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
True
Moderate
MGHR.SNEL.17.3-1
3. Employment discrimination began in the nineteenth century with the Civil Rights Act of 1866.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.3-1
4. Early nondiscrimination laws failed to give enforcement power to the agencies charged with upholding them.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.3-1
5. Training in and knowledge of equal employment opportunity (EEO) laws are essential for managers and supervisors
False
Easy
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
False
Moderate
MGHR.SNEL.17.3-1
7. Women and minority groups are referred to as protected classes.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.3-1
8. Seniority systems can be used by companies to legally justify paying men more than women.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.3-1
9. Title VII of the Civil Rights Act prohibits discrimination on the basis of race, color, religion, sex, or age.
a.
True
True
Moderate
MGHR.SNEL.17.3-3
b.
False
10. Title VII of the Civil Rights Act led to the institution of the Equal Pay Act.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.3-1
11. State and local governments are exempted from the provisions of the Civil Rights Act and Equal Employment law.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.3-1
12. The Civil Rights Act of 1964 established the Equal Employment Opportunity Commission.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.3-1
13. A religious organization is excluded from the coverage of the Civil Rights Act.
a.
True
b.
False
True
True
Easy
MGHR.SNEL.17.3-1
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
True
Easy
MGHR.SNEL.17.3-1
15. An apparel store may not discriminate against a male applying for a job as a fitting room attendant.
a.
True
b.
False
False
MGHR.SNEL.17.3-1
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
True
Easy
MGHR.SNEL.17.3-1
17. The Equal Employment Opportunity Act of 1972 strengthened the enforcement power of the Equal Employment
Opportunity Commission (EEOC).
a.
True
b.
False
Moderate
MGHR.SNEL.17.3-1
18. The Pregnancy Discrimination Act requires pregnancy leave dates to be based on the individual employee’s ability to
work.
a.
True
b.
False
True
Moderate
MGHR.SNEL.17.3-1
19. Employers are legally required to treat pregnancy the same way they treat any other medical disability.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.3-1
20. If people are regarded as having a disability, then they are protected under the Americans with Disabilities Act.
a.
True
b.
False
True
Moderate
MGHR.SNEL.17.3-1
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
True
Easy
MGHR.SNEL.17.3-1
22. U.S. government-owned corporations are exempted from the Civil Rights Act of 1964.
a.
True
b.
False
True
Moderate
MGHR.SNEL.17.3-1
23. Reasonable accommodation for a disability may include reassignment to a vacant position.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.3-1
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
False
Moderate
MGHR.SNEL.17.3-1
25. Executive Order 11246 requires all federal agencies and government contractors to develop affirmative action plans.
a.
True
b.
False
False
False
Moderate
MGHR.SNEL.17.3-1
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
False
Moderate
MGHR.SNEL.17.3-1
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
True
Easy
MGHR.SNEL.17.3-1
28. Dirty jokes, vulgar slang, nude pictures, swearing, and personal ridicule and insult constitute quid pro quo sexual
harassment.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.3-1
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
Moderate
MGHR.SNEL.17.3-1
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
True
Easy
MGHR.SNEL.17.3-1
31. Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.3-1
32. The bona fide occupational qualification (BFOQ) exception does not apply to discrimination based on national origin.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.3-1
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
False
Moderate
MGHR.SNEL.17.3-1
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
True
Easy
MGHR.SNEL.17.3-1
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
False
Moderate
MGHR.SNEL.17.3-1
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
True
Easy
MGHR.SNEL.17.3-2
37. When using a selection test, employers must be able to prove that the test bears a direct relationship to success on the
job.
False
Moderate
MGHR.SNEL.17.3-1
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
False
Easy
MGHR.SNEL.17.3-2
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
False
Moderate
MGHR.SNEL.17.3-2
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
True
Easy
MGHR.SNEL.17.3-2
True
Moderate
MGHR.SNEL.17.3-2
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
True
Moderate
MGHR.SNEL.17.3-1
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
True
Moderate
MGHR.SNEL.17.3-2
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
False
Moderate
MGHR.SNEL.17.3-2
False
Moderate
MGHR.SNEL.17.3-2
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
False
Moderate
MGHR.SNEL.17.3-1
47. Disparate treatment would arise when an employer hires men but not women with school-going children.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.3-2
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
True
Moderate
MGHR.SNEL.17.3-1
True
Moderate
MGHR.SNEL.17.3-1
49. The Griggs case established the principle that employment practices must be related to the job.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.3-2
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
False
Easy
MGHR.SNEL.17.3-2
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
True
Challenging
MGHR.SNEL.17.3-2
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
True
Easy
MGHR.SNEL.17.3-3
53. The Equal Employment Opportunity Commission consists of one commissioner from each state and a general counsel.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.3-3
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
True
Easy
MGHR.SNEL.17.3-3
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
True
Easy
MGHR.SNEL.17.3-3
56. Affirmative action programs are required by all employers.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.3-4
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
True
Easy
MGHR.SNEL.17.3-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
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.
Easy
MGHR.SNEL.17.3-1
United States – OH – DISC: HRM
Bloom’s: Knowledge
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.
a
Moderate
MGHR.SNEL.17.3-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Comprehension
60. An employee alleging discrimination can sue both the manager (or supervisor) of a company and the company itself
because:
a.
b.
c.
United States – OH – DISC: HRM
Bloom’s: Knowledge
d.
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
Easy
MGHR.SNEL.17.3-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
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.
c
Easy
MGHR.SNEL.17.3-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
63. The Equal Pay Act prohibits employers from discrimination in pay based on:
a.
race.
b.
gender.
c.
religion.
d.
age.
Easy
MGHR.SNEL.17.3-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
Moderate
MGHR.SNEL.17.3-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Comprehension
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.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
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.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
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.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
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
United States – OH – DISC: HRM
Bloom’s: Knowledge
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
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Comprehension
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).
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
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.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge