Q&A Hero

Q: ADA claims are primarily filed for: A) visual impairments. B) speech impediments. C) emotional impairments. D) drug and alcohol addiction.

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

Q: Ralph is wheelchair-bound. After a construction injury, he attended vocational school and was trained to be a telemarketer. He has an interview for a telephone marketing position for which he is fully qualified. When he arrives, he realizes that the interview office is located on the third floor of a building without an elevator. He calls and explains his problem, but the interviewer refuses to change the appointment or location. Has management made a decision that makes the firm legally liable for discrimination under the ADA? A) No, because Ralph cannot get to the job location. B) Yes, because being wheelchair-bound disqualifies Ralph from the job. C) No, because the employer didn't know Ralph was disabled when scheduling the interview. D) Yes, because the employer is required to accommodate Ralph for the employment interview.

Q: 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? 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.

Q: Tyrone is an African-American freelance music composer. He has not held a regular job due to mental stress since his involvement, as a reservist, in the Persian Gulf War. He is seeking a jingle-writing position with an advertising firm. While Tyrone does read and write, he composes by ear. He cannot read music, he records his songs on a tape, and his wife transcribes the recorded music into sheet music. The central requirement of this job is that the composer be able to read music because the employee must work with client ideas and music ideas from other staff. Tyrone is not hired because he cannot read music. Has management made a decision that makes the firm legally liable for discrimination under the ADA? A) Yes, because a major life function is impaired and that impairment prevented him from receiving the job. B) No, because no major life activity is impaired. He cannot read music, but he can read. C) Yes, because the company could have rewritten the job description to accommodate his disability. D) No, because the requirement to read music is a secondary requirement of the job.

Q: For a disabled employee to be protected by the ADA, the: A) disability must be due to cultural or economic disadvantage. B) disability must impair a major life activity. C) employee must have been employed for at least 90 days. D) employer must be a federal contractor.

Q: The Americans with Disabilities Act applies to any employer with at least ________ employees. A) 10 B) 15 C) 25 D) 50

Q: Which of the following prohibits employers from discriminating on the basis of age when providing benefits? A) Age Discrimination and Retirement Act B) Older Workers Protection Act C) 1991 Civil Rights Act D) Executive Order 11246

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

Q: A firm is required to abide by executive orders when it has: A) at least 10 employees and earns over $50,000 a year. B) previous EEOC violation complaints. C) pending discrimination trials. D) government contracts.

Q: Executive Order 11246: A) was incorporated into Title VII of the Civil Rights Act of 1964. B) laid the groundwork for the eventual passage of the Americans with Disabilities Act. C) required organizations with at least 50 employees to set up affirmative action programs. D) required all firms with at least 50 employees to establish EEOC policies and procedures.

Q: Which term refers to fines awarded to a plaintiff for psychological harm the plaintiff suffers? A) Punitive damages B) Disciplinary fines C) Restorative justice D) Compensatory damages

Q: The Wards Cove Packing Co. vs. Antonio case affected discrimination suits by: A) allowing plaintiffs to collect back pay awards. B) stressing the importance of BFOQ as a defense. C) placing more of the burden of proof on the plaintiff. D) challenging the fairness and necessity of the four-fifths rule.

Q: The Civil Rights Act of 1991 prohibited: A) quotas. B) affirmative action plans. C) jury trials in sexual harassment suits. D) punitive and compensatory damage payments.

Q: The Civil Rights Act of 1991 had several important effects on Title VII, such as: A) placing the burden of proof on the employee. B) including people with disabilities as a protected class. C) permitting plaintiffs to collect damages as well as back pay. D) setting aside the standard of proof established in the Griggs case.

Q: When handling a sexual harassment investigation, managers should most likely do all of the following to minimize liability EXCEPT: A) contacting witnesses. B) interviewing the alleged harasser. C) responding within three to five days of the complaint. D) determining what result or response the employee is seeking.

Q: Collette has worked for Organix Creamery for 12 years. The company has internal procedures for reporting sexual harassment problems. Recently, Collette has been experiencing sexual harassment from a new supervisor. She immediately files a complaint with the EEOC. It is likely that Organix Creamery will: A) have to pay punitive and compensatory damages because Collette filed an EEOC complaint. B) have to pay only compensatory damages to Collette. C) have a good defense because Collette did not first report the problem to management. D) have to revise its zero-tolerance sexual harassment policy.

Q: Which of the following was established by the Oncale case? A) Women's sexual harassment of men can be the basis for a sexual harassment lawsuit. B) Men's sexual harassment of women is not the basis for a sexual harassment lawsuit if the woman doesn't report the conduct until after she is no longer an employee at the company in question. C) Same-sex harassment can be the basis for a sexual harassment lawsuit. D) Unlawful harassment consists of any verbal or physical conduct that shows hostility towards an individual in the work environment.

Q: In order to decide whether verbal and other nonphysical behavior of a sexual nature create a hostile work environment, which of the following is LEAST important to consider? A) The age and gender of the employee B) Whether the conduct interferes with the employee's work performance C) The frequency of the discriminatory conduct D) Whether the conduct is physically threatening or humiliating

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

Q: Myrna is a fifty-year-old technical professional. She has worked for her company for over 15 years. She is Serbian by birth, but looks black because of her dark pigmentation. Myrna's new boss dislikes her for personal reasons. In meetings, he makes disparaging remarks about Serbians. In a recent argument, he cursed at her and called her an offensive name. On two occasions, he has refused to travel with her on business. What Myrna is experiencing would most likely be classified as ________ by the EEOC. A) sexual harassment B) harassment C) quid pro quo harassment D) adverse impact

Q: During a conversation about a promotion with his boss, George is told that if he will meet her at the Slumberland Motel and spend the night with her, he will get the promotion. This is most likely an example of: A) a hostile work environment. B) harassment. C) illegal employment discrimination. D) "quid pro quo" sexual harassment.

Q: Discrimination on the basis of pregnancy was explicitly prohibited by the: A) 1964 Civil Rights Act. B) Pregnancy Discrimination Act of 1978. C) 1991 Civil Rights Act. D) Sexual Harassment Act of 1988.

Q: Theresa Gomez has brought discrimination charges against Paper Makers, Inc. and has established a prima facie case based on the four-fifths rule. What most likely happens next? A) Theresa must contact the EEOC for a right-to-sue letter. B) Paper Makers, Inc. must now prove that the discrimination did not occur. C) Theresa must prove that she is qualified for the position and was discriminated against simply because of her gender. D) Paper Makers, Inc. must prove that it has been meeting the four-fifths rule for all other protected groups.

Q: A charter bus company requires drug tests of all its drivers prior to every charter. As a consequence of this testing, accident rates have fallen by 75%. This test seems to screen out more young minority males than any other group or protected class. This drug test is most likely: A) an example of disparate treatment. B) illegal because of adverse impact on a protected class. C) a prima facie case of discrimination based on race. D) legally defensible as a reasonable business necessity.

Q: An employer can defend an employment practice that might otherwise be discriminatory if the employer: A) employs fewer than 100 employees. B) can demonstrate that at least four-fifths of employees are from protected classes. C) is foreign held and only the plant is in the United States. D) can demonstrate the job-relatedness of the criteria governing the job.

Q: The Supreme Court case, Albemarle Paper Company vs. Moody, ruled that: A) the four-fifths rule must be applied in only selective cases of clear discrimination. B) employment tests must be valid predictors of job performance. C) disparate treatment is illegal. D) age discrimination is illegal.

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

Q: Which of the following is a characteristic of adverse impact? A) Neutral actions B) Prejudiced actions C) Unequal treatment D) Direct discrimination

Q: 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: A) the four-fifths rule. B) adverse impact. C) disparate treatment. D) unequal treatment.

Q: Cody is a middle manager with Corwell Corporation. When on a business trip with other middle managers, Cody is required to fly coach while the other middle managers fly first class. Cody is Hispanic, while his boss and the other managers are African-American. This is most likely an example of: A) adverse impact. B) disparate impact. C) disparate treatment. D) affirmative action.

Q: Which of the following is NOT a member of a protected class? A) Sheena Thomas, a 25-year-old African-American woman B) Mark Chung, a 37-year-old Asian-American with a dependent child C) Gib Johnson, a 38-year-old Caucasian male, Persian Gulf War veteran D) Peggy Sue Smith, a 47-year-old Caucasian female, naturalized U.S. citizen

Q: Title VII of the Civil Rights Act applies to labor unions, employment agencies, and employers who have at least ________ employees. A) 10 B) 15 C) 25 D) 50

Q: Booker International keeps employee records, including their national origin and gender, because the firm has overseas customers who are concerned about these issues. This practice by Booker International is a violation of which law? A) Equal Pay Act B) Americans with Disabilities Act C) Immigration and Naturalization Act D) Title VII of the Civil Rights Act of 1964

Q: Dorothy discovers that her employer is paying female managers about 15% less than male managers with the same responsibilities. Dorothy's employer is violating: A) Title VII of the Civil Rights Act. B) the Civil Rights Act of 1991. C) Executive Order 11246. D) the Equal Pay Act.

Q: On average, in 2010, women earned how much for each dollar earned by men? A) $.64 B) $.71 C) $.83 D) $.98

Q: Which of the following compensation possibilities is NOT permissible under the Equal Pay Act? A) Paying a man more than a woman when they are performing the same job in the same organization B) Enforcing a seniority plan that pays a woman more per year if she has been with the company longer than a man C) Paying a male employee more than a female employee if he has more responsibility and more job duties than she does D) Paying a woman more than a man if she is living in a different geographical region in which the cost of living is considerably more than the region in which the male employee is living

Q: The Equal Pay Act permits pay distinctions 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: The Equal Pay Act of 1963: A) permits pay differences for quality and quantity of production. B) requires that gender be considered on compensation issues. C) eliminated pay plans based on seniority. D) prohibits the use of merit pay plans. E) has resulted in an increasing compensation gap between men and women.

Q: The Vocational Rehabilitation Act of 1973 resembles Executive Order 11246 in what way? A) They both require employers to make accommodations at any expense for disabled workers. B) They both mandate that ideal behavior strategy be implemented in all decisions regarding employment and termination of employment. C) They both require that covered organizations have an affirmative action plan to promote the employment of the respective protected groups. D) They both are enforced by the Equal Employment Opportunity Commission (EEOC).

Q: 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 HR Director, you would most likely inform the CEO that the firm's current promotion test is: A) causing disparate treatment. B) violating the Equal Pay Act. C) violating BFOQ guidelines. D) causing an adverse impact.

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

Q: The majority of Americans with Disabilities Act claims have been filed by: A) job applicants denied employment. B) pregnant women dismissed from work. C) current employees injured on the job. D) older workers nearing retirement.

Q: Which statement is true regarding ideal behavior strategy and affirmative action strategy? A) Affirmative action asserts that employment decisions should be based solely on race, religion, and national origin. Ideal behavior asserts that such criteria should be only partially considered. B) Affirmative action is illegal in most states, while ideal behavior strategy is legal and encouraged in all large companies. C) Affirmative action asserts that employment decisions should be partially based on race, religion, and national origin. Ideal behavior strategy asserts that employment decisions should ignore such criteria. D) Ideal behavior strategy has been upheld by the Supreme Court. Affirmative action is legal during layoffs but not in other employment situations.

Q: Based on Supreme Court rulings, it is best to say that employers may: A) make employment decisions based solely on affirmative action criteria. B) never use affirmative action criteria for making employment decisions. C) base employment decisions partially on affirmative action criteria. D) always use affirmative action criteria in layoff situations.

Q: The landmark civil rights case that placed the burden of proof on employers in employment discrimination cases was Griggs vs. Duke Power.

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

Q: A fully functioning and competent Human Resource Department can replace the need for any legal advice on employment discrimination issues.

Q: HR legal environments are constantly changing. The court case that set the standard to place the burden of proof in employment discrimination on the company was: A) Wards Cove Packing vs. Antonio. B) Albemarle Paper Company vs. Moody. C) Washington vs. Davis. D) Griggs vs. Duke Power.

Q: All of the following are HR responsibilities EXCEPT: A) monitoring the company's HR decisions. B) rendering official legal opinions. C) maintaining employment records. D) implementing HR policies.

Q: Job analysis is a key HR function. Provide an overview of the job analysis process, including tools and brief descriptions of key job analysis techniques. How can an HRIS improve the job analysis process?

Q: A system used to collect, record, store, analyze, and retrieve data concerning an organization's human resources is referred to as a(n) ________.

Q: Payroll, benefits administration, and applicant tracking are common uses for a firm's HRIS.

Q: Additional Case 2.3 Resources International, Inc. (RII) is going through a major organizational change. Executives at the firm have decided to rethink the whole organization. They believe that employees will be most strongly motivated by experiencing meaningful work, taking responsibility for outcomes, and receiving regular feedback. The HR team will analyze jobs as part of the change process, and HR must choose the best technique for the situation. HR needs to know what the incumbents do in their jobs. HR also needs behavioral descriptions from which to build new performance appraisal systems and training programs. Finally, RII is looking at current staffing practices and trying to decide what type of workforce is best for the future. The business is highly technical and requires highly experienced employees, but product demand is volatile. Demand can double or be cut in half from one year to the next, depending on the economy and competitors' actions. Innovation is key in RII's product development. In order to manage all the HR information generated for and during the change, RII has initiated an HRIS system. Refer to Additional Case 2.3. Managers at RII will most likely use the HRIS for which of the following activities? A) Conducting performance appraisals B) Tracking production and labor expenses C) Structuring and graphing the hierarchy of the organization D) Matching employee skills to new positions that emerge within the company

Q: Which of the following methods is LEAST likely to protect the security of HRIS records? A) Grant permission to access employee information only on a need-to-know basis B) Develop policies and guidelines that govern utilization of the HRIS information C) Require passwords and special codes to access different areas of the database D) Provide access to the HRIS only to employees and their spouses

Q: An HRIS has a number of applications for HRM professionals, such as: A) negotiating union contracts. B) tracking employee skills. C) training employees in simple repetitive tasks. D) creating organizational design.

Q: Mary Ellen is using a computer to collect, record, store, and analyze her company's human resource. She is most likely using a: A) human resource information system. B) human resource training system. C) human resource monitoring system. D) human resource management system.

Q: What are the primary types of contingent workers. What are some motivation issues that HR managers should consider when managing contingent workers?

Q: ________ is a work arrangement that allows employees to work in their homes full-time, maintaining their connection to the office through phone, fax, and computer.

Q: ________ is time during which employees can choose not to be at work.

Q: A work arrangement in which two or more employees divide a job's responsibilities, hours, and benefits among themselves is referred to as ________.

Q: ________ are workers hired to deal with temporary increases in an organization's workload or to do work that is not part of its core set of capabilities.

Q: Outsourcing HR activities typically increases control and decreases costs.

Q: Additional Case 2.1 Benson Manufacturing is a young, small firm that makes computer components and peripherals for assemblers like Dell and Gateway. Benson's market share is highly volatile based on the entrance and exit of competitors into the market. Benson buys raw materials from several suppliers who also supply competitors. The firm has two layers of management between the CEO and the component maker on the line. The firm's CEO read a book about innovation and organizational change and now wants to look at what HR should do about reorganizing and changing staffing practices. The CEO wants to reduce costs in order to increase profit margins because he believes that margins will continue to shrink. While productivity and quality are largely functions of the machines used in the process, the CEO still wants to focus on motivating Benson employees. He wants to motivate them by increasing wages through a bonus program, improving working conditions, and providing job security. Refer to Additional Case 2.1. Given the market demand for computer components, the best flexible work design to use would be: A) part-time workers. B) telecommuters. C) condensed workweeks. D) temporary workers.

Q: ROWE policies are primarily implemented to: A) provide firms with a flexible workforce. B) improve employees' work-life balance. C) attract recent college graduates. D) minimize compensation costs.

Q: A work arrangement that gives employees control over the reporting and ending times of their daily work schedules is known as: A) work-life balance. B) compressed workweek. C) telecommuting. D) flexible work hours.

Q: Which of the following is most likely a true statement about contract workers? A) Contractor workers are employed through subcontractors. B) Contract workers typically follow rigid schedules and guidelines. C) Contract workers are always highly motivated and productive. D) Contract workers develop work relationships directly with employers.

Q: A virtual company displays which of the following characteristics? A) It consists of only part-time employees who telecommute. B) It consists of some permanent employees and many contingent workers. C) It consists only of contingent workers. D) It consists of mostly permanent workers and a few contingent workers.

Q: You are job-sharing with a co-worker, Dave. Which of the following is true about this working arrangement? A) You and Dave divide the job's responsibilities, hours, and benefits between the two of you. B) You and Dave work for a temporary agency, which splits assignments between the two of you. C) You and Dave are responsible for managing yourselves and your assigned projects. D) You and Dave divide the job's responsibilities but neither of you receives any health benefits.

Q: Job sharing is primarily appealing to: A) working mothers. B) hourly workers. C) subcontractors. D) college interns.

Q: In 2010, what percentage of the total labor force in the United States consisted of contingent workers? A) 12% B) 26% C) 37% D) 44%

Q: Workers who are hired to deal with short-term increases in a business' workload are known as: A) flextime workers. B) short-term workers. C) specialized workers. D) contingent workers.

Q: What is the difference between work-flow analysis and job analysis? How do both processes benefit an organization?

Q: Teams and flexible work schedules are both being implemented more frequently in modern corporations. Discuss two types of teams and two types of flexible work schedules that firms use to increase employee productivity and satisfaction.

Q: Compare bureaucratic, flat, and boundaryless organizational designs. What business strategies and job design methods are appropriate for each type of structure?

Q: A written document that identifies, describes, and defines a job in terms of its duties, responsibilities, working conditions, and specifications is referred to as a(n) ________.

Q: A(n) ________ is the systematic process of collecting information used to make decisions about jobs.

Q: The process of putting specialized tasks back together so that one person is responsible for producing a whole product or an entire service is referred to as ________.

Q: ________ is the process of organizing work into the tasks required to perform a specific job.

Q: The job summary lists the knowledge, skills, and abilities that workers need to perform the job successfully.