B) the defense attorney
C) the employer
D) the EEOC office
Answer: C
Diff: 1 Page Ref: 32
Objective: Chapter objective 1
44) If race, color, religion, sex, or national origin is a motivating factor in a
termination, but the employee would have been terminated for failure to perform
anyway, a ________ exists.
A) third defense option
B) business necessity
C) defense for liability
D) None of the above.
Objective: Chapter objective 2
45) 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) Vietnam Era Veterans’ Readjustment Assistance Act of 1974
Objective: Chapter objective 1
46) According to the Americans with Disabilities Act, which of the following is
NOT considered a disability?
A) homosexuality
B) voyeurism
C) pyromania
D) All of the above.
Objective: Chapter objective 1
47) The ADA prohibits discrimination against ________, those who can carry out
the essential functions of the job with or without reasonable accommodation.
A) disabled individuals
B) qualified individuals
C) drug users
D) All of the above.
Objective: Chapter objective 1
11
12
48) The greatest number of claims brought under the ADA is related to ________
disabilities.
A) learning
B) mobility impairments
C) mental
D) hearing
Objective: Chapter objective 1
49) All of the following are ways an employee can prove sexual harassment
except:
A) quid pro quo.
B) hostile environment created by supervisors.
C) hostile environment created by co-workers.
D) hostile environment created by non-employees.
E) All of the above are ways an employee can prove sexual harassment.
Objective: Chapter objective 1
50) Judy was up for a promotion 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 form of sexual harassment is this?
A) quid pro quo
B) hostile environment created by supervisors
C) hostile environment created by co-workers
D) hostile environment created by non-employees
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1
51) 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 decided to quit rather than endure the jokes any longer. What form
of sexual harassment is Shelley a victim of?
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.
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1
13
52) 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 although their
work performance has not changed. 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.
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1
53) Which of the following is not a way an employer can show reasonable care to
defend against sexual harassment liability?
A) training employees in sexual harassment policies
B) instituting a sexual harassment reporting process
C) investigating sexual harassment charges promptly
D) All of the above are ways of showing reasonable care.
Objective: Chapter objective 1
54) In the absence of formal harassment policies, what is the first step an
employee should take to address a problem of sexual harassment?
A) file a complaint with the local EEOC office
B) file a complaint with the human resource director
C) write a letter to the accuser
D) file a verbal complaint with the harasser and the harasser’s boss
Objective: Chapter objective 1
55) When harassment is of a serious nature, an employee can consider suing for
________.
A) assault and battery
B) emotional distress
C) compensatory and punitive damages
D) All of the above.
Objective: Chapter objective 1
14
56) ________ exists when an employer treats an individual differently because
that individual is a member of a particular race, religion, gender, or ethnic group.
A) Disparate treatment
B) Disparate impact
C) Adverse impact
D) Prima facie
Skill: AACSB: Analytical Skills
Objective: Chapter objective 1
57) ________ refers to the total employment process that results in a significantly
higher percentage of a protected group in the candidate population being rejected
for employment, placement, or promotion.
A) Disparate treatment
B) Unintentional discrimination
C) Adverse impact
D) Prima facie
Objective: Chapter objective 1
58) Religion may be used as a BFOQ if ________.
A) a religious organization requires employees to share their religion
B) an employer does not want to honor an employee’s religious holidays
C) Both A and B.
D) Neither A nor B.
Objective: Chapter objective 2
59) Which of the following characteristics could serve as a BFOQ depending on
the nature of the job requirements?
A) age
B) gender
C) religion
D) All of the above.
Objective: Chapter objective 2
15
60) Pictures and Promotions Modeling Studio seeks to hire male models for an
upcoming fashion show featuring men’s wear. The studio is using ________ as a
justification for not considering women for the jobs.
A) BFOQ
B) ADEA
C) EEOC
D) None of the above.
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 2
61) The defense of ________ requires showing that there is an overriding
business purpose for the discriminatory practice and that the practice is therefore
acceptable.
A) BFOQ
B) business necessity
C) adverse impact
D) mixed motive
Objective: Chapter objective 2
62) Which of the following recruitment practices could be considered
discriminatory?
A) word of mouth
B) misleading information
C) help wanted ads with discriminatory language
D) All of the above.
Objective: Chapter objective 3
63) The following may be examples of discriminatory selection standards except:
A) educational requirements.
B) arrest records when security clearance is necessary.
C) height, weight, and physical characteristics.
D) None of the above; all may be discriminatory selection standards.
Objective: Chapter objective 3
16
64) Under the Civil Rights Act of 1991, a discrimination claim must be filed
within ________ after the alleged incident took place.
A) six months
B) one year
C) 300 days
D) three years
Objective: Chapter objective 3
65) The EEOC describes a ________ as an informal process in which a neutral
third party assists the opposing parties to reach a voluntary, negotiated resolution
of a charge of discrimination.
A) fact-finding conference
B) voluntary mediation
C) negotiation
D) mandatory arbitration
Objective: Chapter objective 4
66) Firms using ________ make an extra effort to hire and promote those in
protected groups.
A) ethical hiring practices
B) affirmative action
C) diversity management
D) BFOQ
Objective: Chapter objective 5
67) ________ aims to ensure that anyone, regardless of race, color, disability, sex,
religion, national origin, or age has an equal chance for a job based on his or her
qualifications, and requires employers to make an extra effort to hire and promote
those in a protected group.
A) Equal employment opportunity
B) Affirmative action
C) Diversity management
D) BFOQ
Objective: Chapter objective 5
17
68) Which of the following is NOT one of the activities that an organization can
use to boost diversity?
A) hire all diversity applicants
B) adopt strong company policies
C) publicize diversity philosophy throughout the company
D) take concrete steps to foster diversity at work
Skill: AACSB: Analytical Skills
Objective: Chapter objective 5
69) In Farragher v. City of Boca Raton the employee accused the employer of
condoning a hostile working environment.
Objective: Chapter objective 1
70) Workforce diversity can lead to increase in business success.
Objective: Chapter objective 5
71) White males are still dominating the labor force today.
Objective: Chapter objective 5
72) Diversity programs can lead to increases in business.
Objective: Chapter objective 5
73) Limiting the information given during a response to an employment
discrimination charge is advisable.
Objective: Chapter objective 5
74) There are four steps in an affirmative action program.
Objective: Chapter objective 5
75) Voluntary affirmative action programs have the potential to run afoul of the
Civil Rights Act of 1991.
Objective: Chapter objective 5
18
76) Changing performance appraisal to include components regarding intergroup
conflicts is not helpful in managing diversity.
Skill: AACSB: Analytical Skills
Objective: Chapter objective 5
77) The EEOC receives and investigates job discrimination complaints from
aggrieved individuals.
Objective: Chapter objective 4
78) There is no need to develop support for an affirmative action program: They
are universally liked.
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 5
79) Affirmative action programs should, and usually do, have a top official in
charge of development and implementation.
Objective: Chapter objective 5
80) Only an aggrieved individual can file discrimination charges against another.
Objective: Chapter objective 1
81) It is lawful to segregate or classify your employees on the basis of national
origin.
Objective: Chapter objective 1
82) The establishment of the EEOC assisted the federal government in enforcing
equal employment laws.
Objective: Chapter objective 1
19