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Human Resource
Q:
Staffing planning should focus on benchmarking policies that are successful at other companies, because they will probably work with your organization's culture as well.
Q:
Although culture is intangible, it can have very significant effects on staffing planning activities.
Q:
Culture is a set of easily recognized and measured properties of an organization that mostly includes things like formal policies and procedures.
Q:
It is usually more efficient and effective for HR managers to just focus on their own functional responsibilities, and avoid getting bogged down with learning about the organization's strategy.
Q:
Strategy planning incorporates evaluating the organization's strengths, weaknesses, opportunities and threats.
Q:
The four major internal and external influences on HR and planning are organizational strategy, organizational culture, labor markets, and technology.
Q:
To have a high probability of being acceptable in the eyes of the Supreme Court, an organization's AAP should __________.
A. not necessarily interfere with the job status of non-minority and male employees
B. concentrate on future, rather than past discrimination
C. not focus on underutilization
D. be a permanent feature of organizational structure
Q:
Affirmative action plans and programs do not originate from ________.
A. voluntary employer efforts
B. court-imposed remedies for discriminatory practices
C. consent agreements
D. international treaties
Q:
The major legal issue for HR strategy and planning is ________.
A. affirmative action plans
B. disparate treatment
C. disparate impact
D. sexual harassment
Q:
Passive diversity planning means ________.
A. reviewing policies and practices to ensure there is no discrimination
B. encouraging underrepresented groups to apply
C. actively recruiting from a variety of sources that are likely to be seen by underrepresented groups
D. providing additional training for underrepresented groups
Q:
Managers are especially concerned about all of the following issues because of the aging workforce except ________.
A. loss of skills due to retirement
B. decreased ability to learn new material
C. increases in medical expenses
D. employee elder-care responsibilities
Q:
In recent years there has been an increase in the number of _________ in the workforce.
A. women
B. Latinos
C. Individuals with disabilities
D. all of these
Q:
Firms offshore work because _______________?
A. wages are often lower overseas
B. there is a growing pool of highly qualified workers overseas
C. overseas manufacturing always has strict quality control
D. both wages are often lower overseas and there is a growing pool of highly qualified workers overseas
Q:
A(n) ______ provides specific task and project assistance to the organization, such as maintenance, bookkeeping, advertising, programming, and consulting, with payment contingent on completion of the project (rather than time worked or methods of completing the task).
A. external service provider
B. independent contractor
C. temporary worker
D. offshore site
Q:
Which of the following services is not provided by staffing firms?
A. Advance screening of job candidates
B. They may provide on-site managers to help with training
C. They absorb full legal liability for temporary workers
D. None of these
Q:
Which of the following are advantages of external staffing?
A. bringing in employees with new KSAOs
B. quick method to identify job applicants
C. it's less expensive than internal staffing
D. all of these
Q:
Which of the following is true regarding H-1B visas?
A. Employers may apply for permanent H-1B visas for foreign workers.
B. There is a cap of 50,000 workers per year who can obtain such visas.
C. H-1B visa holders may not change jobs as soon as their employer files an approval petition and they are restricted to their current geographic area.
D. None of these
Q:
Which of the following is true regarding discrimination on the basis of sexual orientation?
A. there are no laws covering sexual orientation discrimination
B. federal law prohibits all discrimination on the basis of sexual orientation
C. although such discrimination is not covered by federal law, it is covered by some state and local laws
D. some state and local laws encourage discrimination on the basis of sexual orientation
Q:
Which of the following is true regarding EEO laws?
A. State (but not local) government employees are immune from lawsuits by employees who allege violation of ADA or ADEA.
B. States must pursue age and disability discrimination claims under applicable state laws.
C. A foreign company which is owned or controlled by an American employer and is doing business overseas generally also must comply with Title VII, the ADA, and the ADEA.
D. All of these
Q:
Noncompliance with the Immigration Reform and Control Act (1986) could result in ___________.
A. imprisonment for up to six months
B. fines equal to $50,000 for each unauthorized alien employed
C. summary closing of a business
D. imprisonment of the alien for up to five years
Q:
Executive Order 11246 covers __________.
A. local government employers
B. private employers with under 15 employees
C. federal contractors with contracts in excess of $10,000
D. private employers with 20 or more employees
Q:
Which of the following is not prohibited by the ADA?
A. medical exams of job applicants
B. asking a job applicant is he/she is disabled
C. asking a job applicant to undergo a medical exam after a job offer has been made
D. refusing to interview a person who is disabled
Q:
Where reasonable accommodations for disabled individuals are concerned, it can be said that ________.
A. accommodation is always required for an otherwise qualified individual
B. specific examples of accommodations are rarely indicated in laws and regulations
C. the issue of "undue hardship" to the employer is not addressed by the law
D. the need to accommodate often hinges on whether or not a given job function is necessary or essential
Q:
Where the Americans with Disabilities Act is concerned, _______.
A. the law only applies to disabled individuals who are otherwise qualified
B. the law requires the hiring of all disabled people
C. the law prohibits refusal to hire a disabled person
D. the law provides advantages to disabled people
Q:
Employers can use which of the following techniques without violating the Age Discrimination in Employment Act.
A. using reasonable factors other than age in making employment decisions
B. using seniority systems
C. using terms or phrases that express a preference for older workers
D. all of these
Q:
The Age Discrimination In Employment Act (1967) prohibits discrimination against individuals who are ____ years or older.
A. 40
B. 50
C. 60
D. 65
Q:
The legal status of seniority and merit systems is that ________.
A. seniority is legal
B. merit systems are legal
C. both are legal
D. both are illegal
Q:
Regarding the use of tests in staffing, it can be said that _______.
A. they are permitted by law
B. they are illegal
C. they should be adjusted by protected characteristics to be fair
D. they should be "race normed" for fairness
Q:
The essence of a BFOQ is that __________.
A. it is always illegal
B. it reduces discrimination
C. it justifies discrimination based on reasonable necessity of the job
D. it prohibits selection through use of a protected characteristic (e.g., gender)
Q:
Which of the following is prohibited discrimination under civil rights law?
A. discrimination in hiring
B. discrimination in compensation
C. discrimination in classification
D. all of these
Q:
Enforcement mechanisms used by the OFCCP _________.
A. rarely involve employer site visits
B. are identical to those used by the EEOC
C. are unrelated to specific AA plans
D. may involve conciliation agreements
Q:
In EEOC cases, a consent decree is _________.
A. mandated by law
B. court approved
C. limited to non-monetary relief
D. limited to affirmative action remedies
Q:
The key to a successful rebuttal in a disparate treatment case is _________.
A. to prove adverse impact
B. to provide nondiscriminatory reasons for the practice(s) in question
C. to show the presence of a "mixed motive"
D. to prove discrimination
Q:
When using stock statistics in job selection discrimination cases, the comparison being made is __________.
A. differences in proportions of groups hired
B. percentages of groups concentrated in certain job categories
C. percentages of groups in job categories relative to their availability in the population
D. percentages of union versus non-unionized employees
Q:
The initial burden of proof in discrimination claims lies ______.
A. with the defendant
B. with the court
C. equally with the court and the federal agency
D. with the plaintiff
Q:
Disparate treatment focuses on _________.
A. allegations and evidence about the effects of discriminatory actions
B. allegations and evidence about intentions to discriminate
C. adverse impact
D. quotas
Q:
The Age Discrimination in Employment Act focuses on individuals over the age of _________.
A. 40
B. 30
C. 20
D. 50
Q:
Which of the following is not covered by the Civil Rights Act?
A. race
B. sex
C. disability status
D. all of these are covered by the Civil Rights Act
Q:
Which of the following is(are) true regarding federal EEO/AA laws?
A. They are very narrow in their coverage of employers.
B. Specific agencies exist which regulate administration and enforcement.
C. They cover only women, minorities, and certain religious groups.
D. None of these is true.
Q:
The role of federal agencies is to ___________.
A. develop, create, and implement the law
B. interpret, administer, and enforce the law
C. facilitate greater communication between courts
D. render decisions in court cases regarding employment law
Q:
Agencies that regulate fair employment practice exist at which level?
A. federal
B. state
C. local
D. all of these
Q:
Statutory law is derived from _________.
A. court cases
B. the U.S. constitution and its amendments
C. written documents passed by legislative bodies
D. agencies at the federal, state and local levels
Q:
A _________ is a civil wrong that occurs when the employer violates a duty owed to its employees or customers that results in harm or damages.
A. tort
B. crime
C. constitutional law violation
D. failure of due process
Q:
Due process rights have their primary source in _________.
A. EEOC guidelines
B. federal statutes
C. state statutes
D. the U.S. Constitution Amendments
Q:
The primary source of common law is ________.
A. the Constitution
B. federal statutes
C. past court decisions
D. federal agency guidelines
Q:
Which of the following statements is true regarding the laws and regulations which govern the employment relationship?
A. Their purpose is to create a reasonable balance of power between the employer and employee.
B. Their purpose is to create a reasonable power advantage for employees.
C. Their purpose is to create a reasonable power advantage for employers.
D. Their purpose is to provide protections for employees only.
Q:
What can employers do to ensure that permatemps, that is, individuals from staffing firms who have long-term relationships with an employer, are not considered employees of their firm?
A. Never exercise direct control over these people and treat them separate from regular employees.
B. Ensure they provide sufficient training and supervision.
C. Provide permatemps with special hats indicating their status as temporary.
D. None of these is correct.
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:
Which of the following factors increase the likelihood that a worker will be considered an independent contractor?
A. The independent contractor works without supervision or oversight from the employer
B. The independent contractor sets his or her own work hours
C. The independent contractor is paid by the project rather than by the time spent
D. All of these.
Q:
Which of the following statements is true regarding independent contractors?
A. An independent contractor is a legal employee of the company which hired him/her.
B. Using an independent contractor increases the employer's exposure to laws and regulations governing the employment relationship.
C. Using an independent contractor frees an employer from the tax withholding and tax payment obligations it has for its employees.
D. Using an independent contractor substantially increases the right of the employer to control the contractor.
Q:
An example of an exception to the principle of employment-at-will would be __________.
A. employers cannot discharge employees on the basis of poor performance
B. employers cannot discharge employees on the basis of race
C. employers cannot discharge employees for stealing from the company
D. none of these
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:
The most prevalent form of the employment relationship is _________.
A. independent contractor
B. employer-employee
C. temporary employee
D. employer-employer
Q:
Regarding employment contracts, _________.
A. both written and oral contracts are enforceable
B. employment-at-will is defined under set-term contracts
C. most employees have a contractual right to be discharged only for cause
D. all of these are correct
Q:
Applicants for jobs covered by civil service laws and regulations often have rights to appeal hiring decisions, testing processes, or test contents and methods.
Q:
Both private and public employers have a legal mandate to test applicants only for KSAOs that are directly job related.
Q:
Some state laws prohibit discrimination on the basis of sexual orientation and gender identity or expression.
Q:
Employers are allowed to take actions like terminating or demoting members of the uniformed services if they have to serve for an extended period of time overseas.
Q:
Polygraphs cannot be used to investigate theft, embezzlement, or sabotage that causes economic loss to the employer.
Q:
Most private employers cannot legally require applicants or employees to take a polygraph test, except in special circumstances.
Q:
Those who get an H-1B are typically employed in occupations such as architect, engineer, computer programmer, accountant, doctor, and professor.
Q:
Nearly everyone who wishes to work in the United States is eligible for an H-1B visa.
Q:
The Immigration Reform and Control Act prohibits employment discrimination on the basis of national origin or citizenship status.
Q:
It is unlawful to recruit an unauthorized alien for employment in the United States.
Q:
Substantive assessment methods are used to reduce the applicant pool to candidates.
Q:
The law prohibits the use of genetic information in employment.
Q:
Employers may refuse to hire an individual who poses a direct threat to him/herself or the health and safety of others.
Q:
Accommodations such as job restructuring, telework, changes in work schedules, or purchase of adaptive devices for those with disabilities are considered undue hardships.
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:
The Americans with Disabilities Act does not cover individuals with psychiatric disorders, such as depression or schizophrenia.
Q:
A broken arm or leg would be considered a covered, short-disability for ADA coverage purposes.
Q:
Recovering former drug users and recovering alcoholics are covered by the Americans with Disabilities Act.
Q:
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.
Q:
The Age Discrimination Act of 1967 prohibits all discrimination on the basis of age.
Q:
The Civil Rights Act of 1964 explicitly permits the use of seniority and merit systems as a basis for applying different terms and conditions to employees.
Q:
Employers can adjust the scores of employment-related tests on the basis of race, color, religion, sex, or national origin.
Q:
Although civil rights legislation does not explicitly mention the use of tests in staffing, most courts have found that the use of such tests is permissible.
Q:
A prison with mostly male inmates might successfully use the concept of BFOQ to argue that it is a business necessity to hire only male prison guards on the grounds that by doing so it ensures the safety, security, and privacy of inmates.
Q:
If an employer has a selection system in which applicants first take a written test and those who pass it are interviewed, the plaintiff must show adverse impact for the two components combined.
Q:
Staffing practices that may seem unfair, outrageous, or of dubious value to the employer, but that do not cause adverse impact, are legal.