Chapter 2—Equal Employment Opportunity and Discrimination
MULTIPLE CHOICE
1. Which of the following is a legally permissible criterion in making hiring and other employment
decisions?
a.
Qualification
b.
Gender
c.
Age
d.
Religion
2. Which of the following is an illegal criterion for rejecting job applicants?
a.
Education
b.
Work experience
c.
Skill sets
d.
Religion
3. Which of the following advertisements for recruitment is most likely to be considered illegal?
a.
“Experienced writers required”
b.
“Enthusiastic radio jockeys needed”
c.
“Wanted: Professors with educational background in economics”
d.
“Young store executives needed.”
4. Equal employment opportunity is a broad-reaching concept that essentially requires employers to
make:
a.
status-blind employment decisions.
b.
nepotistic employment decisions.
c.
egocentric employment decisions.
d.
dictatorial employment decisions.
5. Affirmative action means that an employer takes proactive measures to:
a.
encourage the glass ceiling effect.
b.
reduce status-blind employment decisions.
c.
increase the number of women and minorities in the workforce.
d.
decrease instances of whistleblowing in the workplace.
6. Which of the following is true of the U.S. Department of Labor?
a.
The Equal Employment Opportunity Commission is a part of the Department of Labor.
b.
It can enforce employment laws for employers in public workplaces but private
workplaces are beyond its jurisdiction.
c.
The employment requirements set out by Executive Orders for federal contractors and
subcontractors is beyond the scope of the Department of Labor.
d.
It has broad enforcement power and oversees compliance with many employment-related
laws.
7. _____ occurs when individuals with a particular characteristic are treated differently from others.
a.
Disparate treatment
b.
Consociationalism
c.
Isonomy
d.
Diversity
8. _____ occurs when an employment practice has an adverse effect on individuals with a particular
characteristic.
a.
Disparate treatment
b.
Disparate impact
c.
Isonomy
d.
Consociationalism
9. A _____ is a practice required for safe and efficient organizational operations.
a.
disparate treatment
b.
burden of proof
c.
business necessity
d.
business emergency
10. Restricting workers from wearing garments, although it may be required by their religion, to ensure
safety at the workplace is a _____.
a.
nonretaliatory practice
b.
burden of proof
c.
business necessity
d.
business emergency
11. Which of the following best describes a bona fide occupational qualification?
a.
It is a template that an HR department uses in selecting, training, and orienting prospective
employees.
b.
It provides a detailed description of routine work responsibilities for all the employees in
an organization.
c.
It provides an exhaustive list of the desired traits and characteristics expected from
prospective employees.
d.
It provides a legitimate reason why an employer can exclude persons on otherwise illegal
bases of consideration.
12. Which of the following is true of nonretaliatory practices in workplaces?
a.
Employers are prohibited from retaliating against individuals who file discrimination
charges.
b.
Employees are prohibited from retaliating against organizations that practice
discrimination.
c.
Employers are prohibited from retaliating against employees on ethical grounds.
d.
Employees are restricted from retaliating against employers who encourage instances of
glass ceiling.
13. Which of the following scenarios is considered illegal according to the Civil Rights Act of 1964?
a.
Segregating employees on the basis of their educational qualification
b.
Segregating employees on the basis of their ethnicity
c.
Segregating employees on the basis of their work experience
d.
Segregating employees on the basis of their skill sets
14. Which of the following scenarios is considered illegal according to the Civil Rights Act of 1964?
a.
Segregating employees on the basis of their educational qualification
b.
Segregating employees on the basis of their gender
c.
Segregating employees on the basis of their work experience
d.
Segregating employees on the basis of their skill sets
15. Which of the following organizations must comply with rules and regulations that specific government
agencies have established to administer the Equal Employment Opportunity
Act of 1972?
a.
Nongovernmental organizations with a minimum of 10 employees
b.
State and local governments
c.
Private organizations with a minimum of 10 employees
d.
Labor unions with 5 or more members
16. Which of the following is true of the Civil Rights Act of 1991?
a.
It requires that employers show that there are instances of glass ceiling in their
organizations.
b.
It requires employers to discourage the occurrence of affirmative actions in the work
place.
c.
It strengthens legal protection for employees, provides for jury trials and allows for
damages payable.
d.
It requires employers to avoid making status-blind employment decisions.
17. Which of the following is true of executive orders 11246, 11375, and 11478?
a.
They require all educational institutions to take affirmative actions to compensate for
historical discrimination against women, minorities, and handicapped individuals.
b.
They require labor unions to take affirmative actions to compensate for historical
discrimination against women, minorities, and handicapped individuals.
c.
They require state governments to take affirmative actions to compensate for historical
discrimination against women, minorities, and handicapped individuals.
d.
They require federal contractors to take affirmative actions to compensate for historical
discrimination against women, minorities, and handicapped individuals.
18. Which of the following is the objective of the affirmative action program?
a.
To have the company’s workforce demographics reflect as closely as possible the
demographics in the labor market
b.
To encourage organizations where minorities from the local community represent a
significantly lesser proportion of the workforce
c.
To stop companies from making status-blind employment decisions
d.
To encourage organizations where instances of glass ceiling are common
19. The _____ oversees federal contractor operations and requires them to take affirmative action.
a.
Equal Employment Opportunity Commission
b.
Office of Federal Contract Compliance Programs
c.
Committee on Oversight and Government Reform
d.
Department of Justice
20. The original purpose of the Civil Rights Act of 1964 was to address _____ in the United States.
a.
gender discrimination
b.
age discrimination
c.
racial discrimination
d.
disability discrimination
21. The _____ requires that employers treat maternity leave the same as other personal or medical leaves.
a.
Pregnancy Discrimination Act
b.
Family and Medical Leave Act
c.
Fair Labor Standards Act
d.
National Labor Relations Act
22. Which of the following is true of the Family and Medical Leave Act?
a.
It does not cover cases of adoption.
b.
It applies only to women.
c.
It requires that qualified individuals be given up to 12 weeks of unpaid family leave.
d.
It requires that qualified individuals be given up to 20 weeks of unpaid family leave.
23. The _____ requires that qualified individuals be given up to 12 weeks of unpaid family
leave and also requires that those taking family leave be allowed to return to jobs.
a.
Pregnancy Discrimination Act
b.
Family and Medical Leave Act
c.
Fair Labor Standards Act
d.
National Labor Relations Act
24. Which of the following statements is true about the Equal Pay Act of 1963?
a.
It states that differences in pay between men and women in the same jobs are permitted if
they belong to different ethnic groups.
b.
It requires that men and women in the same jobs, in spite of difference in seniority are
given equal pay.
c.
It states that the existence of pay differences between the different jobs held by women
and men is insufficient to prove that illegal discrimination has occurred.
d.
It requires employers to give similar wage rates for similar work without regard to gender.
25. Under which of the following circumstances is a difference in pay between men and women permitted
by the Equal Pay Act of 1963?
a.
Difference in performance
b.
Difference in life stage
c.
Difference in ethnicity
d.
Difference in religious beliefs
26. Under which of the following circumstances is a difference in pay between men and women permitted
by the Equal Pay Act of 1963?
a.
Difference in seniority
b.
Difference in marital status
c.
Difference in ethnicity
d.
Difference in religious beliefs
27. The _____ eliminates the statute of limitations for employees who file pay discrimination claims under
the Equal Pay Act.
a.
Taft-Hartley Act
b.
Lilly Ledbetter Fair Pay Act
c.
Clayton Antitrust Act
d.
Railway Labor Act
28. Which of the following is true of glass ceiling?
a.
It refers to the discriminatory practices that have prevented women and other minority
status employees from successfully obtaining jobs.
b.
It refers to the preferential treatment that women and minorities receive within an
organization.
c.
It refers to the preferential treatment that women and minorities receive within an
organization when they advance to executive-level jobs.
d.
It refers to the discriminatory practices that have prevented women and other minority
status employees from advancing to executive-level jobs.
29. Which of the following best describes nepotism?
a.
It is the practice of prohibiting relatives from working for the same employer.
b.
It is the practice of allowing relatives to work for the same employer.
c.
It is the practice of allowing friends to work for the same employer.
d.
It is the practice of prohibiting friends from working for the same employer.
30. Which of the following best exemplifies quid pro quo type of sexual harassment?
a.
A supervisor commenting on the appearance of an employee
b.
A supervisor telling jokes to an employee that are sexual in nature
c.
A supervisor giving a pay hike to an employee who performed sexual favors
d.
A supervisor allowing revealing photos of self to be displayed in a public domain
31. Which of the following statements is true of quid pro quo harassment?
a.
A supervisor can be held guilty of quid pro quo harassment if he or she tells jokes that are
suggestive or sexual in nature.
b.
For proving charges of quid pro quo harassment, a plaintiff only needs to prove that the
working condition at a workplace is hostile.
c.
A supervisor can be held guilty of quid pro quo harassment if he or she promotes an
employee in return of sexual favors.
d.
A company cannot be held liable for an employee’s actions in cases of quid pro quo
harassment.
32. The Rehabilitation Act passed in 1973 applied only to _____.
a.
federal contractors
b.
state governments
c.
labor unions
d.
nonprofit organizations
33. The _____ passed in 1973 required that federal contractors take affirmative action to employ disabled
workers.
a.
Genetic Information Nondiscrimination Act
b.
Rehabilitation Act
c.
Civil Rights Act
d.
Taft-Hartley Act
34. The Americans with Disabilities Act is enforced by the _____.
a.
Department of Labor
b.
National Labor Relations Board
c.
Office of Federal Contract Compliance Programs
d.
Equal Employment Opportunity Commission
35. Which of the following is not covered under the Americans with Disabilities Act?
a.
Employees of private organizations
b.
Employment agencies
c.
State government employees
d.
Labor unions
36. Which of the following is typically a practice of reasonable accommodation by employers toward
disabled employees?
a.
Establishing glass ceiling to aid the employees
b.
Providing modifications to a job to assist with their task
c.
Practicing nepotism to ensure that employees have a healthy work environment
d.
Providing current users of illegal drugs with better compensation
37. The _____ prohibits the use of pre-employment medical exams, except for drug tests, until a job has
been conditionally offered.
a.
Civil Rights Act
b.
Family and Medical Leave Act
c.
Americans with Disabilities Act
d.
Taft-Hartley Act
38. The _____ prohibits discrimination in terms, conditions, or privileges of employment against all
individuals of age 40 or older working for employers having 20 or more workers.
a.
Older Workers Benefit Protections Act
b.
Rehabilitation Act
c.
Civil Rights Act
d.
Age Discrimination in Employment Act
39. According to the _____, workers over the age of 40 are entitled to receive complete accurate
information on the available benefits, a list of all workers impacted in a reduction, and several weeks
to decide whether or not to accept severance benefits in exchange for a waiver to sue the employer.
a.
Older Workers Benefit Protection Act
b.
Age Discrimination in Employment Act
c.
Civil Rights Act
d.
Rehabilitation Act
40. Which of the following is true of phased retirement?
a.
Employees’ workloads and pay levels are increased.
b.
Employees’ workloads and pay levels are reduced.
c.
Employees’ workloads are reduced and pay levels are increased.
d.
Employees’ workloads are increased and pay levels are reduced.
41. The _____ requires employers to verify the employment status of all employees, while not
discriminating because of national origin or ethnic background.
a.
Civil Rights Act
b.
Rehabilitation Act
c.
Immigration Reform and Control Act
d.
Older Workers Benefit Protection Act
42. According to the _____, employees are required to notify their employers of military service
obligations.
a.
Civil Rights Act
b.
Rehabilitation Act
c.
Vietnam Era Veterans Readjustment Assistance Act
d.
Uniformed Services Employment and Reemployment Rights Act
43. Which of the following is true of the Uniformed Services Employment and Reemployment Rights
Act?
a.
Uniformed military personnel are provided up to five years of active duty service leave
during which the employer must hold their job.
b.
Uniformed military personnel are provided up to seven years of active duty service leave
during which the employer must hold their job.
c.
The employer must compensate the military personnel during the time of active service for
a period of five years.
d.
The employer must compensate the military personnel during the time of active service for
a period of seven years.
1. The primary objective of affirmative action plans is to identify the scope of workplace discrimination
in the future.
2. The Equal Employment Opportunity Commission (EEOC) enforces employment laws in both private
and public workplaces.
3. Disparate treatment occurs when either different standards are used to judge individuals or the same
standard is used but it is not related to the individuals’ jobs.
4. Restricting employees from wearing garments that might get caught in machinery is a form of
discrimination and not a business necessity.
5. Employers cannot discriminate on the basis of sex, religion, or national origin even if the
characteristics can be justified as a bona fide occupational qualification.
6. Employers are allowed to retaliate against individuals who file discrimination charges.
7. Title VII of the Civil Rights Act states that it is illegal for an employer to fail or refuse to hire or
discharge any individual because of such individual’s national origin.
8. All educational institutions are exempted from Title VII of the Equal Employment Opportunity Act of
1972.
9. Executive Orders 11246, 11375, and 11478 require federal contractors to take affirmative action to
compensate for historical discrimination against women, minorities, and handicapped individuals.
11. The Pregnancy Discrimination Act (PDA) requires that employers treat maternity leave the same as
other personal or medical leaves.
12. The Family and Medical Leave Act (FMLA) of 1993 is applicable only to women.
13. Provisions of the Affordable Care Act (2010) allow for break time and a private place for nursing
mothers to express breast milk for one year after the birth of a child.
14. The Equal Pay Act of 1963 requires employers to pay similar wage rates for similar work without
regard to gender.
15. Differences in pay between men and women in the same jobs are permitted when there is a difference
in the quality of work.
16. Pay equity is the idea that pay for jobs requiring comparable levels of knowledge, skill, and ability
should be similar, even if actual duties differ significantly.
17. Nepotism is the practice of preventing relatives from working for the same employer.
18. Workplace romances are considered risky because they have great potential for causing conflict.
19. A hostile environment harassment is a type of sexual harassment in which employment outcomes are
typically linked to the individual granting sexual favors.
20. A quid pro quo harassment exists when an individual’s work performance or psychological well-being
is unreasonably affected by intimidating or offensive working conditions.
21. The Rehabilitation Act was initially only applicable to federal contractors.
22. The Americans with Disabilities Act (ADA) covers all state government employees.
23. The Americans with Disabilities Act includes restrictions on obtaining and retaining medically related
information on applicants and employees.
24. The Older Workers Benefit Protection Act ensures that older workers are not compelled or pressured
into waiving their rights under the ADEA.
25. The Immigration Reform and Control Act (IRCA) requires employers to verify the employment status
of all employees, while not discriminating because of national origin or ethnic background.
26. Under the Vietnam Era Veterans Readjustment Assistance Act, employees are required to notify their
employers of military service obligations.
27. Through cultural awareness training, organizations try to build greater understanding of the differences
among people.
1. Explain protected characteristics.
2. Explain the concept status-blind employment decisions.
3. Define bona fide occupational qualification.
4. Which are the organizations that are required to comply with the Equal Employment Opportunity Act
of 1972?
1. All private employers of 15 or more employees
2. All educational institutions, public and private
3. State and local governments
4. Public and private employment agencies
5. Labor unions with 15 or more members
6. Joint labor/management committees for apprenticeships and training
5. List the clauses that permit a difference in pay between men and women in the same jobs.
ANS:
6. Describe the important elements of affirmative defense.
7. Define the characteristics of a disabled person in the context of the latest amendments to the
Americans with Disabilities Act.
8. Outline EEOC’s recommendations on managing religious diversity in the workplace.
ANS:
ESSAY
1. Describe the concepts of equal employment opportunity.
2. Elaborate on the Civil Rights Act of 1964.
3. Describe affirmative action program (AAP). What is its primary objective?
4. Discuss two acts that have been passed to control pregnancy discrimination.
5. What are the clauses stated in the Equal Pay Act of 1963? Why was the Lilly Ledbetter Fair Pay Act
enacted in 2009?
1. differences in seniority;
2. differences in performance;
3. differences in quality and/or quantity of production; and
4. factors other than sex, such as skill, effort, and working conditions.
In response to a procedural issue in her pursuit of a fair pay claim, Congress enacted the Lilly
Ledbetter Fair Pay Act in 2009, which eliminates the statute of limitations for employees who file pay
KEY: Bloom’s: Comprehension PAGE: 33
6. Describe glass ceiling.
7. Discuss the types of sexual harassment at the workplace.
8. Describe the important laws relating to disability discrimination.
9. Discuss the important laws relating to age discrimination.
10. Discuss the relevance of the Immigration Reform and Control Acts in the U.S.
