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Question
The UGESP requires employers to _____.
A. keep records based on religion and marital status for all employees
B. perform a local validation study for every subgroup of employees
C. consider suitable alternative selection procedures if one of the selection techniques has adverse impact
D. assess employee history of drug abuse
Answer
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Related questions
Q:
Which of the following is true regarding temporary employees?
A. Temporary employees are considered to be employees of the organization which is using their services, not the temporary help agency.
B. During job assignments, temporary workers are on the payroll of the organization using their services.
C. Use of temporary workers can often raise issues of "co-employment."
D. All of these are correct.
Q:
The common law principle which states that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time is called _________.
A. employment-at-will
B. affirmative action
C. equal employment opportunity
D. a consent decree
Q:
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The Immigration Reform and Control Act prohibits employment discrimination on the basis of national origin or citizenship status.
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It is unlawful to recruit an unauthorized alien for employment in the United States.
Q:
Examples of reasonable accommodations under the Americans with Disabilities Act include work schedule changes, modifications to company policy, adjusting supervisory methods, and medication monitoring.
Q:
Recovering former drug users and recovering alcoholics are covered by the Americans with Disabilities Act.
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It is permissible to use terms or phrases that express a preference for older workers, such as "over age 60," "retirees," or "supplement your pension" in employment advertising.
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Claims of disparate treatment focus on the effect of employment practices, rather than on the motive or intent underlying them.
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The Civil Rights Act prohibits discrimination on the basis of age or disability status.
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Company officials and individual managers can be held personally liable for discrimination under the Civil Rights Act, the ADA, or the ADEA.
Q:
When determining if an organization large enough to be covered by ADA law, only full-time employees should be included in the employee count.
Q:
Whether an organization is covered by the Civil Rights Act, Age Discrimination in Employment Act (ADEA), and Americans With Disabilities Act (ADA) depends on its number of employees.
Q:
The Civil Rights Act is a statutory source of law/regulations.
Q:
The Civil Rights Act specifically mentions employment practices that are permitted for employers.
Q:
There are some restrictions on employment-at-will, such as statutory requirements for nondiscriminatory termination.
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An employer does not incur any legal responsibilities or liabilities regarding its employees.
Q:
A _____________ staffing strategy is when organizations decide to go to locations where there are ample labor supplies.
A. transfer system
B. relocate system
C. factional system
D. extrinsic system
Q:
When forced to choose between addressing short-term labor shortages or identifying talent for the long term, most organizations focus on developing the long-term concerns.
Q:
The recruitment stage of the staffing process involves identification and attraction activities by both the organization and the individual.
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The initial stage in the staffing system components model is recruitment.
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Matching concerns that involve the larger organization include organizational values, new job duties, multiple jobs, and future jobs.
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Staffing the organization requires attention to both the quantity and quality of people brought into, moved within, and retained by the organization.
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Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness.
Q:
Organizations need to take diversity into account because the workforce has become more diverse.
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Trend analysis directly takes into account external factors that might change trends.
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Q:
The four major internal and external influences on HR and planning are organizational strategy, organizational culture, labor markets, and technology.