True / False Questions
1.
(p. 241)
The assignment of jobs must be determined by ability to do or learn to do the job and must
not be influenced by sex, race, or any other non-job-related factor.
Difficulty: 1 Easy
2.
(p. 241)
It is legal to use non-job-related factors for making decisions affecting people in
organizations.
Difficulty: 2 Medium
3.
(p. 242)
Title VI of the 1964 Civil Rights Act prohibits sex discrimination in all programs or activities
that receive federal financial aid in order to provide employment.
Difficulty: 2 Medium
4.
(p. 242)
According to the Equal pay Act, offering and paying higher wages to women and minorities
in order to attract these groups are considered illegal.
5.
(p. 243)
The Veterans Readjustment Act was passed primarily to protect the handicapped and
disabled individuals.
Difficulty: 1 Easy
6.
(p. 243)
The Americans with Disabilities Act prohibits employers from asking about an individual’s
ability to perform a job.
Difficulty: 1 Easy
7.
(p. 244)
The Civil Rights Act of 1991 requires that companies must provide evidence that the
business practice that led to the discrimination was not discriminatory but was job-related for the
position in question and consistent with business necessity.
Difficulty: 2 Medium
8.
(p. 245)
Executive orders are issued by the Supreme Court to give direction to governmental
agencies.
9.
(p. 248)
An exception to Title VII of the Civil Rights Act of 1964 is discrimination based on a bona
fide seniority or merit system.
Difficulty: 2 Medium
10.
(p. 248)
If an employer can prove that discrimination is essential to the safety, efficiency, and
operation of a business, then that employer can legally discriminate as long as no alternatives
exist.
Difficulty: 2 Medium
11.
(p. 248)
Occupational parity exists when the proportion of protected employees employed in various
jobs in the organization is equal to their proportion in the organization’s relevant labor market.
Difficulty: 2 Medium
12.
(p. 249)
Under affirmative action plan, quotas for hiring women and other minorities are required by
law.
13.
(p. 250)
In order to avoid discrimination, an interviewer should concentrate on evaluating an
applicant on ability and potential, and not on characteristics like appearance and age.
Difficulty: 1 Easy
14.
(p. 251)
It is illegal to threaten, pressure, or harass an employee into resigning, simply because the
employee has filed a Title VII of the Civil Rights Act of 1964 complaint.
Difficulty: 2 Medium
15.
(p. 252)
Affirmative action laws require employers to hire unqualified employees in order to
compensate for past discrimination practices.
Difficulty: 1 Easy
16.
(p. 252)
Supervisors have no impact on the achievement of EEO and affirmative action goals.
17.
(p. 252)
If an employer has been made aware of sexual harassment acts that have been occurring
at the workplace and no immediate and appropriate corrective actions were taken, then the
employer becomes responsible for the acts.
Difficulty: 1 Easy
18.
(p. 253)
The most frequent accommodation issue under Title VII’s religious discrimination
provisions arises from the conflict between religious practices and work schedules.
Difficulty: 2 Medium
19.
(p. 255)
Individuals who are diagnosed as HIV-positive, even if they haven’t developed symptoms,
are considered to be disabled and entitled to the protection of the Americans with Disabilities
Act.
Difficulty: 2 Medium
20.
(p. 255)
The EEOC and the courts have uniformly held that Title VII does not prohibit employment
discrimination against homosexuals.
Multiple Choice Questions
21.
(p. 241)
All levels of management are affected by antidiscrimination laws. Which of the following
people has the greatest potential for violating these laws?
Difficulty: 2 Medium
22.
(p. 242)
Women are primarily employed in:
23.
(p. 242)
Which of the following laws has been the source of the greatest number of complaints
concerning discrimination?
Difficulty: 2 Medium
24.
(p. 242)
Title VII of the Civil Rights Act of 1964 gave the EEOC the power to do all of the following
EXCEPT:
25.
(p. 242)
The Equal Pay Act of 1963 requires employers to provide equal pay for men and women
who:
Difficulty: 2 Medium
26.
(p. 243)
The Rehabilitation Act of 1973:
27.
(p. 243)
The Age Discrimination in Employment Act:
Difficulty: 3 Hard
28.
(p. 244)
Punitive damages are permitted to victims of racial discrimination in hiring as a result of
the:
Difficulty: 2 Medium
29.
(p. 245)
The two major federal enforcement agencies for equal employment opportunity are the:
Difficulty: 2 Medium
30.
(p. 246 Fig 12.1)
Which of the following laws prohibits discrimination on the basis of race, sex,
color, religion, or national origin and requires affirmative action regarding these factors?
Difficulty: 2 Medium
31.
(p. 248)
Discrimination is permitted under Title VII of the Civil Rights Act of 1964 only when there
are issues of:
32.
(p. 248)
Which of the following parities exists when the proportion of protected employees
employed by an organization equals the proportion in the organization’s relevant labor market?
Difficulty: 2 Medium
33.
(p. 248)
________________ refers to an organization’s attempt to balance its workforce with respect
to sex and race so that it reflects the same proportions as those of its general labor market.
34.
(p. 248)
The two methods used by the EEOC to determine whether discrimination against a
protected group has occurred are ________________ and _______________.
Difficulty: 1 Easy
35.
(p. 249)
Which of the following programs focuses on providing opportunities to members of
protected groups who were previously denied access to employment and continued training and
development programs?
36.
(p. 250)
Which of the following refers to the reproducibility of results with a predictor?
Difficulty: 2 Medium
37.
(p. 251)
Which of the following charges results when a woman or a member of a minority group is
not discharged for an offense warranting discharge?
38.
(p. 252)
An advantage of equal employment opportunity and affirmative action is that:
Difficulty: 2 Medium
39.
(p. 253)
To prevent sexual harassment in the workplace, the supervisor should do all of the
following EXCEPT:
40.
(p. 254)
Which of the following cases is a significant case concerning religious discrimination?
Short Answer Questions
41.
(p. 242-243)
List at least five antidiscrimination laws that affect organizations.
42.
(p. 243-244)
List three actions which are prohibited by the Americans with Disabilities Act.
Difficulty: 1 Easy
43.
(p. 248)
When can age be considered a BFOQ?
Difficulty: 2 Medium
44.
(p. 248)
What is affirmative action?
45.
(p. 249)
What are the differences between affirmative actions and equal employment opportunity
laws?
Difficulty: 2 Medium
46.
(p. 251)
Write a short note on the standards for determining disciplinary action for employees.
When is disciplinary action for employees considered illegal? Give an example.
47.
(p. 252)
Define sexual harassment.
Difficulty: 1 Easy
48.
(p. 254)
What are the guidelines proposed by the EEOC as mentioned in the 1980 Guidelines on
Religious Discrimination?
49.
(p. 254)
Define undue hardship.
Difficulty: 2 Medium
50.
(p. 255)
What are the courts’ rulings in the case of employment discrimination on the basis of
sexual orientation?