Q&A Hero

Q: Elway Tire Company is a large manufacturing firm based in Texas. The highly diverse workforce at Elway requires the HR managers to ensure that all employment practices comply with local, state, and federal laws. Elway is expanding its operations and has recently hired 400 new technicians, of whom 300 were white and 100 were Hispanic. There were 1,500 qualified applicants for the jobs, of whom 1,000 were white and 500 were Hispanic. The HR manager needs to determine if adverse impact exists. Which of the following is a TRUE statement given the facts provided? A) Both adverse impact and disparate treatment exist. B) Adverse impact cannot be determined. C) Adverse impact does not exist. D) Adverse impact exists.

Q: Elway Tire Company is a large manufacturing firm based in Texas. The highly diverse workforce at Elway requires the HR managers to ensure that all employment practices comply with local, state, and federal laws. Elway is expanding its operations and has recently hired 400 new technicians, of whom 300 were white and 100 were Hispanic. There were 1,500 qualified applicants for the jobs, of whom 1,000 were white and 500 were Hispanic. The HR manager needs to determine if adverse impact exists. Which of the following is a TRUE statement given the facts provided? A) Whites and Hispanics were determined to be equally achieving. B) Whites were determined to be adversely impacted in hiring. C) Hispanics were determined to be the least-achieving group. D) Hispanics were determined to be the best-achieving group.

Q: During 2010, 400 people were hired for a particular job. Of the total, 300 were white and 100 were black. There were 1,500 applicants for these jobs, of whom 1,000 were white and 500 were black. Compute for adverse impact. Does adverse impact exist? A) .76, Yes B) .85, No C) .66, Yes D) .89, No

Q: Adverse impact is determined through application of ________. A) affirmative action programs B) the four-fifths rule C) previous court decisions D) EO 11246.

Q: Which of the following occurs if women and minorities are NOT hired at the rate of at least 80 percent of the best achieving group of applicants? A) disparate treatment B) negligent hiring C) geocentric staffing D) adverse impact

Q: According to the Uniform Guidelines, test validation is essential only when selection devices produce ________. A) adverse impact B) systemic discrimination C) racial discrimination D) disparate treatment

Q: Prior to the issuance of the Uniform Guidelines, the only way to prove job relatedness was through ________. A) test validation B) adverse impact C) four-fifths rule D) court litigation

Q: What term means that an employer treats some people less favorably than others because of race, religion, sex, national origin, or age? A) adverse impact B) disparate treatment C) overt discrimination D) unintentional discrimination

Q: As an HR manager, which of the following would most likely help you make legal employment decisions? A) NACElink Network B) Job Analysis Software C) Uniform Guidelines D) Shared Service Center

Q: According to the Uniform Guidelines, any instrument or procedure used in the selection decision is considered a(n) ________. A) disparate tool B) appraisal C) necessity D) test

Q: The Uniform Guidelines adopted a ________ approach in assessing whether a firm's employment practices are discriminatory. A) process fairness B) bottom-line C) distributive fairness D) compensatory

Q: Assuming that adverse impact is shown, what are the two avenues available to employers if they still desire to use a particular selection standard? A) validation of a selection test, establishing a bona fide occupational qualification (BFOQ) B) validation of a selection test, establishing that the employer did not intend to illegally discriminate against employees C) validation of a selection test, establishing business necessity D) none of the above

Q: Adverse impact is said to occur if women and minorities are not hired at the rate of at least ________ of the best-achieving group. A) 90 percent B) 51 percent C) 80 percent D) 30 percent

Q: Which Supreme Court decision upheld that the company discriminated against two white workers who filed a claim of discrimination because they were terminated, but not a black employee, who was also accused of misappropriating company property? A) Phillips v. Martin Marietta Corporation B) McDonald v. Santa Fe Trail Transportation Company C) Espinoza v. Farah Manufacturing Company D) Weber v. Kaiser Aluminum and Chemical Corporation

Q: Most EEOC charges are settled through a no-fault settlement.

Q: In the event that the EEOC issues a probable cause statement in response to a claim of employment discrimination, the next step involves ________. A) requiring that the employer provide affected employee(s) with a monetary award B) a review for litigation potential C) attempted conciliation D) fining the employer

Q: After the EEOC has completed its investigation, what will it issue? A) a substantial fine to the employer if probable cause is found B) a probable cause or a no probable cause statement C) a mandate to file a discrimination claim in a court of law if probable cause is found D) a mandate that the employer provide training to managers and supervisors to prevent illegal employment discrimination

Q: Which two groups have the primary responsibility to ensure equal employment opportunity? A) government agencies (Department of Labor and EEOC) and employees B) government agencies (Department of Labor and OFCCP) and employers C) government agencies (EEOC and OFCCP) and employees D) government agencies (EEOC and OFCCP) and employers

Q: The most common complaint brought to the Equal Employment Opportunity Commission (EEOC) are charges of discrimination based on ________. A) sex B) age C) retaliation D) disability

Q: Denise, an accounts manager for a restaurant chain, has filed a discrimination charge with the EEOC. What is the most likely next step in the EEOC process? A) EEOC conducts an investigation. B) EEOC attempts a no-fault settlement. C) EEOC recommends proceeding with litigation. D) EEOC attempts to reach a conciliation between the parties.

Q: Lisa believes she has been discriminated against by her employer and intends to file charges with the EEOC. Lisa must file the discrimination charges within ________ days of the alleged act; however, the time is extended to ________ days if a state or local agency becomes involved in the case. A) 50; 100 B) 100; 200 C) 150; 300 D) 180; 300

Q: What is the purpose of the EEOC? What is the relationship between Title VII and the EEOC?

Q: The Americans with Disabilities Act Amendments Act of 2008 limits the definition of "disability," so that fewer applicants and employees are eligible for reasonable accommodations.

Q: The 1986 Immigration Reform and Control Act (IRCA) established criminal and civil sanctions against employers who knowingly hire unauthorized aliens.

Q: The Pregnancy Discrimination Act prohibits discrimination in employment based on pregnancy, childbirth, or related medical conditions.

Q: The Equal Employment Opportunity Commission administers the Rehabilitation Act of 1973.

Q: The Rehabilitation Act prohibits discrimination against disabled workers who are employed by certain government contractors and subcontractors and organizations that receive federal grants in excess of $100,000.

Q: The 1974 Seventh Circuit Court ruled that Greyhound did not violate the ADEA when it refused to hire persons 35 years of age or older as intercity bus drivers.

Q: The Age Discrimination in Employment Act of 1967 prohibited employers from discriminating against individuals who were 40 to 50 years old.

Q: The United States Department of Labor (USDL) ensures that employers doing business with the federal government comply with nondiscrimination and affirmative action laws.

Q: Which law has been enacted that requires contractors and subcontractors to list their employment openings with the appropriate employment service delivery system and that covered veterans receive priority in referral to such openings? A) Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) B) Fair Labor Standards Act C) Civil Rights Act 1964 D) Rehabilitation Act of 1973

Q: When EEOC regulations conflict with state or local civil rights regulations, which will be followed? A) federal laws B) state laws C) local laws D) the law that favors women and minorities

Q: The Veterans Opportunity to Work Act (VOW) of 2011 makes it ________. A) more likely that returning veterans would have to take a cut in pay when they return to their jobs B) harder for veterans to return to their civilian employment after completing their military service C) easier for employees who are veterans to pursue hostile work environment claims against employers D) harder for employees who are veterans to pursue hostile work environment claims against employers

Q: The ________ is a requirement designed to ensure that a soldier who is a returning employee is not penalized for the time spent on active duty. A) protection principle B) universal principle C) escalator principle D) temporary principle

Q: The primary purpose of the Uniformed Services Employment and Reemployment Rights Act is to ________. A) protect the jobs of National Guard members and Reservists B) ensure that sufficient benefits are provided to war veterans C) provide government jobs to National Guard members D) help Reservists find new jobs after military service

Q: Hannigan Lumber employs 155 workers. One of the firm's former employees used the Civil Rights Act of 1991 to file and win a discrimination lawsuit against Hannigan Lumber. What is the maximum amount of punitive damages that the former employee could receive? A) $50,000 B) $100,000 C) $200,000 D) $300,000

Q: Which act codified the concepts of business necessity and job related? A) Immigration Act of 1990 B) Americans with Disabilities Act of 1990 C) Civil Rights Act of 1978 D) Civil Rights Act of 1991

Q: Which law amended the Civil Rights Act of 1964 and provided appropriate remedies for intentional discrimination in the workplace? A) Age Discrimination in Employment Act of 1967 B) Americans with Disabilities Act of 1990 C) Rehabilitation Act of 1973 D) Civil Rights Act of 1991

Q: The Americans with Disabilities Act prohibits discrimination during ________. A) recruitment and selection only B) layoffs and leaves only C) hiring and firing only D) all employment practices

Q: Title I of the Genetic Information Nondiscrimination Act (GINA) makes it unlawful to determine employee eligibility for participation in a company's ________. A) training programs B) group health plan C) incentive pay system D) all of the above

Q: In 2008, the Americans with Disabilities Act Amendments Act ________. A) excluded millions of people from the ADA's protection B) narrowed the ADA's definition of "disability" C) left the ADA's definition of "disability" unchanged D) brought millions more people within the ADA's protection

Q: In the Uniformed Services Employment and Reemployment Rights Act (USERRA), the ________ ensures that a returning employee is not penalized for the time spent on active duty. A) disparate treatment principle B) adverse impact principle C) equal protection principle D) escalator principle

Q: All of the following are provisions of the Immigration Reform and Control Act of 1986 EXCEPT ________. A) illegal to give preference to U.S. citizens B) illegal to fire or refuse to hire a person based on national origin C) illegal aliens denied benefits D) illegal to request employment verification for only people who appear foreign

Q: Which law makes it illegal for certain employers to fire or refuse to hire a person on the basis of that person's national origin or citizenship? A) Illegal Immigration Reform and Immigrant Responsibility Act B) Immigration Reform and Control Act C) Homeland Security Act D) Rehabilitation Act

Q: Holly, an IT specialist at a bank, is eight months pregnant and experiencing some medical complications. As a result, Holly's doctor has ordered Holly to remain home on bed rest for the last month of her pregnancy. According to the Pregnancy Discrimination Act, Holly is entitled to receive ________. A) disability benefits B) flexible benefits C) scheduling options D) early retirement

Q: The Rehabilitation Act is administered by the ________. A) Department of Labor B) Department of Justice C) Equal Employment Opportunity Commission D) Office of Federal Contract Compliance Programs

Q: Under the Rehabilitation Act, if the contract or subcontract exceeds ________, or if the contractor has ________ or more employees, a written affirmative action program must be prepared. A) $25,000; 25 B) $50,000; 50 C) $100,000; 100 D) $250,000; 250

Q: Kayla, who has dyslexia, is employed by a nonprofit organization that has received a $90,000 federal grant. Which law most likely protects Kayla against employer discrimination? A) Uniformed Services Employment Act of 1994 B) Civil Rights Act of 1991 C) Age Discrimination in Employment Act of 1967 D) Rehabilitation Act of 1973

Q: Anita is applying for a job with Greyhound Bus to work as an intercity bus driver. According to a 1974 court ruling regarding Greyhound, Anita must be age ________ or younger. A) 35 B) 45 C) 55 D) 65

Q: Tom is a pilot for Southwest Airlines. According to court rulings, at what age must Tom retire from his job as a commercial pilot? A) 55 B) 60 C) 65 D) 70

Q: Which of the following is NOT true about the Age Discrimination in Employment Act? A) provides for a trial by jury B) applies to anyone age 40 or older C) carries a criminal penalty provision D) applies to firms with at least 10 employees

Q: The Age Discrimination in Employment Act differs from Title VII of the Civil Rights Act in that it ________. A) provides for a trial by jury B) does not cover exempt employees C) is administered by the EEOC D) does not pertain to employment agencies

Q: The Age Discrimination in Employment Act is administered by the ________. A) Department of Justice B) Department of Labor C) EEOC D) OFCCP

Q: You are a human resource manager with a large manufacturing firm. Yesterday you heard one of your recruiters ask an applicant the following question: "How old are you?" Would this be an employment standard to avoid? If this is an employment standard to avoid, what law or court decision is it based on? A) No, it is an acceptable question. B) Yes, Age Discrimination in Employment Act C) Yes, Civil Rights Act of 1991 D) Yes, American with Disabilities Act

Q: What is the most significant regulation issued by EEOC? A) Federal Guidelines on Discrimination B) Uniform Guidelines on Employee Selection Procedures C) Adverse Impact Selection Guidelines and Procedures D) Universal Guidelines on Selection and Discrimination

Q: Which of the following agencies is responsible for enforcing Title VII? A) Bureau of Labor Statistics B) Department of Justice C) EEOC D) OFCCP

Q: The burden of proving the necessity for a BFOQ rests entirely on the ________. A) OFCCP B) EEOC C) employer D) employee

Q: Title VII of the Civil Rights Act applies to employers with ________ or more employees. A) 15 B) 25 C) 50 D) 75

Q: You are an HR manager with a large manufacturing firm. Yesterday, you heard one of your recruiters ask an applicant the following question: "What is your religion?" Would this be an employment standard to avoid? If this is an employment standard to avoid, what law or court decision is it based upon? A) No, it is an acceptable question. B) Yes, Phillips v. Martin Marietta Corporation C) Yes, Griggs v. Duke Power Company D) Yes, Civil Rights Act of 1964

Q: According to Title VII of the Civil Rights Act of 1964, employers may not discriminate based on ________. A) age B) religion C) disability D) pregnancy

Q: The Equal Employment Opportunity Commission (EEOC) possesses the authority to ________. A) investigate and reconcile whether a claim of discrimination should be brought to a federal judge B) notify legal authorities of illegal discrimination C) investigate, conciliate, and litigate charges of discrimination D) prove illegal discrimination in a court of law

Q: What Supreme Court case ruled that discrimination charges must be filed within 180 days of the allegedly discriminatory pay decision? A) Ledbetter v. Goodyear Tire & Rubber Co., Inc. B) Espinoza v. Farah Manufacturing Company C) Weber v. Kaiser Aluminum Corporation D) Albemarle Paper Company v. Moody

Q: The Equal Pay Act permits pay distinctions to be made based on certain factors. Which of the following is NOT one of those factors? A) gender B) merit system C) seniority system D) production quality

Q: Which act prohibits an employer from paying an employee of one gender less money than an employee of the opposite gender where the jobs require equal skills, effort, and responsibility and are performed under similar working conditions? A) Walsh-Healey Act B) Davis-Bacon Act C) Fair Labor Standards Act D) Equal Pay Act

Q: ________ describes one of the notable exceptions to discrimination as covered by Title VII. A) Gender in female-dominated jobs B) Bona fide occupational qualification (BFOQ) C) Age of females when age is unrelated to job performance D) all of the above

Q: On which amendment to the U.S. Constitution was civil rights established? A) Thirteenth Amendment B) First Amendment C) Fifth Amendment D) Fourteenth Amendment

Q: Which federal legislation is based on the Thirteenth Amendment to the U.S. Constitution? A) Equal Pay Act of 1963 B) Civil Rights Act of 1866 C) Rehabilitation Act of 1973 D) Age Discrimination Act of 1967

Q: ________ creates the expectation and program requirements that companies make a positive effort to recruit, hire, train, and promote employees from groups who are underrepresented in the labor force? A) Equal employment opportunity B) Affirmative action C) Diversity D) HR management

Q: Which of the following refers to the set of laws and policies that requires all individuals' rights to equal opportunity in the workplace, regardless of race, color, sex, religion, national origin, age, disability, or genetic information? A) affirmative action B) diversity C) HR management D) equal employment opportunity

Q: In a brief essay, explain the concepts of disparate treatment and adverse impact.

Q: The concept of ________ has evolved from the traditional view of corporate social responsibility. A) social scaffolding B) planetary progressivism C) work-life balance D) corporate sustainability

Q: According to research, what characteristic is most frequently shared by firms that receive high rankings for corporate social responsibility? A) encouraging employees to participate in civic activities B) requiring managers to understand ethics laws C) promoting integrity through ethics training D) linking compensation to ethical behaviors

Q: Lincoln Enterprises recently fired two employees who were caught stealing tools from the firm's warehouse. As a result, the CEO of Lincoln wants to strengthen the firm's ethical culture and prevent future violations by requiring employees to participate in ethics training programs. Which of the following most likely undermines the CEO's idea? A) Middle managers at Lincoln regularly receive reports of questionable employee behavior. B) Since Lincoln Enterprises is a global firm, the training program would need to be translated. C) Senior managers at Lincoln indicate that valuable work time would be lost with a training program. D) Competitors of Lincoln Enterprises provide regular ethics training programs to managers and employees.

Q: Lincoln Enterprises recently fired two employees who were caught stealing tools from the firm's warehouse. As a result, the CEO of Lincoln wants to strengthen the firm's ethical culture and prevent future violations by requiring employees to participate in ethics training programs. Which of the following best supports the CEO's idea? A) Lincoln Enterprises desires the respect of citizens in the local community. B) The social contract developed by Lincoln Enterprises addresses employee concerns. C) HR managers at Lincoln Enterprises provide new employees with policy handbooks. D) The Sarbanes-Oxley Act requires Lincoln Enterprises to provide ethics training courses.

Q: Ethics training should be part of a ________. A) reactive strategy B) contextual strategy C) defensive strategy D) proactive strategy

Q: KPMG uses all of the following approaches EXCEPT ________ to handle ethical issues. A) adopting expedient, site-specific procedures B) providing multiple channels for raising alarms C) ensuring consistent investigation and resolution of all reported matters D) eliminating fear of retaliation for those who raise questions

Q: Preparing ethics training for global organizations is ________ than preparing training for U.S. employees. A) more complicated B) less complicated C) no different D) none of the above

Q: Who usually determines a corporation's approach to social responsibility? A) government B) stockholders C) top executives D) board of directors

Q: Milton Friedman, a Nobel Prize winning economist, asserted that ________. A) as a firm creates wealth for its shareholders, society as a whole will also receive benefits B) the pursuit of social responsibility does not affect the price of a company's stock C) as a firm pursues corporate sustainability, it will create wealth for its stockholders D) stockholders should quit whining and get behind corporate social responsibility

Q: According to a recent survey by Brighter Planet, although more firms are engaging in green activities, the effectiveness of these efforts has declined. Some believe that the problem with corporate social responsibility is that ________. A) no universal set of corporate social responsibility guidelines is available B) each firm has to follow a universal set of corporate social responsibility guidelines C) corporations really don't want to pursue social responsibility D) corporate social responsibility is a load of value-destroying nonsense