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71. Title VII provisions for religion:
a.
require employers to make reasonable accommodations for religious observance or practice.
b.
consider religion to be a bona fide occupational qualification.
c.
require employers to grant complete religious freedom in employment situatuions in accordance with the First
Amendment.
d.
permit discrimination if religious preference is a bona fide occupational qualification.
72. The Age Discrimination in Employment Act prohibits specific employers from discriminating against persons who
are:
a.
40 years of age or older.
b.
below 35 years of age.
c.
below 28 years of age.
d.
between 25 to 30 years.
73. Age discrimination does NOT exist when:
a.
employers make off-hand remarks about older individuals.
b.
advanced age affects organizational efficiency.
c.
older workers are pressured to take early retirement.
d.
older workers are terminated during downsizing.
74. Which of the following is NOT used to determine whether an accommodation is reasonable?
a.
The size of the organization
b.
The nature of the accommodation
c.
The profitability of the organization
d.
The financial resources of the applicant
75. The Pregnancy Discrimination Act states that:
a.
an employer can deny sick leave for morning sickness.
b.
an employer may set mandatory lengths for pregnancy leave.
c.
an employer must set pregnancy leave dates based on the individual employee's ability to work.
d.
pregnancy is a temporary medical condition and not a disability.
76. A disability under the Americans with Disabilities Act of 1990 can be defined by all of the following EXCEPT:
a.
a physical or mental impairment that substantially limits one or more major activities.
b.
conditions caused due to the demands of the work environment.
c.
having a record of physical or mental impairment.
d.
being regarded as having a physical or mental impairment.
77. Which of the following is NOT a basis for age discrimination?
a.
Excluding older workers from important work activities
b.
Making positive changes in the performance evaluations of older employees
c.
Selecting younger applicants over better-qualified older applicants
d.
Reducing job duties and responsibilities of older employees
78. The American with Disabilities Act does NOT:
a.
require employers to make reasonable accommodation to disabled persons.
b.
define disability as a physical or mental impairment that substantially limits one or more major activities.
c.
provide protection for adjustment disorders.
d.
protect people regarded as having disabilities.
79. The law that enables people who enter the military for a total of five years to return to their private-sector jobs without
risk of loss of seniority or benefits is:
a.
the Uniformed Services Employment and Reemployment Rights Act.
b.
the Vocational Rehabilitation Act of 1973.
c.
the Equal Employment Opportunity Act of 1972.
d.
the Veterans' Readjustment Act.
80. The law that requires federal contractors to take affirmative action in hiring disabled individuals is:
a.
the Uniformed Services Employment and Reemployment Rights Act.
b.
the Vietnam Era Veterans' Readjustment Assistance Act.
c.
the Americans with Disabilities Act.
d.
the Vocational Rehabilitation Act.
81. Executive Order 11246 provides equal employment opportunities to:
a.
federal employees and individuals employed by government contractors.
b.
state and local government employees.
c.
all employees of public and private employers.
d.
union members.
82. Fair employment practice laws:
a.
are often more comprehensive than federal laws.
b.
are established by the Equal Employment Opportunity Commission.
c.
cannot bar discrimination based on marital status or political affiliation.
d.
are provisions under the Veterans' Readjustment Act.
83. Homosexuals are protected from discrimination mainly through:
a.
Fair Employment Practice laws at the state or local level.
b.
the Federal Executive Order 11246.
c.
the Americans with Disabilities Act.
d.
the Vocational Rehabilitation Act.
84. Which of the following is NOT an example of sexual harassment?
a.
Paying a man more than a woman for doing the same job
b.
Promoting a female employee after she agrees to an after-work date
c.
Permitting the work environment to be hostile, intimidating, or offensive
d.
Allowing a customer to demand sexual favors from an employee
85. Which of the following is NOT a defense to an alleged Equal Pay Act violation?
a.
Paying a male worker more because he has greater seniority
b.
Paying a male worker more because he is more productive
c.
Paying a male worker more because he has dependents
d.
Paying a male worker more because he produces higher quality
86. Which of the following are the two forms of sexual harassment recognized by the EEOC?
a.
Traditional and work environment
b.
Quid pro quo and hostile environment
c.
On the job and off the job
d.
Good intentions and discriminatory
87. Which of the following is NOT under the jurisdiction of the Civil Rights Act of 1964?
a.
State and local governments
b.
Private and public employment agencies
c.
Private educational institutions
d.
Private employers in interstate commerce with less than ten employees
88. Giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering
is known as:
a.
sexual harassment.
b.
retaliation.
c.
affirmative action.
d.
reverse discrimination.
89. To comply with the Immigration Reform and Control Act, employers should do all of the following EXCEPT:
a.
completing and retaining form I-9.
b.
presenting form I-9 for inspection upon request.
c.
verifying the citizenship or immigration status of their employees.
d.
refusing to hire immigrants.
90. The procedural document developed by the Equal Employment Opportunity Commission is the:
a.
Uniform Commercial Code.
b.
Uniform Guidelines on Employee Selection Procedures.
c.
Affirmative Action Guide.
d.
Business Code of Ethics.
91. An important step in avoiding discriminatory practices during selection is to:
a.
base selection decisions solely on interviews.
b.
use multiple interviewers for each applicant.
c.
use validation studies to demonstrate the job-relatedness of a selection instrument.
d.
require all applicants to complete an application form.
92. When an employment selection instrument is related to job success, the instrument is said to have:
a.
validity.
b.
correctness.
c.
discrimination.
d.
exclusiveness.
93. Adverse impact means that:
a.
men are paid less than women.
b.
employment decisions reject a higher percentage of a protected class than a nonprotected class.
c.
efforts are made to recruit a larger percentage of minorities.
d.
religion as a bona fide occupational qualification is permitted at the workplace.
94. When pursuing an adverse impact claim, an individual is alleging:
a.
unintentional discrimination against an individual belonging to the nonprotected class.
b.
intentional discrimination against an individual belonging to the nonprotected class.
c.
unintentional discrimination against a protected class.
d.
intentional discrimination against a protected class.
95. According to the Uniform Guidelines, a rule of thumb that identifies selection practices that favor a disproportionate
number of nonprotected class members is the:
a.
two-thirds rule.
b.
acid-test rule.
c.
ratio rule.
d.
four-fifths rule.
96. Employers can determine adverse impact by using:
a.
the four-fifths rule.
b.
the McDonnell-Douglas test.
c.
the ratio rule.
d.
the two-thirds rule.
97. An employer interviews 100 qualified applicants, 60 whites and 40 blacks. If 30 whites are hired, a minimum of how
many blacks should be hired to avoid charges of adverse impact?
a.
24
b.
20
c.
16
d.
12
98. An employer interviews 150 qualified applicants, 100 whites and 50 Hispanics. If 25 whites are hired, a minimum of
how many Hispanics would have to be hired to avoid charges of adverse impact?
a.
20
b.
13
c.
10
d.
8
99. Disparate treatment cases involve:
a.
discharge complaints.
b.
purposeful discrimination.
c.
affirmative action goals.
d.
immigration cases.
100. During the 1970s, in which case did the Supreme Court rule that applicants must be evaluated on an individual basis,
and race can be one factor used in the evaluation process as long as other competitive factors are considered?
a.
Ricci v. DeStefano
b.
Griggs v. Duke Power
c.
University of California Regents v. Bakke
d.
Hazelwood School District v. United States
101. An employer's workforce is said to be at par with the relevant labor market when:
a.
women are hired at the same rate as men.
b.
affirmative action goals are achieved.
c.
the employer's workforce by race and sex compares favorably with the surrounding labor market.
d.
adverse impact is eliminated in the selection procedures of employees.
102. In Griggs v. Duke Power, the Supreme Court established the principle that:
a.
educational selection requirements are illegal.
b.
discrimination occurs only if the employer intends to discriminate.
c.
discrimination can occur even if it is overt or unintentional.
d.
employment tests are illegal.
103. EEOC guidelines are:
a.
part of the federal law framework.
b.
part of the state laws.
c.
administrative rules published in the Federal Register.
d.
only applicable to organizations that employ over 1000 people.
104. In 2011, the EEOC and state fair employment practice agencies processed ______ sexual harassment complaints
nationwide.
a.
85,572
b.
38,936
c.
11,364
d.
3,420
105. In 2011, about _____ of sexual harassment complaints filed with the EEOC were filed by men.
a.
2 percent
b.
16 percent
c.
30 percent
d.
50 percent
106. The Equal Employment Opportunity Commission (EEOC) conducts its operations through:
a.
state and local government offices.
b.
its administrative headquarters, district offices, and area offices.
c.
the Department of Justice.
d.
the Department of Labor.
107. Organizations subject to Title VII are required to post:
a.
all job openings.
b.
their blank applications.
c.
specific employment records and reports.
d.
affirmative action goals.
108. Under the law, discrimination charges must be filed within _____ days of the alleged unlawful practice.
a.
60
b.
90
c.
120
d.
180
109. A comprehensive training program to prevent discrimination would include all of the following EXCEPT:
a.
understanding the prohibitions of EEO laws.
b.
how to respond to complaints of discrimination.
c.
procedures for investigating complaints.
d.
standards for employee conduct.
110. Affirmative action compliance is reviewed by the:
a.
Office of Federal Contract Compliance Programs.
b.
Equal Employment Opportunity Commission.
c.
Supreme Court.
d.
Justice Department.
111. Legally, an affirmative action program is required when:
a.
a firm has 25 or more employees.
b.
a firm wants to expand its workforce.
c.
a firm's union-management contract is being negotiated.
d.
a firm has a federal contract exceeding $50,000.
112. Affirmative action requires employers to:
a.
fill minority quotas.
b.
establish the validity of hiring procedures.
c.
provide additional facilities to employees with disabilities.
d.
develop a plan of action to correct areas of past discrimination.
113. The basic steps in developing an effective affirmative action plan include all of the following EXCEPT:
a.
issuing a written EEO policy and affirmative action statement.
b.
surveying present minority and female employment by department and job classification.
c.
establishing an internal audit and reporting program to evaluate progress.
d.
establishing a quota system and timetable for hiring.
114. In which of the following decisions did the Supreme Court state that affirmative action programs are not illegal per
se as long as rigid quota systems were not specified for different protected classes?
a.
Griggs v. Duke Power
b.
Albemarle Paper Co. v. Moody
c.
University of California Regents v. Bakke
d.
United Steelworkers of America v. Weber
115. In which of the following decisions did the Supreme Court not endorse all voluntary affirmative action programs, but
it gave an important push to programs voluntarily implemented and designed to correct past racial imbalances?
a.
Griggs v. Duke Power
b.
Albemarle Paper Co. v. Moody
c.
University of California Regents v. Bakke
d.
United Steelworkers of America v. Weber
116. In which Supreme Court decision involving an invalidated employment test for firemen did the Court state: “once the
process has been established and employers have made clear their selection criteria, they may not then invalidate the test
results, thus upsetting an employee’s legitimate expectation not to be judged on the basis of race.”?
a.
Ricci v. DeStefano
b.
Albemarle Paper Co. v. Moody
c.
University of California Regents v. Bakke
d.
United Steelworkers of America v. Weber
117. A “national origin group” is defined as a group of people sharing a common:
a.
language, culture, ancestry, and/or similar social characteristics.
b.
birthplace other than the U.S.
c.
occupation.
d.
education.
118. In recent years, the number of age discrimination complaints filed with the Equal Employment Opportunity
Commission (EEOC) has shown:
a.
a slow decline.
b.
a dramatic increase.
c.
a steady increase.
d.
a rapid decline.
119. Which law prohibits federal contractors from discriminating against disabled individuals in any program or activity
receiving federal financial assistance and requires federal contractors to develop affirmative action plans to hire and
promote disabled people?
a.
The Americans with Disabilities Act
b.
The Vocational Rehabilitation Act of 1973
c.
Executive Order 11246
d.
Executive Order 11478
120. The Glass Ceiling Act:
a.
never made it out of congressional committee.
b.
was declared unconstitutional by the U.S. Supreme Court.
c.
protects only white females.
d.
created the Glass Ceiling Commission.
121. Individuals with AIDS or HIV are “disabled” within the meaning of the:
a.
Civil Rights Act of 1991.
b.
Vocational Rehabilitation Act of 1973.
c.
Executive Order 11246.
d.
state and local anti-discrimination laws only.
122. Why is it important for managers to pay close attention to fair employment practices?
123. Explain the different forms of sexual harassment as recognized by the EEOC.
124. What should be included in a training program when trying to prevent discrimination claims?
125. According to the EEOC, what are the basic steps in developing an effective affirmative action program?
126. What is a bona fide occupational qualification? Are they a good idea? Do we need more?
