CHAPTER 3
Testing
1. Gender aptitude tests may be safely used by all employers.
2. Aptitude tests may be biased against minorities, but not women.
3. Pre-employment medical exams are invalid because of the ADA.
4. Residency tests are generally permissible in private industries.
5. Residency tests are generally only permissible for civil servant positions.
6. Polygraph tests are generally not permissible in private industry.
7. Polygraphs may be used in positions involving public transportation.
8. The argument for drug testing is based on the 4th Amendment.
1. The standard for requiring a drug test in a federal agency is ________.
a) probable cause
b) reasonable suspicion
c) mere likelihood
d) under no circumstances
10. Examples of honesty tests include:
a) polygraphs
b) aptitude tests
c) voice stress tests
d) a&c
e) all
11. Residency tests may be used by ________.
a) local government
b) private companies
c) both
d) neither
12. To safeguard against drug users, private companies ________.
a) create drug-rehabilitation programs
b) increase supervision
c) post warnings against drug use
d) a&c
e) all
13. Which of the following are generally acceptable for pre-employment use?
a) medical
b) drug
c) polygraph
d) A&B
e) all
14. The main loss to employers from drug use is ________.
a) less productivity
b) employee theft
c) use of sick time
d) violent behavior
e) none
15. The main argument against drug testing is ________.
a) expensive
b) time consuming
c) privacy
d) unreliable tests
e) none
16. Opponents of drug testing argue privacy does extend to ________.
a) the confiscation of urine
b) the confiscation of hair
c) the confiscation of blood
d) b and c
e) all
17. Opponents of drug testing base their argument on the ________Amendment.
18. The ________ stipulates employers generally cannot require an employee to take a
polygraph.
19. ________ is intended to minimize drug use by employees of federal contractors.
20. The ________ test provides more drug information than the urine test.