Question 1

A disabled person must have an obvious physical impairment or deformity to be considered disabled under the Americans with Disabilities Act.

Accepted Answer

A) True 
 B)False  False

Question 2

Major federal EEO laws have been enacted to prevent discrimination against groups of workers most often affected by unfair employment practices.These groups are referred to as:

Accepted Answer

A)  significant worker classes.
B)  privileged classes.
C)  protected classes.
D)  equal employment classes. C

Question 3

Affirmative action compliance is reviewed by the:

Accepted Answer

A)  Office of Federal Contract Compliance Programs.
B)  Equal Employment Opportunity Commission.
C)  Supreme Court.
D)  Justice Department. A

Question 4

Title VII of the Civil Rights Act protects those who file charges against an employer with the Equal Employment Opportunity Commission (EEOC)from retaliation by the employer.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following groups would not fall under the broad definition of protected classes?

Accepted Answer

A)  African Americans
B)  Women
C)  People above 55 years of age
D)  White men

Question 6

What should be included in a training program when trying to prevent discrimination claims?

Accepted Answer

The answer of What should be included in a training...

Question 7

Age discrimination does NOT exist when:

Accepted Answer

A)  employers make off-hand remarks about older individuals.
B)  advanced age affects organizational efficiency.
C)  older workers are pressured to take early retirement.
D)  older workers are terminated during downsizing.

Question 8

It is illegal for employers to deny sick leave for morning sickness or other pregnancy-related illnesses if sick leave is permitted for other medical conditions such as flu or surgical operations.

Accepted Answer

A) True 
 B)False

Question 9

Bona fide occupational qualifications can:

Accepted Answer

A)  be used to identify adverse impact.
B)  be based on employer preference.
C)  permit discrimination by an employer.
D)  require reasonable accommodation on the part of the employer.

Question 10

The Lilly Ledbetter Fair Pay Act states that the 180-day statute of limitations for filing an equal-pay lawsuit with the Equal Employment Opportunity Commission (EEOC)resets with each new discriminatory paycheck an employee receives.

Accepted Answer

A) True 
 B)False

Question 11

When using a selection test,employers must be able to prove that the test bears a direct relationship to success on the job.

Accepted Answer

A) True 
 B)False

Question 12

The Griggs case established the principle that employment practices must be related to the job.

Accepted Answer

A) True 
 B)False

Question 13

A comprehensive training program to prevent discrimination would include all of the following EXCEPT:

Accepted Answer

A)  understanding the prohibitions of EEO laws.
B)  how to respond to complaints of discrimination.
C)  procedures for investigating complaints.
D)  standards for employee conduct.

Question 14

Affirmative action requires employers to:

Accepted Answer

A)  fill minority quotas.
B)  establish the validity of hiring procedures.
C)  provide additional facilities to employees with disabilities.
D)  develop a plan of action to correct areas of past discrimination.

Question 15

Title VII provisions for religion:

Accepted Answer

A)  require employers to make reasonable accommodations for religious observance or practice.
B)  consider religion to be a bona fide occupational qualification.
C)  require employers to grant complete religious freedom in employment situatuions in accordance with the First Amendment.
D)  permit discrimination if religious preference is a bona fide occupational qualification.

Question 16

The Uniform Guidelines on Employee Selection Procedures were designed to help employers,labor organizations,employment agencies,and licensing boards comply with the requirements of federal laws prohibiting employment discrimination.

Accepted Answer

A) True 
 B)False

Question 17

To comply with the Immigration Reform and Control Act,employers must submit all completed Form I-9s to Immigration and Naturalization Service officers for approval.

Accepted Answer

A) True 
 B)False

Question 18

The law that enables people who enter the military for a total of five years to return to their private-sector jobs without risk of loss of seniority or benefits is:

Accepted Answer

A)  the Uniformed Services Employment and Reemployment Rights Act.
B)  the Vocational Rehabilitation Act of 1973.
C)  the Equal Employment Opportunity Act of 1972.
D)  the Veterans' Readjustment Act.

Question 19

Title VII of the Civil Rights Act led to the institution of the Equal Pay Act.

Accepted Answer

A) True 
 B)False

Question 20

A religious organization is excluded from the coverage of the Civil Rights Act.

Accepted Answer

A) True 
 B)False

Exam 3: Equal Employment Opportunity and Human Resources Management

A disabled person must have an obvious physical impairment or deformity to be considered disabled under the Americans with Disabilities Act.

Major federal EEO laws have been enacted to prevent discrimination against groups of workers most often affected by unfair employment practices.These groups are referred to as:

Affirmative action compliance is reviewed by the:

Title VII of the Civil Rights Act protects those who file charges against an employer with the Equal Employment Opportunity Commission (EEOC)from retaliation by the employer.

Which of the following groups would not fall under the broad definition of protected classes?

What should be included in a training program when trying to prevent discrimination claims?

Age discrimination does NOT exist when:

It is illegal for employers to deny sick leave for morning sickness or other pregnancy-related illnesses if sick leave is permitted for other medical conditions such as flu or surgical operations.

Bona fide occupational qualifications can:

The Lilly Ledbetter Fair Pay Act states that the 180-day statute of limitations for filing an equal-pay lawsuit with the Equal Employment Opportunity Commission (EEOC)resets with each new discriminatory paycheck an employee receives.

When using a selection test,employers must be able to prove that the test bears a direct relationship to success on the job.

The Griggs case established the principle that employment practices must be related to the job.

A comprehensive training program to prevent discrimination would include all of the following EXCEPT:

Affirmative action requires employers to:

Title VII provisions for religion:

The Uniform Guidelines on Employee Selection Procedures were designed to help employers,labor organizations,employment agencies,and licensing boards comply with the requirements of federal laws prohibiting employment discrimination.

To comply with the Immigration Reform and Control Act,employers must submit all completed Form I-9s to Immigration and Naturalization Service officers for approval.

The law that enables people who enter the military for a total of five years to return to their private-sector jobs without risk of loss of seniority or benefits is:

Title VII of the Civil Rights Act led to the institution of the Equal Pay Act.

A religious organization is excluded from the coverage of the Civil Rights Act.