Question 1

The number of complaints filed with the EEOC in recent years has:

Accepted Answer

A)  declined sharply since 1990. 
B)  shifted towards reverse discrimination cases. 
C)  fluctuated with the state of the economy. 
D)  increased since 1990. 
A)  declined sharply since 1990. 
B)  shifted towards reverse discrimination cases. 
C)  fluctuated with the state of the economy. 
D)  increased since 1990.

Question 2

The Americans with Disabilities Act has been called the most significant HRM civil rights legislation in the 1990s.Discuss the essential elements of the act and key terms.

Accepted Answer

Summary of suggested answer - Title I co

Question 3

All of the following are most likely results of establishing a complaint resolution process EXCEPT:

Accepted Answer

A)  Lowering legal expenses 
B)  Increasing employee morale 
C)  Documenting performance appraisals 
D)  Avoiding EEOC and OFCCP involvement 
A)  Lowering legal expenses 
B)  Increasing employee morale 
C)  Documenting performance appraisals 
D)  Avoiding EEOC and OFCCP involvement

Question 4

If a woman has been subjected to undesirable and offensive sexual behavior by customers in the workplace,she has most likely been a victim of:

Accepted Answer

A)  quid pro quo sexual harassment. 
B)  harassment. 
C)  discrimination. 
D)  hostile work environment sexual harassment. 
A)  quid pro quo sexual harassment. 
B)  harassment. 
C)  discrimination. 
D)  hostile work environment sexual harassment.

Question 5

According to your book,which of the following would LEAST likely minimize EEO complaints in organizations?

Accepted Answer

A)  Documenting decisions 
B)  Being honest in employee evaluations 
C)  Providing training to employees 
D)  Asking applicants personal questions 
A)  Documenting decisions 
B)  Being honest in employee evaluations 
C)  Providing training to employees 
D)  Asking applicants personal questions

Question 6

Once the utilization analysis has been completed,what is the next step in developing an affirmative action plan?

Accepted Answer

A)  Setting goals for correcting the underutilization of protected class groups 
B)  Recruiting protected-class members for available positions 
C)  Redesigning jobs so that underrepresented workers are more likely to be qualified 
D)  Determining the percentage of protected classes in the available labor market 
A)  Setting goals for correcting the underutilization of protected class groups 
B)  Recruiting protected-class members for available positions 
C)  Redesigning jobs so that underrepresented workers are more likely to be qualified 
D)  Determining the percentage of protected classes in the available labor market

Question 7

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.An applicant for a type-setting job at SPI does not meet the minimum qualifications and has a visual impairment that calls for special lighting in order for her see at a functional level.Which of the following adjustments should SPI make in order to serve the applicant?

Accepted Answer

A)  The necessary lighting should be made available once the applicant receives the job. 
B)  The necessary lighting needs to be made available once the applicant requests it. 
C)  No adjustment needs to be made because the applicant is not qualified for the position. 
D)  No adjustment needs to be made because the applicant is not legally disabled. 
A)  The necessary lighting should be made available once the applicant receives the job. 
B)  The necessary lighting needs to be made available once the applicant requests it. 
C)  No adjustment needs to be made because the applicant is not qualified for the position. 
D)  No adjustment needs to be made because the applicant is not legally disabled.

Question 8

B.J.is among a group of 25 applicants for a manager's position.As part of the selection process,all applicants take an exam.It is apparent from the results that African-American applicants tend to score lower than any other subgroup.B.J.is African-American and not selected because of his test score.B.J.may have grounds to sue due to:

Accepted Answer

A)  disparate treatment. 
B)  adverse impact. 
C)  a violation of Executive Order 11246. 
D)  a violation of the Vocational Rehabilitation Act. 
A)  disparate treatment. 
B)  adverse impact. 
C)  a violation of Executive Order 11246. 
D)  a violation of the Vocational Rehabilitation Act.

Question 9

Bona fide occupational qualification is a basic defense that an employer can use in a discrimination case.

Accepted Answer

A) True 
 B)False

Question 10

In a utilization analysis,you do NOT need to determine the percentage of protected-class members in which of the following groups of people?

Accepted Answer

A)  Local population 
B)  Participants in employer-sponsored training programs 
C)  Local labor force 
D)  Unqualified workers in the local labor market 
A)  Local population 
B)  Participants in employer-sponsored training programs 
C)  Local labor force 
D)  Unqualified workers in the local labor market

Question 11

Job duties that each person in a certain position must do or must be able to do to be an effective employee are referred to as ________.

Accepted Answer

The answer of Job duties that each person in a...

Question 12

Policies that have an adverse effect on protected persons may be defended if the policies mandate a regulation that is essential for good job performance.

Accepted Answer

A) True 
 B)False

Question 13

Your business is a government contractor.To begin your affirmative action plan,you start with a utilization analysis.What is your first step in conducting this analysis?

Accepted Answer

A)  Determining the percentage of protected classes in the available labor market 
B)  Dividing all of the jobs in your business into classifications 
C)  Assessing the percentage of persons from all protected classes working in your business 
D)  Determining if your company is violating the four-fifths rule 
A)  Determining the percentage of protected classes in the available labor market 
B)  Dividing all of the jobs in your business into classifications 
C)  Assessing the percentage of persons from all protected classes working in your business 
D)  Determining if your company is violating the four-fifths rule

Question 14

A company needs to hire a telephone customer service representative.The job is 100% telephone contact with customers and requires the ability to speak clearly and quickly due to high call volume.It also requires the ability to use a computer and to think and solve problems independently of supervision.Pauline,who is bright and experienced with computers,has a speech impediment that makes enunciation difficult and slow for her.She has an excellent track record for working unsupervised at previous jobs.Pauline is not hired due to the speech impediment.Has management made a decision that makes the firm legally liable for discrimination under the ADA?

Accepted Answer

A)  Yes, because she has a major life activity impairment. 
B)  No, because the speech requirement is a marginal job duty. 
C)  Yes, because she is disqualified solely due to the impediment. 
D)  No, because the speech requirement is an essential task that cannot be accommodated. 
A)  Yes, because she has a major life activity impairment. 
B)  No, because the speech requirement is a marginal job duty. 
C)  Yes, because she is disqualified solely due to the impediment. 
D)  No, because the speech requirement is an essential task that cannot be accommodated.

Question 15

If a complaint is filed with the EEOC,and the EEOC finds no probable cause of a violation of the law,then the EEOC will most likely:

Accepted Answer

A)  initiate the conciliation process. 
B)  notify the complainant who may still file a lawsuit. 
C)  initiate litigation anyway. 
D)  refer the case to the OFCCP for appeal. 
A)  initiate the conciliation process. 
B)  notify the complainant who may still file a lawsuit. 
C)  initiate litigation anyway. 
D)  refer the case to the OFCCP for appeal.

Question 16

________ is discrimination that occurs when individuals are treated differently because of their membership in a protected class.

Accepted Answer

The answer of ________ is discrimination that occurs when individuals...

Question 17

The ADAAA broadened the definition of a disability and added communicating to the list of major life activities.

Accepted Answer

A) True 
 B)False

Question 18

Studies show that making reasonable accommodations for disabled applicants and employees:

Accepted Answer

A)  bankrupts most small companies. 
B)  adds nearly 10% to product costs. 
C)  requires no money in 20% of all cases. 
D)  generally costs $5,000-$10,000 per employer. 
A)  bankrupts most small companies. 
B)  adds nearly 10% to product costs. 
C)  requires no money in 20% of all cases. 
D)  generally costs $5,000-$10,000 per employer.

Question 19

The four-fifths rule claims that a practice has an adverse impact if the hiring rate of a protected class is greater than four-fifths that of a majority group.

Accepted Answer

A) True 
 B)False

Question 20

The Age Discrimination in Employment Act of 1967 was amended in 1986 to:

Accepted Answer

A)  remove the upper age limit. 
B)  raise the retirement age to 70. 
C)  require age quotas for federal contractors. 
D)  include employers with fewer than 15 employees. 
A)  remove the upper age limit. 
B)  raise the retirement age to 70. 
C)  require age quotas for federal contractors. 
D)  include employers with fewer than 15 employees.

The number of complaints filed with the EEOC in recent years has:

The Americans with Disabilities Act has been called the most significant HRM civil rights legislation in the 1990s.Discuss the essential elements of the act and key terms.

All of the following are most likely results of establishing a complaint resolution process EXCEPT:

If a woman has been subjected to undesirable and offensive sexual behavior by customers in the workplace,she has most likely been a victim of:

According to your book,which of the following would LEAST likely minimize EEO complaints in organizations?

Once the utilization analysis has been completed,what is the next step in developing an affirmative action plan?

Bona fide occupational qualification is a basic defense that an employer can use in a discrimination case.

In a utilization analysis,you do NOT need to determine the percentage of protected-class members in which of the following groups of people?

Job duties that each person in a certain position must do or must be able to do to be an effective employee are referred to as ________.

Policies that have an adverse effect on protected persons may be defended if the policies mandate a regulation that is essential for good job performance.

Your business is a government contractor.To begin your affirmative action plan,you start with a utilization analysis.What is your first step in conducting this analysis?

If a complaint is filed with the EEOC,and the EEOC finds no probable cause of a violation of the law,then the EEOC will most likely:

________ is discrimination that occurs when individuals are treated differently because of their membership in a protected class.

The ADAAA broadened the definition of a disability and added communicating to the list of major life activities.

Studies show that making reasonable accommodations for disabled applicants and employees:

The four-fifths rule claims that a practice has an adverse impact if the hiring rate of a protected class is greater than four-fifths that of a majority group.

The Age Discrimination in Employment Act of 1967 was amended in 1986 to:

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Managing Diversity

Recruiting and Selecting Employees

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Managing Compensation

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Working With Organized Labor

Managing Workplace Safety and Health

International HRM Challenge

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Exam 3: Understanding Equal Opportunity and the Legal Environment

The number of complaints filed with the EEOC in recent years has:

The Americans with Disabilities Act has been called the most significant HRM civil rights legislation in the 1990s.Discuss the essential elements of the act and key terms.

All of the following are most likely results of establishing a complaint resolution process EXCEPT:

If a woman has been subjected to undesirable and offensive sexual behavior by customers in the workplace,she has most likely been a victim of:

According to your book,which of the following would LEAST likely minimize EEO complaints in organizations?

Once the utilization analysis has been completed,what is the next step in developing an affirmative action plan?

Bona fide occupational qualification is a basic defense that an employer can use in a discrimination case.

In a utilization analysis,you do NOT need to determine the percentage of protected-class members in which of the following groups of people?

Job duties that each person in a certain position must do or must be able to do to be an effective employee are referred to as ________.

Policies that have an adverse effect on protected persons may be defended if the policies mandate a regulation that is essential for good job performance.

Your business is a government contractor.To begin your affirmative action plan,you start with a utilization analysis.What is your first step in conducting this analysis?

If a complaint is filed with the EEOC,and the EEOC finds no probable cause of a violation of the law,then the EEOC will most likely:

________ is discrimination that occurs when individuals are treated differently because of their membership in a protected class.

The ADAAA broadened the definition of a disability and added communicating to the list of major life activities.

Studies show that making reasonable accommodations for disabled applicants and employees:

The four-fifths rule claims that a practice has an adverse impact if the hiring rate of a protected class is greater than four-fifths that of a majority group.

The Age Discrimination in Employment Act of 1967 was amended in 1986 to:

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Managing Diversity

Recruiting and Selecting Employees

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Managing Compensation

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Working With Organized Labor

Managing Workplace Safety and Health

International HRM Challenge

Filters