that educational qualifications are illegal when the qualifications are not job related.

Uniform guidelines from the EEOC are recommended for employers to use in matters regarding all of the following EXCEPT ________.

Which of the following is a true statement regarding U.S.EEO laws and international employees?

According to the Civil Rights Act of 1991,an employee who claims intentional discrimination can sue for all of the following EXCEPT ________.

According to the ADA,firms must employ all disabled individuals who apply for positions and provide them with job training when necessary.

In O'Connor v.Consolidated Coin Caterers Corp.,the Supreme Court held that an employee who is over 40 may sue for discrimination if he or she is replaced by a "significantly younger" employee,even if the replacement is also over 40.

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

The Americans with Disabilities Act of 1990 does not list specific disabilities but provides impairment guidelines instead.

Introduction to Human Resource Management

The Manager's Role in Strategic Human Resource Management

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Coaching, Careers, and Talent Management

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in HR Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters

Exam 2: Equal Opportunity and the Law

Only an aggrieved individual can file job discrimination charges against a business.

Employers frequently use a bona fide occupation qualification as a defense against charges of intentional discrimination based on gender rather than factors such as age or religion.

Which of the following is responsible for implementing Executive Orders 11246 and 11375 that were issued by the Johnson administration?

Which of the following is used by lawyers in disparate impact cases to show intentional disparate treatment?

What were the three crucial guidelines affecting equal employment legislation that Chief Justice Burger identified in his written opinion on Griggs v.Duke Power Company?

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

Managers serve a significant role in establishing the environment of a work place.How can managers discourage sexual harassment? How can managers encourage inclusion in a diverse workforce?

Which of the following is most likely characteristic of a firm effectively implementing a diversity management program?

How many members serve on the Equal Employment Opportunity Commission?

Which of the following does NOT participate in the issuance of uniform guidelines?

Which of the following refers to the variety of demographic features that characterize a company's workforce?

All of the following are principles established by Griggs v.Duke Power Company EXCEPT ________.

Courts have ruled that educational qualifications are illegal when the qualifications are not job related.

Uniform guidelines from the EEOC are recommended for employers to use in matters regarding all of the following EXCEPT ________.

Which of the following is a true statement regarding U.S.EEO laws and international employees?

According to the Civil Rights Act of 1991,an employee who claims intentional discrimination can sue for all of the following EXCEPT ________.

According to the ADA,firms must employ all disabled individuals who apply for positions and provide them with job training when necessary.

In O'Connor v.Consolidated Coin Caterers Corp.,the Supreme Court held that an employee who is over 40 may sue for discrimination if he or she is replaced by a "significantly younger" employee,even if the replacement is also over 40.

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

The Americans with Disabilities Act of 1990 does not list specific disabilities but provides impairment guidelines instead.

Introduction to Human Resource Management

The Manager's Role in Strategic Human Resource Management

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Coaching, Careers, and Talent Management

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in HR Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters