Question 1

Which Supreme Court case was used to define unfair discrimination in conjunction with EEO laws?

Accepted Answer

A)  Brown v. Board of Education 
B)  Griggs v. Duke Power Company 
C)  West Coast Hotel Co. v. Parrish 
D)  Abington School District v. Schempp 
A)  Brown v. Board of Education 
B)  Griggs v. Duke Power Company 
C)  West Coast Hotel Co. v. Parrish 
D)  Abington School District v. Schempp

Question 2

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

Question 3

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 4

Sanders Sporting Goods,an international sporting goods chain,is being sued for sexual harassment by a former Sanders employee.The plaintiff asserts that she was the victim of numerous unwanted sexual advances from a male co-worker.The woman claims that Sanders' management condoned a hostile work environment and that the company is liable for the actions of the male employee. Which of the following,if true,would most likely undermine the plaintiff's claim that Sanders is liable for the male employee's conduct?

Accepted Answer

A)  The male employee physically threatened the plaintiff on three occasions. 
B)  The male employee made sexual advances towards the plaintiff on a daily basis. 
C)  The male employee was required by HR to participate in a sexual harassment awareness course. 
D)  The male employee's conduct significantly interfered with the plaintiff's ability to perform her job. 
A)  The male employee physically threatened the plaintiff on three occasions. 
B)  The male employee made sexual advances towards the plaintiff on a daily basis. 
C)  The male employee was required by HR to participate in a sexual harassment awareness course. 
D)  The male employee's conduct significantly interfered with the plaintiff's ability to perform her job.

Question 5

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

Accepted Answer

A) True 
 B)False

Question 6

Paul is a 49-year-old American of Anglo-Saxon descent.What legislation is most likely intended to protect Paul from discrimination?

Accepted Answer

A)  Executive Order 11375 
B)  Equal Pay Act of 1963 
C)  Executive Order 11246 
D)  Age Discrimination in Employment Act of 1967 
A)  Executive Order 11375 
B)  Equal Pay Act of 1963 
C)  Executive Order 11246 
D)  Age Discrimination in Employment Act of 1967

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

The EEOC receives and investigates job discrimination complaints from aggrieved individuals.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following will be the most likely result of the ADA Amendments Act of 2008?

Accepted Answer

A)  Employees will find it easier to prove that their disabilities are limiting. 
B)  The number of major life activities considered disabilities will be narrowed. 
C)  Employers will be required to make fewer accommodations for workers with disabilities. 
D)  Employers will be required to hire a specific percentage of disabled workers to be in compliance. 
A)  Employees will find it easier to prove that their disabilities are limiting. 
B)  The number of major life activities considered disabilities will be narrowed. 
C)  Employers will be required to make fewer accommodations for workers with disabilities. 
D)  Employers will be required to hire a specific percentage of disabled workers to be in compliance.

Question 10

Which of the following is NOT a form of sexual harassment according to EEOC guidelines?

Accepted Answer

A)  unwelcome sexual advances that create an intimidating work environment 
B)  verbal conduct of a sexual nature that unreasonably interferes with work performance 
C)  physical conduct of a sexual nature that creates an offensive work environment 
D)  mutually consensual physical conduct of a sexual nature between co-workers 
A)  unwelcome sexual advances that create an intimidating work environment 
B)  verbal conduct of a sexual nature that unreasonably interferes with work performance 
C)  physical conduct of a sexual nature that creates an offensive work environment 
D)  mutually consensual physical conduct of a sexual nature between co-workers

Which Supreme Court case was used to define unfair discrimination in conjunction with EEO laws?

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

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.

Paul is a 49-year-old American of Anglo-Saxon descent.What legislation is most likely intended to protect Paul from discrimination?

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

The EEOC receives and investigates job discrimination complaints from aggrieved individuals.

Which of the following will be the most likely result of the ADA Amendments Act of 2008?

Which of the following is NOT a form of sexual harassment according to EEOC guidelines?

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

Ethics and Employee Rights and Discipline

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

Which Supreme Court case was used to define unfair discrimination in conjunction with EEO laws?

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

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.

Paul is a 49-year-old American of Anglo-Saxon descent.What legislation is most likely intended to protect Paul from discrimination?

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

The EEOC receives and investigates job discrimination complaints from aggrieved individuals.

Which of the following will be the most likely result of the ADA Amendments Act of 2008?

Which of the following is NOT a form of sexual harassment according to EEOC guidelines?

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

Ethics and Employee Rights and Discipline

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters