Exam 3: Understanding Equal Opportunity and the Legal Environment

Additional Case 3.3 Tyra has been the head of HR at SPI for 20 years. During her time there, she has instituted an internal EEO complaint resolution process and a no-tolerance policy for sexual harassment. Many SPI employees are Asian immigrants, but there are half a dozen countries represented within the company. Such diversity benefits the firm because many of the firm's product manuals are translated into foreign languages. Due to an increase in product demand, SPI needs to hire many new employees. Tyra has received 70 applications for positions in the production department. She hires 60% of the white applicants and 25% of the African-Americans applicants. -Refer to Additional Case 3.3.Ellie,a production assistant at SPI,has been sexually harassed by a male manager.What should be Ellie's first course of action?

The Equal Pay Act permits pay distinctions based on certain factors.Which of the following is NOT one of those factors?

The Civil Rights Act of 1991 prohibited:

There are a number of compliance challenges HR faces.Identify and explain at least four.

The EEOC primarily uses alternative dispute resolution systems to:

A strategy intended to achieve fair employment by urging employers to hire certain groups of people who were discriminated against in the past is referred to as ________.

The federal law that permits plaintiffs to collect punitive and compensatory damages is the Civil Rights Act of 1991.

When creating an affirmative action plan,the central concern is:

________ is harassment that occurs when sexual activity is required in return for getting or keeping a job or job-related benefit.

________ is discrimination against a nonprotected-class member resulting from attempts to recruit and hire members of protected classes.

SkySeekers,Inc.uses an employment test that seems to screen out a disproportionate number of young Asian-American women.If true,this practice would be an example of:

The most universally important law for EEO matters is Title VII of the Civil Rights Act of 1964.Review its general provisions,defining key terms.

Based on Supreme Court rulings,it is best to say that employers may:

The Wards Cove Packing Co.vs.Antonio case affected discrimination suits by:

Which statement is true regarding ideal behavior strategy and affirmative action strategy?

The Civil Rights Act of 1991 had several important effects on Title VII,such as:

Additional Case 3.2 You have recently been hired as the HR Director of a mid-sized architectural service company that designs buildings for both private firms and federal agencies. Your predecessor lost her job when she did not anticipate and handle an HR-based lawsuit to the CEO's satisfaction. The CEO believes that HRM should help the company avoid problems. As HR Director, you have three primary tasks: to anticipate future problems, advise management, and be an advocate for employees. Your boss doesn't see a conflict in these roles. The upper-management team consists of all males who are over the age of 50. Most of the upper-level managers have been with the company for at least 25 years. Middle managers, who are mostly in their 30s, are 40% female, and 3% minority. Hourly employees are 60% minority and 35% female. The communities from which the firm hires hourly employees is approximately 75% minority and consists primarily of Haitians and Hispanics. You discover many incomplete employee recruitment records that lack I-9 forms. You immediately begin to work on an affirmative action plan because of what you see happening in the company. -Refer to Additional Case 3.2.Which of the following is most likely true about this firm?

Additional Case 3.1 You have been hired as HR Director of a company with about 100 employees. As you begin to learn about the company, you discover that female managers are paid about 20% less than their male counterparts. When you ask why, the CEO explains that men have families to support and women are earning extra income. As you review personnel files, it becomes apparent that protected-class employees are promoted less often and have longer terms between promotions and raises than white employees. A test is used as part of the promotion process, and protected-class candidates always do about 25% worse on it than white candidates. Another test is used to screen job applicants. It screens out about 25% of white male applicants and about 50% of protected-class applicants. The firm has a hazardous products division. Traditionally, women are not hired or promoted into that division because the CEO is concerned that the toxic nature of the production process will adversely affect the female employees' reproductive processes. -Refer to Additional Case 3.1.As the HR Director,you are meeting with the CEO to discuss manager compensation.You should most likely advise the CEO that:

A utilization analysis looks at which of the following criteria?

Typical awards for age,sex,or disability discrimination range from $50,000 to $300,000 depending on the size of the employer.