Accounting
Anthropology
Archaeology
Art History
Banking
Biology & Life Science
Business
Business Communication
Business Development
Business Ethics
Business Law
Chemistry
Communication
Computer Science
Counseling
Criminal Law
Curriculum & Instruction
Design
Earth Science
Economic
Education
Engineering
Finance
History & Theory
Humanities
Human Resource
International Business
Investments & Securities
Journalism
Law
Management
Marketing
Medicine
Medicine & Health Science
Nursing
Philosophy
Physic
Psychology
Real Estate
Science
Social Science
Sociology
Special Education
Speech
Visual Arts
Human Resource
Q:
Common methods of analyzing jobs include interviews, questionnaires, observation, and diaries.
a. True
b. False
Q:
Job analysis is the process of obtaining information about jobs through a process of determining what the duties, tasks, or activities of those jobs are.
a. True
b. False
Q:
Requiring a high school diploma, even for a laborer job, is acceptable under the law if the company has a policy that all employees must be high school graduates.
a. True
b. False
Q:
If the criteria used to hire and evaluate employees are vague and not job-related, employers are less likely to find themselves being accused of discriminating against the members of protected classes.
a. True
b. False
Q:
KSAOs refer to the knowledge, skills, abilities, and other attributes required of a person performing a job.
a. True
b. False
Q:
Job specifications describe the duties, tasks, and responsibilities performed on the job and therefore play a key role in performance appraisal.
a. True
b. False
Q:
A statement of the different duties, tasks, and responsibilities of a job is known as a job specification.
a. True
b. False
Q:
Because a job analysis includes information about the requirements of someone performing
a job, it provides the criteria for evaluating the people who do the work.
a. True
b. False
Q:
What is a bona fide occupational qualification? Are they a good idea? Do we need more?
Q:
According to the EEOC, what are the basic steps in developing an effective affirmative action program?
Q:
What should be included in a training program when trying to prevent discrimination claims?
Q:
Explain the different forms of sexual harassment as recognized by the EEOC.
Q:
Why is it important for managers to pay close attention to fair employment practices?
Q:
Individuals with AIDS or HIV are "disabled" within the meaning of the:
a. Civil Rights Act of 1991.
b. Vocational Rehabilitation Act of 1973.
c. Executive Order 11246.
d. state and local anti-discrimination laws only.
Q:
Which law prohibits federal contractors from discriminating against disabled individuals in any program or activity receiving federal financial assistance and requires federal contractors to develop affirmative action plans to hire and promote disabled people?
a. The Americans with Disabilities Act
b. The Vocational Rehabilitation Act of 1973
c. Executive Order 11246
d. Executive Order 11478
Q:
The Glass Ceiling Act:
a. never made it out of congressional committee.
b. was declared unconstitutional by the U.S. Supreme Court.
c. protects only white females.
d. created the Glass Ceiling Commission.
Q:
In recent years, the number of age discrimination complaints filed with the Equal Employment Opportunity Commission (EEOC) has shown:
a. a slow decline.
b. a dramatic increase.
c. a steady increase.
d. a rapid decline.
Q:
A "national origin group" is defined as a group of people sharing a common:
a. language, culture, ancestry, and/or similar social characteristics.
b. birthplace other than the U.S.
c. occupation.
d. education.
Q:
In which Supreme Court decision involving an invalidated employment test for firemen did the Court state: "once the process has been established and employers have made clear their selection criteria, they may not then invalidate the test results, thus upsetting an employee's legitimate expectation not to be judged on the basis of race."?
a. Ricci v. DeStefano
b. Albemarle Paper Co. v. Moody
c. University of California Regents v. Bakke
d. United Steelworkers of America v. Weber
Q:
In which of the following decisions did the Supreme Court not endorse all voluntary affirmative action programs, but it gave an important push to programs voluntarily implemented and designed to correct past racial imbalances?
a. Griggs v. Duke Power
b. Albemarle Paper Co. v. Moody
c. University of California Regents v. Bakke
d. United Steelworkers of America v. Weber
Q:
In which of the following decisions did the Supreme Court state that affirmative action programs are not illegal per se as long as rigid quota systems were not specified for different protected classes?
a. Griggs v. Duke Power
b. Albemarle Paper Co. v. Moody
c. University of California Regents v. Bakke
d. United Steelworkers of America v. Weber
Q:
The basic steps in developing an effective affirmative action plan include all of the following EXCEPT:
a. issuing a written EEO policy and affirmative action statement.
b. surveying present minority and female employment by department and job classification.
c. establishing an internal audit and reporting program to evaluate progress.
d. establishing a quota system and timetable for hiring.
Q:
Affirmative action requires employers to:
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.
Q:
Legally, an affirmative action program is required when:
a. a firm has 25 or more employees.
b. a firm wants to expand its workforce.
c. a firm's union-management contract is being negotiated.
d. a firm has a federal contract exceeding $50,000.
Q:
Affirmative action compliance is reviewed by the:
a. Office of Federal Contract Compliance Programs.
b. Equal Employment Opportunity Commission.
c. Supreme Court.
d. Justice Department.
Q:
A comprehensive training program to prevent discrimination would include all of the following EXCEPT:
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.
Q:
Under the law, discrimination charges must be filed within _____ days of the alleged unlawful practice.
a. 60
b. 90
c. 120
d. 180
Q:
Organizations subject to Title VII are required to post:
a. all job openings.
b. their blank applications.
c. specific employmentrecords and reports.
d. affirmative action goals.
Q:
The Equal Employment Opportunity Commission(EEOC) conducts its operations through:
a. state and local government offices.
b. its administrative headquarters, district offices, and area offices.
c. the Department of Justice.
d. the Department of Labor.
Q:
In 2011, about _____ of sexual harassment complaints filed with the EEOC were filed by men.
a. 2 percent
b. 16 percent
c. 30 percent
d. 50 percent
Q:
In 2011, the EEOC and state fair employment practice agencies processed ______ sexual harassment complaints nationwide.
a. 85,572
b. 38,936
c. 11,364
d. 3,420
Q:
EEOC guidelines are:
a. part of the federal law framework.
b. part of the state laws.
c. administrative rules published in the Federal Register.
d. only applicable to organizations that employ over 1000 people.
Q:
In Griggs v. Duke Power, the Supreme Court established the principle that:
a. educational selection requirements are illegal.
b. discrimination occurs only if the employer intends to discriminate.
c. discrimination can occur even if it is overt or unintentional.
d. employment tests are illegal.
Q:
An employer's workforce is said to be at par with the relevant labor market when:
a. women are hired at the same rate as men.
b. affirmative action goals are achieved.
c. the employer's workforce by race and sex compares favorably with the surrounding labor market.
d. adverse impact is eliminated in the selection procedures of employees.
Q:
During the 1970s, in which case did the Supreme Court rule that applicants must be evaluated on an individual basis, and race can be one factor used in the evaluation process as long as other competitive factors are considered?
a. Ricci v. DeStefano
b. Griggs v. Duke Power
c. University of California Regents v. Bakke
d. Hazelwood School District v. United States
Q:
Disparate treatment cases involve:
a. discharge complaints.
b. purposeful discrimination.
c. affirmative action goals.
d. immigration cases.
Q:
An employer interviews 150 qualified applicants, 100 whites and 50 Hispanics. If 25 whites are hired, a minimum of how many Hispanics would have to be hired to avoid charges of adverse impact?
a. 20
b. 13
c. 10
d. 8
Q:
An employer interviews 100 qualified applicants, 60 whites and 40 blacks. If 30 whites are hired, a minimum of how many blacks should be hired to avoid charges of adverse impact?
a. 24
b. 20
c. 16
d. 12
Q:
Employers can determine adverse impact by using:
a. the four-fifths rule.
b. the McDonnell-Douglas test.
c. the ratio rule.
d. the two-thirds rule.
Q:
According to the Uniform Guidelines, a rule of thumb that identifies selection practices that favor a disproportionate number of nonprotected class members is the:
a. two-thirds rule.
b. acid-test rule.
c. ratio rule.
d. four-fifths rule.
Q:
When pursuing an adverse impact claim, an individual is alleging:
a. unintentional discrimination against an individual belonging to the nonprotected class.
b. intentional discrimination against an individualbelonging to the nonprotected class.
c. unintentional discrimination against a protected class.
d. intentional discrimination against a protected class.
Q:
Adverse impact means that:
a. men are paid less than women.
b. employment decisions reject a higher percentage of a protected class than a nonprotected class.
c. efforts are made to recruit a larger percentage of minorities.
d. religion as a bona fide occupational qualification is permitted at the workplace.
Q:
When an employment selection instrument is related to job success, the instrument is said to have:
a. validity.
b. correctness.
c. discrimination.
d. exclusiveness.
Q:
An important step in avoiding discriminatory practices during selection is to:
a. base selection decisions solely on interviews.
b. use multiple interviewers for each applicant.
c. use validation studies to demonstrate the job-relatedness of a selection instrument.
d. require all applicants to complete an application form.
Q:
The procedural document developed by the Equal Employment Opportunity Commission is the:
a. Uniform Commercial Code.
b. Uniform Guidelines on Employee Selection Procedures.
c. Affirmative Action Guide.
d. Business Code of Ethics.
Q:
To comply with the Immigration Reform and Control Act, employers should do all of the following EXCEPT:
a. completing and retaining form I-9.
b. presenting form I-9 for inspection upon request.
c. verifying the citizenship or immigration status of their employees.
d. refusing to hire immigrants.
Q:
Giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering is known as:
a. sexual harassment.
b. retaliation.
c. affirmative action.
d. reverse discrimination.
Q:
Which of the following is NOT under the jurisdiction of the Civil Rights Act of 1964?
a. State and local governments
b. Private and public employment agencies
c. Private educational institutions
d. Private employers in interstate commerce with less than ten employees
Q:
Which of the following are the two forms of sexual harassment recognized by the EEOC?
a. Traditional and work environment
b. Quid pro quo and hostile environment
c. On the job and off the job
d. Good intentions and discriminatory
Q:
Which of the following is NOT a defense to an alleged Equal Pay Act violation?
a. Paying a male worker more because he has greater seniority
b. Paying a maleworkermore because he is more productive
c. Paying a male workermore because he has dependents
d. Paying a male workermore because he produces higher quality
Q:
Which of the following is NOTan example of sexual harassment?
a. Paying a man more than a woman for doing the same job
b. Promoting a female employee after she agrees to an after-work date
c. Permitting the work environment to be hostile, intimidating, or offensive
d. Allowing a customer to demand sexual favors from an employee
Q:
Homosexuals are protected from discrimination mainly through:
a. Fair Employment Practice laws at the state or local level.
b. the Federal Executive Order 11246.
c. the Americans with Disabilities Act.
d. the Vocational Rehabilitation Act.
Q:
Fair employment practice laws:
a. are often more comprehensive than federal laws.
b. are established by the Equal Employment Opportunity Commission.
c. cannot bar discrimination based on marital status or political affiliation.
d. are provisions under the Veterans' Readjustment Act.
Q:
Executive Order 11246 provides equal employment opportunities to:
a. federal employees and individuals employed by government contractors.
b. state and local government employees.
c. all employees of public and private employers.
d. union members.
Q:
The law that requires federal contractors to take affirmative action in hiring disabled individuals is:
a. the Uniformed Services Employment and Reemployment Rights Act.
b. the Vietnam Era Veterans' Readjustment Assistance Act.
c. the Americans with Disabilities Act.
d. the Vocational Rehabilitation Act.
Q:
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 benefitsis:
a. the Uniformed Services Employment and Reemployment Rights Act.
b. the Vocational Rehabilitation Act of1973.
c. the Equal Employment Opportunity Act of 1972.
d. the Veterans' Readjustment Act.
Q:
The American with Disabilities Act does
a. require employers to make reasonable accommodation to disabled persons.
b. define disability as a physical or mental impairment that substantially limits one or more major activities.
c. provide protection for adjustment disorders.
d. protect people regarded as having disabilities.
Q:
Which of the following is NOT a basis for age discrimination?
a. Excluding older workers from important work activities
b. Making positive changes in the performance evaluations of older employees
c. Selecting younger applicants over better-qualified older applicants
d. Reducing job duties and responsibilities of older employees
Q:
A disability under the Americans with Disabilities Act of 1990 can be defined by all of the following EXCEPT:
a. a physical or mental impairment that substantially limits one or more major activities.
b. conditions caused due to the demands of the work environment.
c. having a record of physical or mental impairment.
d. being regarded as having a physical or mental impairment.
Q:
The Pregnancy Discrimination Act states that:
a. an employer can deny sick leave for morning sickness.
b. an employer may set mandatory lengths for pregnancy leave.
c. an employer must set pregnancy leave dates based on the individual employee's ability to work.
d. pregnancy is a temporary medical condition and not a disability.
Q:
Which of the following is NOT used to determine whether an accommodation is reasonable?
a. The size of the organization
b. The nature of the accommodation
c. The profitability of the organization
d. The financial resources of the applicant
Q:
Age discrimination doesNOT exist when:
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.
Q:
The Age Discrimination in Employment Act prohibits specific employers from discriminating against persons who are:
a. 40 years of age or older.
b. below 35 years of age.
c. below 28 years of age.
d. between 25 to 30 years.
Q:
Title VII provisions for religion:
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.
Q:
Bona fide occupational qualifications can:
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.
Q:
Title VII of the Civil Rights Act created the:
a. Occupational Safety and Health Administration (OSHA).
b. Equal Employment Opportunity Commission (EEOC).
c. Equal Rights Compliance Agency (ERCA).
d. Justice Department (JD).
Q:
Which of the following is not prohibited by Title VII of the Civil Rights Act of 1964?
a. Paying a woman less than a man for doing the same job
b. Promoting a white male over a black male on the basis of seniority
c. Refusing to hire Hispanics
d. Limiting training opportunities for men
Q:
Which of the following employers are covered under the Civil Rights Act of 1964?
a. Organizations hiring Native Americans on or near a reservation
b. Bona fide, tax-exempt private clubs
c. Religious organizations employing persons of a specific religion
d. Labor unions having 15 or more members or employees
Q:
The legislative act that bars discrimination in all HR activities, including hiring, training, promotion, pay, employee benefits, and other conditions of employment is known as the:
a. Equal Pay Act of 1963.
b. Civil Rights Act of 1964.
c. Equal Employment Act of 1972.
d. Civil Rights Act of 1991.
Q:
The Equal Pay Act was passed as an amendment to the:
a. Civil Rights Act.
b. Fair Labor Standards Act.
c. Equal Employment Opportunity Act.
d. Age Discrimination in Employment Act.
Q:
Employers that pay men and women a different salary are violating the Equal Pay Act only if the pay difference is a result of:
a. seniority and expertise.
b. merit and experience.
c. performing tasks requiring same skills.
d. the quantity or quality of production.
Q:
The Equal Pay Act prohibits employers from discrimination in pay based on:
a. race.
b. gender.
c. religion.
d. age.
Q:
Major federal EEO laws have been enacted to prevent discrimination against groupsof workers most often affected by unfair employment practices. These groups are referred to as:
a. significant worker classes.
b. privileged classes.
c. protected classes.
d. equal employment classes.
Q:
Which of the following groups would not fall under the broad definition of protected classes?
a. African Americans
b. Women
c. People above 55 years of age
d. White men
Q:
An employee alleging discrimination can sue both the manager (or supervisor) of a company and the company itself because:
a. the company provided EEO training to the manager.
b. the manager or supervisor functions as an agent of the company.
c. the protected classes are adequately represented in the company.
d. theUniform Guidelines require an employer to conduct validity studies of its selection procedures.
Q:
A factor that appears to have influenced the growth of Equal Employment Opportunity(EEO) legislation is:
a. the changing attitudes of society at large.
b. the post-war baby boom.
c. a shortage of qualified labor.
d. an influx of illegal immigrants.
Q:
The employment of individuals in a fair and nonbiased manner is called:
a. reasonable accomodation.
b. equal employment opportunity.
c. civil rights policy.
d. diversity management.
Q:
Employers may be accused of reverse discrimination, or giving preference to members of protected classes, to the extent that unprotected individuals believe they are suffering discrimination.
a. True
b. False
Q:
Affirmative action programs are required by all employers.
a. True
b. False
Q:
Title VII of the Civil Rights Actprotects those who file charges against an employer with theEqual Employment Opportunity Commission (EEOC) from retaliation by the employer.
a. True
b. False