Unlock document.
This document is partially blurred.
Unlock all pages and 1 million more documents.
Get Access
1. Equal employment opportunity refers to actions required of employers to correct past discrimination against minorities.
a.
True
b.
False
2. The Equal Pay Act makes it illegal to discriminate against people in terms of the pay, employee benefits, and pension
they earn based on their gender when they do equal work.
a.
True
b.
False
3. Employment discrimination began in the nineteenth century with the Civil Rights Act of 1866.
a.
True
b.
False
4. Early nondiscrimination laws failed to give enforcement power to the agencies charged with upholding them.
a.
True
b.
False
5. Training in and knowledge of equal employment opportunity (EEO) laws are essential for managers and supervisors
because organizations can be held accountable and legally responsible for their managers' decisions.
a.
True
b.
False
6. Managers cannot be sued for discrimination because they merely act as agents of their employer.
a.
True
b.
False
7. Women and minority groups are referred to as protected classes.
a.
True
b.
False
8. Seniority systems can be used by companies to legally justify paying men more than women.
a.
True
b.
False
9. Title VII of the Civil Rights Act prohibits discrimination on the basis of race, color, religion, sex, or age.
a.
True
b.
False
10. Title VII of the Civil Rights Act led to the institution of the Equal Pay Act.
a.
True
b.
False
11. State and local governments are exempted from the provisions of the Civil Rights Act and Equal Employment law.
a.
True
b.
False
12. The Civil Rights Act of 1964 established the Equal Employment Opportunity Commission.
a.
True
b.
False
13. A religious organization is excluded from the coverage of the Civil Rights Act.
a.
True
b.
False
14. Courts have defined business necessity as a practice that is necessary to the safe and efficient operation of an
organization.
a.
True
b.
False
15. An apparel store may not discriminate against a male applying for a job as a fitting room attendant.
a.
True
b.
False
16. If a pay disparity between the sexes exists, employers cannot legally lower the wages of one gender to comply with
the law.
a.
True
b.
False
17. The Equal Employment Opportunity Act of 1972 strengthened the enforcement power of the Equal Employment
Opportunity Commission (EEOC).
a.
True
b.
False
18. The Pregnancy Discrimination Act requires pregnancy leave dates to be based on the individual employee's ability to
work.
a.
True
b.
False
19. Employers are legally required to treat pregnancy the same way they treat any other medical disability.
a.
True
b.
False
20. If people are regarded as having a disability, then they are protected under the Americans with Disabilities Act.
a.
True
b.
False
21. A disabled person must have an obvious physical impairment or deformity to be considered disabled under the
Americans with Disabilities Act.
a.
True
b.
False
22. U.S. government-owned corporations are exempted from the Civil Rights Act of 1964.
a.
True
b.
False
23. Reasonable accommodation for a disability may include reassignment to a vacant position.
a.
True
b.
False
24. The Civil Rights Act of 1964 allows employers to set different cut-off test scores on the basis of race and sex during
the hiring process.
a.
True
b.
False
25. Executive Order 11246 requires all federal agencies and government contractors to develop affirmative action plans.
a.
True
b.
False
26. HR managers need not be concerned about state fair employment practice laws since they are usually less stringent
and less comprehensive than federal laws prohibiting discrimination.
a.
True
b.
False
27. An employer may be guilty of sexual harassment when an employee finds jokes, pictures, or language used by others
offensive.
a.
True
b.
False
28. Dirty jokes, vulgar slang, nude pictures, swearing, and personal ridicule and insult constitute quid pro quo sexual
harassment.
a.
True
b.
False
29. Quid pro quo sexual harassment occurs when unwelcome sexual conduct has the purpose or effect of unreasonably
interfering with job performance or creating an intimidating, hostile, or offensive working environment.
a.
True
b.
False
30. The Equal Employment Opportunity Commission (EEOC) considers an employer guilty of sexual harassment if the
employer knew about harassment activity but failed to take any corrective action.
a.
True
b.
False
31. Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.
a.
True
b.
False
32. The bona fide occupational qualification (BFOQ) exception does not apply to discrimination based on national origin.
a.
True
b.
False
33. Title VII of the Civil Rights Act provides employees with a statutory right to complete religious freedom in the
workplace.
a.
True
b.
False
34. The Immigration Reform and Control Act requires employers to verify the legal rights of applicants to work in the
U.S.
a.
True
b.
False
35. To comply with the Immigration Reform and Control Act, employers must submit all completed Form I-9s to
Immigration and Naturalization Service officers for approval.
a.
True
b.
False
36. The Uniform Guidelines on Employee Selection Procedures were designed to help employers, labor organizations,
employment agencies, and licensing boards comply with the requirements of federal laws prohibiting
employment discrimination.
a.
True
b.
False
37. When using a selection test, employers must be able to prove that the test bears a direct relationship to success on the
job.
a.
True
b.
False
38. The Uniform Guidelines on Employee Selection Procedures require validated procedures for selecting and promoting
employees but do not apply to dismissal, transfer, or demotion.
a.
True
b.
False
39. Proof of a direct relationship between selection instruments and performance must be established through validation
studies by an independent firm.
a.
True
b.
False
40. Adverse impact refers to the unintentional rejection for employment, placement, or promotion of a significantly higher
percentage of members of a protected class when compared with members of nonprotected classes.
a.
True
b.
False
41. No adverse impact exists if members of a protected class represent a significantly smaller percentage of the
organization's workforce than the percentage found in the population of the surrounding community.
a.
True
b.
False
42. The Civil Rights Act of 1991 states that employees who are sent abroad to work for U.S.-based companies are
protected by U.S. antidiscrimination legislation governing age and disability and Title VII of the Civil Rights Act of 1964.
a.
True
b.
False
43. When pursuing an adverse impact claim, an individual is alleging that the employer's selection practices have
unintentionally discriminated against a protected group.
a.
True
b.
False
44. The Four-Fifths Rule applies when the number of employees from a protected class is less than four-fifths of the
number of employees hired from the class with the highest selection rate.
a.
True
b.
False
45. The Lilly Ledbetter Fair Pay Act states that the 180-day statute of limitations for filing an equal-pay lawsuit with the
Equal Employment Opportunity Commission (EEOC) resets with each new discriminatory paycheck an employee
receives.
a.
True
b.
False
46. A 35-year-old applicant who is denied employment based upon age may file a claim under the Age Discrimination in
Employment Act if the organization hired a 21-year-old.
a.
True
b.
False
47. Disparate treatment would arise when an employer hires men but not women with school-going children.
a.
True
b.
False
48. It is illegal for employers to deny sick leave for morning sickness or other pregnancy-related illnesses if sick leave is
permitted for other medical conditions such as flu or surgical operations.
a.
True
b.
False
49. The Griggs case established the principle that employment practices must be related to the job.
a.
True
b.
False
50. The Griggs case established the principle that statistical disparity among protected class members must be made in
comparison to the relevant labor market.
a.
True
b.
False
51. Based on the Griggs case, requiring all salespersons to be six feet tall would have an adverse impact on Asians and
women, limiting their employment opportunities.
a.
True
b.
False
52. The Equal Employment Opportunity Commission (EEOC) is responsible for ensuring that covered employers
comply with the intent of Title VII of the Civil Rights Act.
a.
True
b.
False
53. The Equal Employment Opportunity Commission consists of one commissioner from each state and a general counsel.
a.
True
b.
False
54. The work of the Equal Employment Opportunity Commission consists of formulating equal employment
opportunity (EEO) policy and approving litigation involved in maintaining equal employment opportunity.
a.
True
b.
False
55. Title VII of the Civil Rights Act protects those who file charges against an employer with the Equal Employment
Opportunity Commission (EEOC) from retaliation by the employer.
a.
True
b.
False
56. Affirmative action programs are required by all employers.
a.
True
b.
False
57. Employers may be accused of reverse discrimination, or giving preference to members of protected classes, to the
extent that unprotected individuals believe they are suffering discrimination.
a.
True
b.
False
58. The employment of individuals in a fair and nonbiased manner is called:
a.
reasonable accomodation.
b.
equal employment opportunity.
c.
civil rights policy.
d.
diversity management.
59. A factor that appears to have influenced the growth of Equal Employment Opportunity (EEO) legislation is:
a.
the changing attitudes of society at large.
b.
the post-war baby boom.
c.
a shortage of qualified labor.
d.
an influx of illegal immigrants.
60. An employee alleging discrimination can sue both the manager (or supervisor) of a company and the company itself
because:
a.
the company provided EEO training to the manager.
b.
the manager or supervisor functions as an agent of the company.
c.
the protected classes are adequately represented in the company.
d.
the Uniform Guidelines require an employer to conduct validity studies of its selection procedures.
61. Which of the following groups would not fall under the broad definition of protected classes?
a.
African Americans
b.
Women
c.
People above 55 years of age
d.
White men
62. Major federal EEO laws have been enacted to prevent discrimination against groups of workers most often affected by
unfair employment practices. These groups are referred to as:
a.
significant worker classes.
b.
privileged classes.
c.
protected classes.
d.
equal employment classes.
63. The Equal Pay Act prohibits employers from discrimination in pay based on:
a.
race.
b.
gender.
c.
religion.
d.
age.
64. Employers that pay men and women a different salary are violating the Equal Pay Act only if the pay difference is a
result of:
a.
seniority and expertise.
b.
merit and experience.
c.
performing tasks requiring same skills.
d.
the quantity or quality of production.
65. The Equal Pay Act was passed as an amendment to the:
a.
Civil Rights Act.
b.
Fair Labor Standards Act.
c.
Equal Employment Opportunity Act.
d.
Age Discrimination in Employment Act.
66. The legislative act that bars discrimination in all HR activities, including hiring, training, promotion, pay, employee
benefits, and other conditions of employment is known as the:
a.
Equal Pay Act of 1963.
b.
Civil Rights Act of 1964.
c.
Equal Employment Act of 1972.
d.
Civil Rights Act of 1991.
67. Which of the following employers are covered under the Civil Rights Act of 1964?
a.
Organizations hiring Native Americans on or near a reservation
b.
Bona fide, tax-exempt private clubs
c.
Religious organizations employing persons of a specific religion
d.
Labor unions having 15 or more members or employees
68. Which of the following is not prohibited by Title VII of the Civil Rights Act of 1964?
a.
Paying a woman less than a man for doing the same job
b.
Promoting a white male over a black male on the basis of seniority
c.
Refusing to hire Hispanics
d.
Limiting training opportunities for men
69. Title VII of the Civil Rights Act created the:
a.
Occupational Safety and Health Administration (OSHA).
b.
Equal Employment Opportunity Commission (EEOC).
c.
Equal Rights Compliance Agency (ERCA).
d.
Justice Department (JD).
70. Bona fide occupational qualifications can:
a.
be used to identify adverse impact.
b.
be based on employer preference.
c.
permit discrimination by an employer.
d.
require reasonable accommodation on the part of the employer.
