Fundamentals of Human Resource Management, 5e (Dessler)
Chapter 2 Managing Equal Opportunity and Diversity
1) Which amendment to the U.S. Constitution states, “no person shall be deprived of life, liberty,
or property, without due process of the law”?
A) First
B) Fifth
C) Tenth
D) Thirteenth
2) According to the Equal Pay Act of 1963, an employer may pay workers differently for all of
the following reasons EXCEPT for ________.
A) production quantity
B) merit systems
C) seniority
D) gender
3) Which legislation makes it unlawful to discriminate in pay on the basis of sex when jobs
involve equal work; require equivalent skills, effort, and responsibility; and are performed under
similar working conditions?
A) Title VII
B) Equal Pay Act of 1963
C) Executive Order 11246
D) Age Discrimination in Employment Act of 1967
4) Title VII of the 1964 Civil Rights Act specifically prohibits discrimination based on all of the
following characteristics EXCEPT ________.
A) national origin
B) cultural orientation
C) color
D) religion
5) Members of the EEOC are appointed by the ________.
A) U.S. Senate
B) U.S. Supreme Court
C) President of the United States
D) Vice-President of the United States
6) The EEOC consists of ________ members, and each member serves a term of ________
years.
A) 5; 3
B) 5; 5
C) 7; 4
D) 7; 6
7) The EEOC was initially established to investigate complaints about ________.
A) job discrimination
B) unfair business practices
C) sexual harassment in public schools
D) accommodations for disabled workers
8) Steven is a 55-year-old American male of Anglo-Saxon descent. What legislation is intended
to protect Steven from discrimination?
A) Executive Order 11375
B) Equal Pay Act of 1963
C) Executive Order 11246
D) Age Discrimination in Employment Act of 1967
9) Rollins and Associates is making an extra effort to promote and hire under-represented,
protected individuals. Rollins and Associates is most likely participating in ________.
A) progressive desegregation
B) affirmative action
C) progressive action
D) permitted discrimination
10) Executive Orders 11246 and 11375 apply to which of the following employers?
A) publicly traded firms
B) federal contractors
C) small businesses
D) private employers
11) The ________ requires employers with federal contracts over $2,500 to take affirmative
action in employing disabled persons.
A) Equal Pay Act of 1963
B) Vocational Rehabilitation Act
C) Age Discrimination in Employment Act
D) Office of Federal Contract Compliance Programs
12) The Vocational Rehabilitation Act requires that employers ________.
A) accommodate disabled workers
B) provide training opportunities
C) perform background checks
D) promote female employees
13) According to the Age Discrimination in Employment Act of 1967, it is unlawful to
________.
A) allow juries to determine age discrimination
B) fire older employees for insubordination
C) institute a minimum age for employees
D) require employees to retire at age 65
14) The Pregnancy Discrimination Act treats pregnancy as a(n) ________.
A) disability
B) uncovered disease
C) unspecified condition
D) gender-specific condition
15) Which of the following does NOT participate in the issuance of uniform guidelines?
A) EEOC
B) Department of Labor
C) Better Business Bureau
D) Civil Service Commission
16) Which Supreme Court case was used to define unfair discrimination in conjunction with
EEO laws?
A) Abington School District v. Schempp
B) Meritor Savings Bank FSB v. Vinson
C) Griggs v. Duke Power Company
D) Faragher v. City of Boca Raton
17) In Griggs v. Duke Power Company, Griggs sued the power company because it required coal
handlers to be high-school graduates. The case was decided in favor of Griggs because
________.
A) high-school diplomas were not related to job success as a coal handler
B) Duke Power Company intended to discriminate based on race
C) no business necessity existed for Duke Power Company
D) Griggs held a GED
18) All of the following are principles established by Griggs v. Duke Power Company EXCEPT
________.
A) burden of proof is on the employer
B) employment selection practices must be job related
C) performance standards should be unambiguous
D) discrimination does not have to be overt to be illegal
19) Under the principles established by Griggs v. Duke Power Company, ________ may be used
as a defense for any existing program that has an adverse impact on members of a protected
class.
A) gender
B) fair in form
C) affirmative action
D) business necessity
20) If a person is in a protected class, he or she is protected by which of the following?
A) Department of Labor guidelines
B) Sarbanes-Oxley Act
C) Title VII of the Civil Rights Act
D) Consumer Protection Act
21) Which Supreme Court decision does NOT apply to cases of sexual harassment?
A) Griggs v. Duke Power Company
B) Meritor Savings v. Vinson
C) Burlington Industries v. Ellerth
D) Farragher v. City of Boca Raton
22) Which court case provided details regarding how employers could validate the relationship
between screening tools and job performance?
A) West Coast Hotel Co. v. Parrish
B) Albemarle Paper Company v. Moody
C) Griggs v. Duke Power Company
D) Burlington Industries v. Ellerth
23) ________ means that an employer engages in an employment practice or policy that has a
greater adverse effect on the members of a protected group under Title VII than on other
employees, regardless of intent.
A) Disparate impact
B) Sexual discrimination
C) Affirmative action
D) Disparate treatment
24) Intentional discrimination is also called ________.
A) disparate impact
B) disparate treatment
C) adverse discrimination
D) mixed motive harassment
25) Ruben files a lawsuit against his employer for intentional discrimination based on the Civil
Rights Act of 1991. Ruben may sue for all of the following EXCEPT ________.
A) punitive damages
B) job reinstatement
C) compensatory damages
D) substantive consolidation
26) Under the Civil Rights Act of 1991, once a plaintiff shows disparate impact, who has the
burden of proving that the challenged practice is job related?
A) plaintiff
B) employee
C) employer
D) EEOC
27) In which of the following court cases did the plaintiff accuse the defendant of quid pro quo
sexual harassment?
A) Burlington Industries v. Ellerth
B) Griggs v. Duke Power Company
C) Farragher v. City of Boca Raton
D) Meritor Savings Bank, FSB v. Vinson
28) According to the guidelines of the ADA, all of the following are examples of reasonable
accommodations EXCEPT ________.
A) altering work schedules
B) modifying equipment
C) changing job qualifications
D) widening door openings
29) Which of the following is NOT considered sexual harassment?
A) unwelcome sexual advances that create an intimidating work environment
B) verbal conduct of a sexual nature which unreasonably interferes with job performance
C) mutually consensual physical conduct of a sexual nature between co-workers
D) requests for sexual favors made implicitly as a condition of employment
30) Maria is consulting an attorney about filing sexual harassment charges against her employer.
All of the following are ways that Maria can prove sexual harassment EXCEPT by showing that
________.
A) the verbal remarks of a co-worker were sexually flirtatious
B) the rejection of a supervisor’s sexual advances led to a demotion
C) a hostile environment was created by a co-worker’s sexual conversation
D) a hostile environment was created by a non-employee’s sexual advances
31) Judy was up for a promotion at Swensen Consulting 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 of the
following would Judy most likely be able to prove in court if she decided to sue Swensen
Consulting?
A) quid pro quo
B) disparate treatment
C) hostile environment created by co-workers
D) hostile environment created by non-employees
32) 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 decides to
quit her job rather than endure the jokes any longer. What form of sexual harassment has Shelley
experienced?
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
33) 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. 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.
34) T & N Enterprises wants to minimize sexual harassment claims. All of the following are
ways that the firm can minimize its liability in sexual harassment claims EXCEPT by ________.
A) training employees in sexual harassment policies
B) instituting a sexual harassment reporting process
C) investigating sexual harassment charges promptly
D) informing all employees about sexual harassment complaints
35) Sanders Sporting Goods, an international sporting goods chain, is being sued for sexual
harassment by a former Sanders employee. The plaintiff asserts that she was the victim of
numerous unwanted sexual advances from a male co-worker. The woman claims that Sanders’
management condoned a hostile work environment and that the company is liable for the actions
of the male employee.
Which of the following, if TRUE, would best support the plaintiff’s argument that Sanders is
liable for sexual harassment?
A) The HR department at Sanders has records of the plaintiff’s initial complaints.
B) Sanders lacks a management response system for handling sexual harassment complaints.
C) Sanders recently lost a court case filed by former employees claiming disparate treatment.
D) Exit interviews of outgoing Sanders employees include questions about sexual harassment.
36) Sanders Sporting Goods, an international sporting goods chain, is being sued for sexual
harassment by a former Sanders employee. The plaintiff asserts that she was the victim of
numerous unwanted sexual advances from a male co-worker. The woman claims that Sanders’
management condoned a hostile work environment and that the company is liable for the actions
of the male employee.
Which of the following, if TRUE, would most likely undermine the plaintiff’s claim that Sanders
is liable for the male employee’s conduct?
A) The male employee physically threatened the plaintiff on three occasions.
B) The male employee made sexual advances towards the plaintiff on a daily basis.
C) The plaintiff discussed her concerns about the male employee‘s conduct with female co–
workers.
D) The male employee was required by HR to participate in a sexual harassment awareness
course.
37) Sanders Sporting Goods, an international sporting goods chain, is being sued for sexual
harassment by a former Sanders employee. The plaintiff asserts that she was the victim of
numerous unwanted sexual advances from a male co-worker. The woman claims that Sanders’
management condoned a hostile work environment and that the company is liable for the actions
of the male employee.
All of the following are most likely relevant questions to address in this court case EXCEPT
________.
A) Does Sanders have a record of employees who claim disparate treatment in the workplace?
B) Did the plaintiff verbally state to her male co-worker that she found his behavior offensive?
C) Did Sanders take reasonable care to prevent sexual harassment in the workplace?
D) Is the male co-worker a U.S. citizen and is Sanders a U.S. entity?
38) One of Kara’s male co-workers has been making sexually suggestive comments to Kara
about her clothing and her appearance, which makes Kara feel uncomfortable at work. What is
the first step Kara should take to address the problem?
A) filing a complaint with the local EEOC office
B) consulting an attorney
C) filing a written report with the HR director
D) filing a verbal complaint with the harasser’s boss
39) According to studies, which of the following groups experiences the most sexual harassment
in the workplace?
A) homosexual men
B) minority men
C) minority women
D) white women
40) 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) Disability Discrimination in Employment Act of 1967