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Q:
Jennifer Carter, a marketing executive in her late thirties, had been working at a reputed marketing firm for the past three years. However, she was fired from the company without any prior notice when she collapsed at work with an epileptic attack. Following this, Jennifer sued the company under the _____.
A. Executive Order 11246
B. Rehabilitation Act of 1973
C. Americans with Disabilities Act
D. Occupational Safety and Health Act
E. Executive Order 11478
Q:
Which of the following is true about the Americans with Disabilities Act?
A. It permits the employer to cut down on fringe benefits of individuals with disabilities.
B. It permits discrimination in areas such as layoff and leave.
C. It goes beyond prohibiting discrimination to require that employers take steps to accommodate individuals covered under the legislation.
D. It classifies a person, who needs ordinary eyeglasses or contact lenses to perform each major life activity with little or no difficulty, as disabled.
E. It is used to protect individuals with conditions such as obesity and substance abuse.
Q:
Which of the following individuals will NOT be covered under the Americans with Disabilities Act?
A. An individual with a history of heart disease
B. An individual with a history of mental illness
C. An individual with cancer in remission
D. An individual who is deaf and blind
E. An individual who is subject to substance abuse
Q:
Americans with Disabilities Act protects individuals who are _____.
A. obese
B. severely disfigured
C. subject to substance abuse
D. left-handed
E. suffering from vision problems like myopia
Q:
Vocational Rehabilitation Act of 1973 was introduced to enhance employment opportunity for _____.
A. women
B. minors
C. older employees
D. individuals with disabilities
E. minorities
Q:
Which of the following terms refer to an organizations active effort to find opportunities to hire or promote people in a particular group?
A. Affirmative action
B. Disparate impact
C. Reasonable accommodation
D. Reverse discrimination
E. Adverse impact
Q:
Which of the following statements reflects a violation of Age Discrimination in Employment Act?
A. Older employees are permitted to work even after attaining the retirement age.
B. Employees over the age of 40 are asked to retire as a part of a companys downsizing program.
C. An employee is denied employment because of the fact that he is a minor.
D. Older workers in an organization are compensated higher than the younger workers.
E. An employee avails voluntary retirement before attaining the retirement age.
Q:
Age Discrimination in Employment Act (ADEA) protects only those workers who are over the age of _____.
A. thirty
B. twenty five
C. twenty
D. forty
E. thirty five
Q:
Which of the following is true about Age Discrimination in Employment Act (ADEA)?
A. ADEA favors the idea of coercing employees to accept early-retirement incentives.
B. ADEA permits an employer to reduce the fringe benefits to all employees over 40.
C. ADEA permits companies to lay off older workers when the economy is slow.
D. ADEA outlaws making employment decisions based on a persons age being over 40.
E. ADEA recommends early-retirement incentive programs wherein employees agree not to sue the company for ageism.
Q:
Which of the following categories is NOT covered by Title VII of the Civil Rights Act of 1964?
A. Age discrimination
B. Racial discrimination
C. Religious discrimination
D. Gender discrimination
E. Discrimination on the basis of nationality
Q:
Which of the following can be categorized as an act of participation in a proceeding?
A. Removing a whistleblower from employment
B. Implementing affirmative action measures
C. Expressing dissatisfaction over employment casually
D. Retaliating against a whistleblower
E. Testifying in an investigation
Q:
Alyona Carolls thinks that her company is discriminating against a particular group of employees by denying them seniority or promotions. She expresses her concern to a senior HR manager. This method of expressing concern about an instance of illegal employment through proper channels is known as _____.
A. opposition
B. retaliation
C. participation in a proceeding
D. discrimination
E. affirmative action
Q:
Which of the following is true about Title VII of the Civil Rights Act of 1964?
A. The act permits employers to hire job applicants belonging exclusively to a particular nationality.
B. The act applies to organizations with 15 or more employees.
C. The act permits employers to retaliate against employees participating in a proceeding against the employer.
D. The act protects employers from an employees opposition to an alleged illegal employment practice.
E. The act permits employers to hire an individual based on his gender and race in the absence of a BFOQ.
Q:
According to the Equal Pay Act of 1963, men and women performing the same job cannot have differences in pay on the basis of _____.
A. merit
B. seniority
C. education
D. quality of production
E. sex
Q:
The_____ granted all persons the same property rights as white citizens, as well as the right to enter into and enforce contracts.
A. Thirteenth Amendment
B. Fourteenth Amendment
C. Civil Rights Act of 1866
D. Title VII of CRA
E. Executive Order 11246
Q:
Which of the following statements is true about Civil Rights Act of 1866 and 1871?
A. They denied plaintiffs any form of compensatory and punitive damages.
B. They restricted the rights of entering into and enforcing contracts to white citizens only.
C. They denied individuals the right to sue in federal court.
D. They excluded other individuals from having the same property rights as white citizens.
E. They were passed to further the Thirteenth Amendments goal of abolishing slavery.
Q:
Which of the following is enforced by the Equal Employment Opportunity Commission?
A. Thirteenth Amendment
B. Rehabilitation Act of 1973
C. Fourteenth Amendment
D. Executive Order 11246
E. Americans with Disabilities Act of 1990
Q:
Susan Clarks, a white female applicant, is refused a job at a state university in favor of a less-qualified minority applicant. She considers suing the state university on charges of reverse discrimination against her, under _____.
A. the Thirteenth Amendment
B. the Fourteenth Amendment
C. the Twenty-Second Amendment
D. the Civil Rights Act of 1866
E. Title VII of CRA of 1964
Q:
Which of the following amendments to the constitution abolished slavery?
A. Third Amendment
B. Fourth Amendment
C. Thirteenth Amendment
D. Fourteenth Amendment
E. Tenth Amendment
Q:
Which of the following legal measure requires all federal contractors and subcontractors to engage in affirmative-action programs designed to hire and promote women and minorities?
A. Twenty-Second Amendment to the Constitution
B. Executive Order 11246
C. Occupational Safety and Health Act
D. Thirteenth Amendment to the Constitution
E. Rehabilitation Act of 1973
Q:
_____ are directives issued solely by the President, without requiring congressional approval.
A. Constitutional amendments
B. Judicial reviews
C. Charters
D. Executive orders
E. Statutes
Q:
The _____ is primarily responsible for enforcing the laws passed by Congress.
A. U.S. House of Representatives
B. U.S. Senate
C. executive branch of the government
D. legislative branch of the government
E. U.S. Cabinet
Q:
Cultural differences are insignificant while promoting safety internationally.
Q:
Under the job hazard analysis technique, if a single job element has high hazard potential, the entire job is laid off.
Q:
Occupational Safety and Health Act directly regulates employee behavior in work places to ensure safety.
Q:
Office workers who encounter a chemical infrequently are covered by the requirements of OSHAs general duty clause.
Q:
If an OSHA violation results in citations, the employer must post each citation in a prominent place near the location of the violation.
Q:
According to the OSH Act, employers have the right to withhold an employees access to records regarding exposure.
Q:
The general-duty clause states that it is each employers duty to furnish a place of employment free from recognized hazards.
Q:
The practice of valuing diversity views a heterogeneous workforce as a liability because of the differences in perspectives and practices.
Q:
If an individuals behavior in the workplace creates an environment in which it is difficult for someone of a particular sex to work, it cannot be regarded as sexual harassment.
Q:
A manager who promises a raise to an employee who will participate in sexual activities is said to be engaging in quid pro quo harassment.
Q:
A plaintiff must show the employers intent to prove disparate impact in court.
Q:
Disparate treatment on the basis of sex is illegal even if it is a bona fide occupational qualification.
Q:
An employer who investigates the conviction records of minority applicants, but does not do so for majority applicants, can be sued on the basis of disparate treatment.
Q:
The Office of Federal Contract Compliance Procedures is the agency responsible for enforcing the executive orders that cover companies doing business with the federal government.
Q:
If an attempt at a settlement fails, the EEOC may issue a right to sue letter to the alleged victim.
Q:
Organizations that are government contractors or subcontractors must file an Employer Information Report with the EEOC every year.
Q:
Executive Order 11478 requires the federal government to base all its employment policies on national origin.
Q:
The Americans with Disabilities Act covers people with problems arising from substance abuse.
Q:
An employers refusal to hire a pregnant woman is acceptable by law.
Q:
Title VII of the Civil Rights Act of 1964 applies to all organizations irrespective of its size or number of employees.
Q:
The Equal Pay Act of 1963 allows pay differences between men and women performing the same job if the difference arises from any factor other than sex.
Q:
A person fired by a private employer can sue under the Fourteenth amendment on charges of racial discrimination.
Q:
The Fourteenth Amendment abolished slavery in the United States.
Q:
The Civil Rights Act of 1991 was partly designed to overturn Supreme Court decisions.
Q:
The legislative branch of the U.S. government is responsible for enforcing the laws passed by Congress.
Q:
What are the executive orders that directly impact human resources management? Explain their impact.
Q:
After a large fire accident at Hilson Mills, the OSHA constituted a board of inspectors who were working to ensure the safety of the employees in the future. This board began its program by calling all the employees involved in the recent fire accident and asked them what had caused the accident. Once each individual employee had put forth his views, the employees were asked to discuss amongst themselves to determine the single systemic failure that caused the fire. Which of the following methods is being used by the OSHA in studying the recent fire accident at Hilson Mills?
A. Operations cycle review
B. Standard protocol review
C. Technic of operations review
D. Job hazard analysis technique
E. Utilization analysis
Q:
Which of the following methods is useful in promoting safety by determining which specific element of a job led to a past accident?
A. Reasonable accommodation
B. Affirmation action
C. Technic of operations review
D. Job hazard analysis technique
E. Utilization analysis
Q:
Which of the following techniques breaks down a job into basic elements to rate them for potential for harm or injury?
A. Job hazard analysis technique
B. Utilization analysis
C. Technique of operations review
D. Action plan analysis
E. Diversity plan
Q:
Which of the following employees will NOT be covered under OSHAs Hazard Communication Standards?
A. A technician who services copy machines for the most part of the day
B. A receptionist who occasionally changes the toner in the copier machine
C. A production engineer who manufactures car batteries
D. A healthcare worker who is exposed to latex and disinfectants
E. A lab technician who has to work with chemicals everyday
Q:
Which of the following is true about enforcement of the OSH Act?
A. In the closing conference, all the findings of the inspection are kept confidential with the officers.
B. OSHA compliance officers do not entertain any kind of input or complaints from the employees during the inspection.
C. OSHA compliance officers notify the employers a month in advance before the inspection.
D. The OSHA compliance officer will seek a restraining order from the U.S. District Court, even if the inspection reveals that the problem is minor.
E. If an OSHA violation results in citations, the employer must post each citation in a prominent place near the location of the violation.
Q:
Under OSHAs Hazard Communication Standard, organizations must have _____ for chemicals that employees are exposed to.
A. EEOC 1 forms
B. white papers
C. material safety data sheets
D. standard operating protocols
E. action reports
Q:
Which of the following is true about the OSH Act?
A. It provides employers with the right to conceal information on the substances that could be dangerous to an employees health.
B. It prohibits employees from having a representative present during the inspection.
C. It provides employers with the right to fire employees who request for an OSH inspection of the work site.
D. It emphasizes on keeping company records regarding exposure to hazards confidential.
E. It provides employees with the right to have employer violations posted at the work site.
Q:
Martin Smiths works for a small chemical manufacturing company for the past ten years. Off late he and the other workers have developed minor respiratory problems. They confronted the management demanding proper ventilation at the factory as inhaling the chemical fumes continuously could prove fatal. When the management did not respond to their demands, they threatened to sue the company under the _____.
A. OSH Act
B. DINA
C. Title VII of CRA
D. ADA
E. ADEA
Q:
Which of the following is responsible for conducting research to determine the criteria for specific operations or occupations and for training employers to comply with the OSH Act?
A. Department of Health
B. Department of Commerce
C. Department of Trade
D. Department of Labor
E. Department of Development
Q:
Under the _____, the Occupational Safety and Health Administration is responsible for inspecting employers, applying safety and health standards, and levying fines for violation.
A. Department of Health
B. Department of Commerce
C. Department of Trade
D. Department of Labor
E. Department of Development
Q:
Which of the following is the most comprehensive U.S. law regarding worker safety?
A. Thirteenth amendment
B. Fourteenth amendment
C. OSH Act
D. Rehabilitation Act of 1973
E. Civil Rights Act of 1991
Q:
A male employee, over the objections of his female colleagues, continues to display a highly suggestive calendar containing indecent pictures within his office. This is an example of _____.
A. corrective action
B. affirmative action
C. reverse discrimination
D. sexual harassment
E. undue hardship
Q:
Which of the following is true of quid pro quo harassment?
A. It involves mocking an individuals sexual orientation.
B. It refers to an individual gaining benefit in return for a sexual favor.
C. It involves making hiring decisions based on the gender of the applicant.
D. It involves harassment against people based exclusively on the factor of age.
E. It provides preferential treatment for the minority gender at the workplace.
Q:
When an individual is promised a positive outcome for submission to sex, or threatened with a negative outcome for failure to submit to sex, this is referred to as _____.
A. adverse impact
B. disparate impact
C. reverse discrimination
D. undue hardship
E. quid pro quo harassment
Q:
Sexual harassment refers to _____.
A. unwelcome sexual advances
B. discrimination based on gender
C. preferential treatment for a particular sex
D. undue benefits provided to males
E. reasonable accommodation based on gender
Q:
Which of the following is true about avoiding discrimination?
A. A bona fide occupational qualification is a merely preferred qualification for performing a job.
B. Proving disparate impact in court requires showing the employers intent.
C. Proving disparate treatment in court does not require the plaintiff showing the employers intent.
D. Reasonable accommodation is provided subject to the condition of undue hardship.
E. If the four-fifths rule is satisfied, substantial evidence of discrimination exists.
Q:
Which of the following is NOT regarded as reasonable accommodation?
A. A firm modifies its examinations and selection procedures to enable applicants of the minority community to fare better.
B. A software firm changes its work schedule to accommodate employees of certain religious faiths.
C. An employee is granted leave on a certain date to perform religious activities.
D. A medium-sized firm changes a job assignment so that an employee with disability can work with ease.
E. A small firm changes the design and structure of the building to allow access to wheelchairs.
Q:
Nathan Williams, a blind man in his early twenties, was recently appointed as a radio jockey at the local radio station in Florida. He was given permission by his manager to bring his guide dog to work. In this instance, Nathans employer makes a _____.
A. disparate impact
B. disparate treatment
C. reverse discrimination
D. reasonable accommodation
E. undue hardship
Q:
Which of the following statements is true of reasonable accommodation?
A. Reasonable accommodation is the same as reverse discrimination.
B. Reasonable accommodation exclusively compensates for poor educational background that hampers the progress of employees.
C. Reasonable accommodation is typically provided in situations involving individuals with disabilities or different religious needs.
D. Reasonable accommodation is provided on a homogeneous basis without the provisions being tailored to the individual needs of employees.
E. Reasonable accommodation is provided by the organization even if the requisite changes create undue hardship on the organization.
Q:
Which of the following refers to an employers obligation to do something to enable an otherwise qualified person to perform a job?
A. Reverse discrimination
B. Reasonable accommodation
C. Disparate impact
D. Adverse action
E. Reverse discrimination
Q:
Which of the following actions of employers can result in reverse discrimination?
A. Affirmative action
B. Reasonable accommodation
C. Disparate treatment
D. Retaliation
E. Disparate impact
Q:
Identify the type of case where most of the debate focuses on discriminatory consequences and the plaintiff need not prove the employers intent to discriminate.
A. Disparate impact
B. Disparate treatment
C. Reasonable accommodation
D. Affirmative action
E. Corrective action
Q:
The ratio of the hiring rate of a minority group to the hiring rate of a majority group is given below. Which of these ratios provide evidence for discrimination?
A. 1.0
B. 0.8
C. 1.5
D. 2.0
E. 0.9
Q:
A vehicle manufacturing company decides to hire 35 employees for its new servicing branch located in Texas. A total of 90 eligible applicants apply for the job of which 50 are white and 40 are black. Assuming that the company decides to hire 25 whites and 10 blacks, what can be inferred using the four-fifths rule?
A. 0.5<0.8, this indicates that there is no evidence of discrimination.
B. 2>0.8, this indicates that there is evidence of discrimination.
C. The hiring rate for blacks is equal to four-fifth the hiring rate of whites; hence there is no evidence of discrimination.
D. 0.5<0.8, this indicates that there is evidence of discrimination.
E. 2>0.8, this indicates that there is no evidence of discrimination.
Q:
Which one of the following cases would most likely be filed under the theory of disparate impact?
A. Majority of the applicants with high test scores are rejected due to an affirmative action plan.
B. A majority applicant is rejected on the grounds that the company only hires individuals from the minority group.
C. Minority applicants are being disproportionately rejected relative to majority applicants by a paper-and-pencil test.
D. A minority employee is fired for testifying in a discrimination suit filed against an employer.
E. At a particular organization, employees belonging to the minority group are given more privileges and benefits compared to employees belonging to the majority group.
Q:
_____ refers to a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.
A. Disparate impact
B. Disparate treatment
C. Corrective action
D. Affirmative action
E. Reasonable accommodation
Q:
A bona fide occupational qualification _____.
A. is considered illegal by the court
B. is a necessary qualification for the job
C. is strictly prohibited by organizations
D. is a preferred qualification for the job
E. is used to deem disparate treatment illegal
Q:
In which of the following instances is disparate treatment considered legal?
A. In a particular retail outlet, male workers are employed to handle the sales.
B. In an electrical company, male workers are exclusively employed to work as electricians.
C. In a vehicle manufacturing company, male workers are exclusively employed in all departments.
D. In a certain shopping mall, female workers are exclusively employed to clean the ladies restroom.
E. In a particular hospital, only female nurses are appointed.
Q:
Disparate treatment could be legal if the discrimination _____.
A. is practiced to increase efficiency
B. is performed by a governmental organization
C. is performed by a private employer
D. is intended to reduce affirmative action
E. is categorized as a bona fide occupational qualification
Q:
What is the "new" psychological contract? What are its implications?
Q:
Define electronic human resource management. List out the applications of social networking tools employed by organizations to assist human resource management.
Q:
What is employee empowerment? How can the HR departments help to make it effective?