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A Framework for Human Resource Management, 7e (Dessler)
Chapter 2 Managing Equal Opportunity and Diversity
1) The ________ Amendment to the U.S. Constitution states, "no person shall be
deprived of life, liberty, or property, without due process of the law."
A) First
B) Fifth
C) Tenth
D) Thirteenth
Objective: Chapter objective 1
2) Title VII of the 1964 Civil Rights Act prohibits discrimination based on all of
the following characteristics except:
A) race.
B) sexual orientation.
C) color.
D) religion.
Objective: Chapter objective 1
3) Title VII of the 1964 Civil Rights Act makes it unlawful to fail or refuse to hire
an individual based on ________.
A) race
B) religion
C) national origin
D) All of the above.
Objective: Chapter objective 1
4) How many members serve on the Equal Employment Opportunity
Commission?
A) three
B) five
C) nine
D) ten
Objective: Chapter objective 1
1
5) The establishment of the EEOC ________ the ability of the federal government
to enforce equal employment laws.
A) greatly enhanced
B) greatly reduced
C) hampered
D) truncated
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1
6) Members of the EEOC are appointed by the ________.
A) Senate
B) Supreme Court
C) President of the United States
D) Vice-President of the United States
Objective: Chapter objective 1
7) Members of the EEOC serve ________ terms.
A) 3 year
B) 5 year
C) 10 year
D) indefinite
Objective: Chapter objective 1
8) The Equal Pay Act of 1963 allows differences in pay based on which of the
following factors?
A) a factor other than sex
B) a merit system
C) a seniority
D) All of the above.
Objective: Chapter objective 1
9) (The) ________ made it unlawful to discriminate in pay on the basis of sex
when jobs involve equal work, require equivalent skills, effort, and responsibility,
and are performed under similar working conditions.
A) Title VII
B) Equal Pay Act of 1963
C) Executive Order 11246
D) Age Discrimination in Employment Act of 1967
2
Objective: Chapter objective 1
10) When companies utilize ________, they take steps to eliminate the present
effects of past discrimination.
A) affirmative action
B) executive orders
C) rehabilitation action
D) anti-discrimination guidelines
Objective: Chapter objective 1
11) The Equal Pay Act requires the same wages when the job involves equal
________.
A) work
B) time spent working
C) amount of education
D) amount of effort
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
12) Which of the following factors is not an acceptable basis for different pay for
equal work under the Equal Pay Act of 1963?
A) gender
B) seniority system
C) merit pay system
D) quality of production
Objective: Chapter objective 1
13) Jack is a 55-year-old American of Anglo-Saxon descent. What legislation is
intended to protect Jack from discrimination?
A) Title VII
B) Equal Pay Act of 1963
C) Executive Order 11246
D) Age Discrimination in Employment Act of 1967
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
3
14) Making an extra effort to promote and hire under-represented protected
individuals is called ________.
A) progressive desegregation
B) affirmative action
C) progressive action
D) permitted discrimination
Objective: Chapter objective 1
15) The ________ requires employers with federal contracts over $2500 to take
affirmative action in employing handicapped persons.
A) Age Discrimination in Employment Act
B) Vocational Rehabilitation Act
C) Equal Pay Act
D) Office of Federal Contract Compliance Programs
Objective: Chapter objective 1
16) The Vocational Rehabilitation Act requires that employers accommodate
disabled workers except when doing so imposes ________.
A) an undue hardship
B) any form of inconvenience
C) any financial burden
D) any objection by the customers
Objective: Chapter objective 1
17) The Age Discrimination in Employment Act of 1967 protects workers who are
________ and older.
A) 40
B) 50
C) 55
D) 63
Objective: Chapter objective 1
4
18) The Pregnancy Discrimination Act treats pregnancy as a(n) ________.
A) disability
B) disease
C) unspecified condition
D) gender specific conditionality
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
19) What was the name of the landmark case the Supreme Court used to define
unfair discrimination?
A) Roe v. Wade
B) Meritor Savings Bank FSB v. Vinson
C) Griggs v. Duke Power Company
D) Faragher v. City of Boca Raton
Objective: Chapter objective 1
20) Unwelcome sexual advances and requests for sexual favors are called
________.
A) sexual harassment
B) rude
C) legislative fodder
D) chauvinistic
Objective: Chapter objective 1
21) In Griggs v. Duke Power Company, Griggs sued the power company because
it required coal handlers to be high school graduates. The case was decided in
favor of Griggs because ________.
A) high school diplomas were not related to job success as a coal handler
B) Duke Power Company intended to discriminate against blacks
C) no business necessity existed
D) Griggs held a GED
Objective: Chapter objective 1
5
22) If a person is in a protected class, he or she is protected by ________.
A) Department of Labor
B) Sarbanes-Oxley Act
C) Title VII of the Civil Rights Act
D) Consumer Protection Act
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
23) Which of the following is NOT a potential source of sexual harassment?
A) supervisors
B) customers
C) co-workers
D) None of the above.
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1
24) Under the Pregnancy Discrimination Act, pregnancy, childbirth, or related
medical conditions must be treated as a(n) ________.
A) disability
B) incontinence
C) unqualified claim
D) treatable disorder
Objective: Chapter objective 1
25) All of the following are ways of proving sexual harassment except:
A) visiting the ombudsman.
B) quid pro quo.
C) hostile working environment.
D) Both B and C.
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1
6
26) Which of the following court decisions do NOT apply to cases of sexual
harassment?
A) Griggs v. Duke Power
B) Meritor Savings v. Vinson
C) Burlington Industries v. Ellerth
D) Farragher v. City of Boca Raton
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1
27) Which of the following court decisions broadly endorses the EEOC's
guidelines on sexual harassment?
A) Meritor Savings v. Vinson
B) Burlington Industries v. Ellerth
C) Farragher v. City of Boca Raton
D) Griggs v. Duke Power
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1
28) Under the Federal Agency Uniform guidelines, it may be ________ to
discriminate against persons even within the 40+ age bracket.
A) unlawful
B) lawful
C) necessary
D) Both B and C.
Objective: Chapter objective 1
29) In which of the following court cases did the U.S. Supreme Court further
clarify the law on sexual harassment?
A) Burlington Industries v. Ellerth
B) Griggs v. Duke Power
C) Farragher v. City of Boca Raton
D) Both A and C.
Objective: Chapter objective 1
7
30) ________ harassment is the most common form of sexual harassment.
A) Sexual orientation
B) Disability
C) Gender
D) Flirting
Objective: Chapter objective 1
31) All of the following are useful in minimizing liability for sexual harassment
except:
A) adopting a policy that forgives the first offense.
B) issuing a strong policy statement condemning harassment.
C) establishing a management response system.
D) taking all complaints about harassment seriously.
Objective: Chapter objective 2
32) When responding to employment discrimination charges, which of the
following is recommended?
A) Conduct your own investigation
B) Limit the information supplied to only those issues raised in the charge itself
C) Meet with the employee who made the complaint
D) All of the above.
Objective: Chapter objective 4
33) Which of the following is not a principle established by Griggs v. Duke
Power Company?
A) Intent not to discriminate is irrelevant.
B) Business necessity is a defense.
C) Performance on the test must relate to performance on the job.
D) Performance standards must be clear and ambiguous.
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
8
34) Which court case was important because its ruling provided details regarding
how employers should validate screening tools?
A) Roe v. Wade
B) Albemarle Paper Company v. Moody
C) Griggs v. Duke Power Company
D) Burlington Industries v. Ellerth
Objective: Chapter objective 1
35) Liability in sexual harassment lawsuits can be minimized by doing which of
the following?
A) informing employees about a sexual harassment policy
B) training management about the dangers of sexual harassment
C) issuing a strong policy statement condemning harassment
D) All of the above.
Objective: Chapter objective 1
36) ________ 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) Unintentional discrimination
C) Affirmative action
D) Adverse discrimination
Objective: Chapter objective 1
37) Intentional discrimination is also called ________.
A) disparate impact
B) disparate treatment
C) adverse discrimination
D) mixed motive
Objective: Chapter objective 1
38) Who has the heaviest burden when it comes to the burden of proof in
discrimination cases?
A) EEOC
B) the employer in question
C) the employee in question
D) the EEO office
9
Objective: Chapter objective 1
39) Which equal employment act allows the plaintiff to sue for compensatory
damages?
A) Civil Rights Act of 1991
B) Title VI
C) Title VIII
D) American with Dysfunctions Act
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 1
40) Which equal employment act allows the plaintiff to sue for punitive damages?
A) Civil Rights Act of 1991
B) American with Disabilities Act
C) Title VII
D) None of the above.
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1
41) Under the principles established by Griggs v. Duke Power Company,
________ can be used as a defense for any existing program that has adverse
impact.
A) occupational qualification
B) business necessity
C) affirmative action
D) burden of proof
Objective: Chapter objective 2
42) Which of the following is NOT a guideline arising out of Griggs v. Duke
Power?
A) job relatedness
B) burden of proof on employer
C) discrimination need not be intentional
D) discrimination must have disparate impact only
Objective: Chapter objective 1
43) 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 for the
position in question?
A) the plaintiff
10
