23) ________ means that an employer engages in an employment practice or policy that has a
greater adverse effect on the members of a protected group under Title VII than on other
employees, regardless of intent.
A) Disparate impact
B) Sexual discrimination
C) Affirmative action
D) Disparate treatment
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Concept
24) Intentional discrimination is also called ________.
A) disparate impact
B) disparate treatment
C) adverse discrimination
D) mixed motive harassment
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Concept
11
25) Ruben files a lawsuit against his employer for intentional discrimination based on the Civil
Rights Act of 1991. Ruben may sue for all of the following EXCEPT ________.
A) punitive damages
B) job reinstatement
C) compensatory damages
D) substantive consolidation
AACSB: Application of knowledge
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Application
26) Under the Civil Rights Act of 1991, once a plaintiff shows disparate impact, who has the
burden of proving that the challenged practice is job related?
A) plaintiff
B) employee
C) employer
D) EEOC
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Concept
12
27) In which of the following court cases did the plaintiff accuse the defendant of quid pro quo
sexual harassment?
A) Burlington Industries v. Ellerth
B) Griggs v. Duke Power Company
C) Farragher v. City of Boca Raton
D) Meritor Savings Bank, FSB v. Vinson
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Concept
28) According to the guidelines of the ADA, all of the following are examples of reasonable
accommodations EXCEPT ________.
A) altering work schedules
B) modifying equipment
C) changing job qualifications
D) widening door openings
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Concept
13
29) Which of the following is NOT considered sexual harassment?
A) unwelcome sexual advances that create an intimidating work environment
B) verbal conduct of a sexual nature which unreasonably interferes with job performance
C) mutually consensual physical conduct of a sexual nature between co-workers
D) requests for sexual favors made implicitly as a condition of employment
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Concept
30) Maria is consulting an attorney about filing sexual harassment charges against her employer.
All of the following are ways that Maria can prove sexual harassment EXCEPT by showing that
________.
A) the verbal remarks of a co-worker were sexually flirtatious
B) the rejection of a supervisor’s sexual advances led to a demotion
C) a hostile environment was created by a co-worker’s sexual conversation
D) a hostile environment was created by a non-employee’s sexual advances
AACSB: Application of knowledge
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Application
14
31) Judy was up for a promotion at Swensen Consulting when her supervisor, Will, encouraged
her to develop a sexual relationship with him. He suggested that her promotion would be a sure
thing if they were involved. When Judy declined his advances, Will fired her. Which of the
following would Judy most likely be able to prove in court if she decided to sue Swensen
Consulting?
A) quid pro quo
B) disparate treatment
C) hostile environment created by co-workers
D) hostile environment created by non-employees
AACSB: Analytical Thinking
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Application
32) Gus is always making sexual jokes at work. Many employees find the jokes funny, but
Shelley, Gus’s executive assistant, is uncomfortable with the jokes. Eventually, she decides to
quit her job rather than endure the jokes any longer. What form of sexual harassment has Shelley
experienced?
A) quid pro quo
B) hostile environment created by supervisors
C) hostile environment created by co-workers
D) none of the above; Shelley is not a victim of sexual harassment
AACSB: Analytical Thinking
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Application
15
33) Sally is known as a big flirt around the office. She often makes sexual innuendos to men at
work—both co-workers and her subordinates. What form of sexual harassment is this an
example of?
A) hostile environment created by supervisors
B) hostile environment created by co-workers
C) hostile environment created by non-employees
D) This is not sexual harassment.
AACSB: Analytical Thinking
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Application
34) T & N Enterprises wants to minimize sexual harassment claims. All of the following are
ways that the firm can minimize its liability in sexual harassment claims EXCEPT by ________.
A) training employees in sexual harassment policies
B) instituting a sexual harassment reporting process
C) investigating sexual harassment charges promptly
D) informing all employees about sexual harassment complaints
AACSB: Application of knowledge
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Application
16
35) Sanders Sporting Goods, an international sporting goods chain, is being sued for sexual
harassment by a former Sanders employee. The plaintiff asserts that she was the victim of
numerous unwanted sexual advances from a male co-worker. The woman claims that Sanders’
management condoned a hostile work environment and that the company is liable for the actions
of the male employee.
Which of the following, if true, would best support the plaintiff’s argument that Sanders is liable
for sexual harassment?
A) The HR department at Sanders has records of the plaintiff’s initial complaints.
B) Sanders lacks a management response system for handling sexual harassment complaints.
C) Sanders recently lost a court case filed by former employees claiming disparate treatment.
D) Exit interviews of outgoing Sanders employees include questions about sexual harassment.
AACSB: Reflective thinking
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Critical Thinking
17
36) Sanders Sporting Goods, an international sporting goods chain, is being sued for sexual
harassment by a former Sanders employee. The plaintiff asserts that she was the victim of
numerous unwanted sexual advances from a male co-worker. The woman claims that Sanders’
management condoned a hostile work environment and that the company is liable for the actions
of the male employee.
Which of the following, if true, would most likely undermine the plaintiff’s claim that Sanders is
liable for the male employee’s conduct?
A) The male employee physically threatened the plaintiff on three occasions.
B) The male employee made sexual advances towards the plaintiff on a daily basis.
C) The plaintiff discussed her concerns about the male employee’s conduct with female co-
workers.
D) The male employee was required by HR to participate in a sexual harassment awareness
course.
AACSB: Reflective thinking
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Critical Thinking
18
37) Sanders Sporting Goods, an international sporting goods chain, is being sued for sexual
harassment by a former Sanders employee. The plaintiff asserts that she was the victim of
numerous unwanted sexual advances from a male co-worker. The woman claims that Sanders’
management condoned a hostile work environment and that the company is liable for the actions
of the male employee.
All of the following are most likely relevant questions to address in this court case EXCEPT
________.
A) Does Sanders have a record of employees who claim disparate treatment in the workplace?
B) Did the plaintiff verbally state to her male co-worker that she found his behavior offensive?
C) Did Sanders take reasonable care to prevent sexual harassment in the workplace?
D) Is the male co-worker a U.S. citizen and is Sanders a U.S. entity?
AACSB: Reflective thinking
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Critical Thinking
38) One of Kara’s male co-workers has been making sexually suggestive comments to Kara
about her clothing and her appearance, which makes Kara feel uncomfortable at work. What is
the first step Kara should take to address the problem?
A) filing a complaint with the local EEOC office
B) consulting an attorney
C) filing a written report with the HR director
D) filing a verbal complaint with the harasser’s boss
AACSB: Application of knowledge
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Application
19
39) According to studies, which of the following groups experiences the most sexual harassment
in the workplace?
A) homosexual men
B) minority men
C) minority women
D) white women
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Concept
40) The ________ prohibits employers from discriminating against qualified individuals with
disabilities with regard to applications, hiring, discharge, compensation, advancement, training,
or other terms, conditions, or privileges of employment.
A) Civil Rights Act of 1991
B) Federal Violence Against Women Act of 1994
C) American with Disabilities Act of 1990
D) Disability Discrimination in Employment Act of 1967
Chapter: 2
LO: 2.1: Summarize the basic equal employment opportunity laws and how each impacts HR
functions such as recruitment and selection.
Skill: Concept
20