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• Question 1
2.5 out of 2.5 points
The practice of valuing diversity views a heterogeneous workforce as a liability
because of the differences in perspectives and practices.
Selected Answer:
False
Correct Answer:
False
Response
Feedback:
The practice of valuing diversity has no single form; it is not
written into law or business theory.
• Question 2
2.5 out of 2.5 points
Organizations that are government contractors or subcontractors must file an
Employer Information Report (EEO-1) with the Equal Employment Opportunity
Commission (EEOC) every year.
Selected Answer:
True
Correct Answer:
True
Response
Feedback:
Each year organizations that are government contractors or
subcontractors or have 100 or more employees must file an Employer
Information Report (EEO-1) with the EEOC. It helps the EEOC monitor
the hiring practices of different organizations.
• Question 3
2.5 out of 2.5 points
The Occupational Safety and Health Act directly regulates employee behavior in
work places to ensure safety.
Selected Answer:
False
Correct Answer:
False
Response
Feedback:
The Occupational Safety and Health Act does not directly regulate
employee behavior; little behavior change can be expected unless
employees are convinced of the standards' importance.
• Question 4
2.5 out of 2.5 points
A plaintiff must show an employer's intent to prove disparate impact in court.
Selected Answer:
False
Correct Answer:
False
Response
Feedback:
An important distinction between disparate treatment and disparate
impact is the role of the employer's intent. Proving disparate
treatment in court requires showing that the employer intended the
disparate treatment, but a plaintiff need not show intent in the case of
disparate impact. It is enough to show that the result of the treatment
was unequal.
• Question 5
2.5 out of 2.5 points
Under the Equal Pay Act of 1963, pay differences are permitted between men and
women performing the same job if the difference arises from any factor other than
sex.
Selected Answer:
True
Correct Answer:
True
Response
Feedback:
Under the Equal Pay Act of 1963, if men and women in an organization
are doing equal work, the employer must pay them equally. If the pay
differences result from differences in seniority, merit, quantity or
quality of production, or any factor other than sex, then the differences
are legal.
• Question 6
2.5 out of 2.5 points
Disparate treatment on the basis of sex is illegal even if it is a bona fide
occupational qualification.
Selected Answer:
False
Correct Answer:
False
Response
Feedback:
The courts have held that in some situations, a factor such as sex or
religion may be a bona fide occupational qualification (BFOQ), that is,
a necessary (not merely preferred) qualification for performing a job.
• Question 7
2.5 out of 2.5 points
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.
Selected Answer:
True
Correct Answer:
True
Response
Feedback:
Quid pro quo harassment indicates that a person makes a benefit (or
punishment) contingent on an employee's submitting to (or rejecting)
sexual advances. For example, a manager who promises a raise to an
employee who will participate in sexual activities is engaging in quid
pro quo harassment.
• Question 8
2.5 out of 2.5 points
In employment law, reasonable accommodation refers to employees' obligation to
adjust and make complete compromises to engage in all aspects of their jobs while
disregarding their personal beliefs and practices that conflict with an
organization's policies.
Selected Answer:
False
Correct Answer:
False
Response
Feedback:
In employment law, reasonable accommodation refers to employers'
obligation to do something to enable an otherwise qualified person to
perform a particular job. The employer has to make provisions such
that the employee's personal beliefs and practices are not utterly
disregarded. Especially in situations involving religion and individuals
with disabilities, equal employment opportunity may require that an
employer make reasonable accommodation.
• Question 9
2.5 out of 2.5 points
According to the Occupational Safety and Health Act (OSH Act), employers have the
right to withhold an employee's access to records regarding exposure.
Selected Answer:
False
Correct Answer:
False
Response
Feedback:
The Occupational Safety and Health Act (OSH Act) grants specific
rights; for example, employees have the right to be promptly
informed about exposure to hazards and be given access to accurate
records regarding exposure.
• Question 10
2.5 out of 2.5 points
The general-duty clause states that it is each employer's duty to furnish a place of
employment free from recognized hazards.
Selected Answer:
True
Correct Answer:
True
Response
Feedback:
The main provision of the OSH Act states that each employer has a
general duty to furnish each employee a place of employment free
from recognized hazards that cause or are likely to cause death or
serious physical harm. This is called the act's general-duty clause.
• Question 11
2.5 out of 2.5 points
Cultural differences are insignificant while promoting safety internationally.
Selected Answer:
False
Correct Answer:
False
Response
Feedback:
Organizations need to consider how to ensure the safety of their
employees regardless of the nation in which they operate. Cultural
differences may make this more difficult than it seems.
• Question 12
2.5 out of 2.5 points
If an Occupational Safety and Health Act (OSHA) violation results in citations, an
employer must post each citation in a prominent place near the location of the
violation.
Selected Answer:
True
Correct Answer:
True
Response
Feedback:
If an Occupational Safety and Health Act (OSHA) violation results in
citations, the employer must post each citation in a prominent place
near the location of the violation. If a violation could cause serious
injury or death, the officer may seek a restraining order from a U.S.
District Court.
• Question 13
2.5 out of 2.5 points
If an individual's 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.
Selected Answer:
False
Correct Answer:
False
Response
Feedback:
A more subtle, and possibly more pervasive, form of sexual
harassment is to create or permit a "hostile working environment."
This occurs when someone's behavior in the workplace creates an
environment in which it is difficult for someone of a particular sex to
work.
• Question 14
2.5 out of 2.5 points
An employer's refusal to hire a pregnant woman is acceptable by law.
