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1. Equal employment opportunity refers to actions required of employers to correct past discrimination against minorities.
a.
True
b.
False
ANSWER:
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
ANSWER:
True
3. Several employees filed discrimination charges against ValuTech. If they cannot get satisfaction through the EEOC,
they can appeal to the courts for a consent decree to remedy the situation.
a.
True
b.
False
ANSWER:
False
4. Early nondiscrimination laws were ineffective in large part because they failed to give enforcement power to the
agencies charged with upholding them.
a.
True
b.
False
ANSWER:
True
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
ANSWER:
True
6. In her role as a manager at Encor Enterprises, Susie carries out certain discriminatory policies that are in place at the
company. Susie cannot be sued for discrimination because she merely acts as an agent of her employer.
a.
True
b.
False
ANSWER:
False
7. Women and minority groups are referred to as protected classes.
a.
True
b.
False
ANSWER:
True
8. There are seven production managers at Wallace Inc., four men and three women. All four men have higher salaries
than the three women. Since the men have all been in the position longer than the women, Wallace Inc., has a legal
justification for paying the men more.
a.
True
b.
False
ANSWER:
True
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9. Title VII of the Civil Rights Act prohibits discrimination on the basis of race, color, religion, sex, or national origin.
a.
True
b.
False
ANSWER:
True
10. Sarah is responsible for making sure that her employer’s workforce is at parity with the relevant labor market. She
accomplishes this by performing a workforce utilization analysis.
a.
True
b.
False
ANSWER:
True
11. State and local governments are exempted from the provisions of the Civil Rights Act and Equal Employment law.
a.
True
b.
False
ANSWER:
False
12. The Civil Rights Act of 1964 established the Equal Employment Opportunity Commission.
a.
True
b.
False
ANSWER:
True
13. A religious organization that employs people of a specific religion is excluded from the coverage of the Civil Rights
Act.
a.
True
b.
False
ANSWER:
True
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
ANSWER:
True
15. A women’s apparel store may not refuse to hire a male for a job as a fitting room attendant.
a.
True
b.
False
ANSWER:
False
16. The courts ruled that the pay disparity between the sexes at Jaxon Corp. was illegal and ordered the company to
remedy it. Jaxon Corp. cannot lower the wages of the higher-paid group in order to comply with the law.
a.
True
b.
False
ANSWER:
True
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17. The Equal Employment Opportunity Act of 1972 strengthened the enforcement power of the Equal Employment
Opportunity Commission (EEOC).
a.
True
b.
False
ANSWER:
True
18. The Pregnancy Discrimination Act requires pregnancy leave dates to be based on the individual employee’s ability to
work. Therefore, managers are not permitted to mandate the dates for pregnancy leaves.
a.
True
b.
False
ANSWER:
True
19. Employers are legally required to treat pregnancy the same way they treat any other medical disability.
a.
True
b.
False
ANSWER:
True
20. If people are regarded as having a disability, then they are protected under the Americans with Disabilities Act.
a.
True
b.
False
ANSWER:
True
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
ANSWER:
False
22. U.S. government-owned corporations are exempted from the Civil Rights Act of 1964.
a.
True
b.
False
ANSWER:
True
23. Jim has a medical condition that makes it difficult for him to stand for long periods of time, an essential part of his job.
His employer would be making a reasonable accommodation for this disability if they reassign Jim to a vacant position.
a.
True
b.
False
ANSWER:
True
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
ANSWER:
False
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25. Felton Corp. has two government contracts of $15,000 each. According to Executive Order 11246, Felton Corp. is
required to develop an affirmative action plan.
a.
True
b.
False
ANSWER:
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
ANSWER:
False
27. An employee at Felton Corp. finds jokes, pictures, or language used by others offensive. Felton Corp. may be guilty of
sexual harassment because it has created a hostile environment.
a.
True
b.
False
ANSWER:
True
28. Dirty jokes, vulgar slang, nude pictures, swearing, and personal ridicule and insult constitute quid pro quo sexual
harassment.
a.
True
b.
False
ANSWER:
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
ANSWER:
False
30. Management at Felton Corp. were not aware that sexual harassment was taking place, but the victims demonstrated
that they should have known. According to the Equal Employment Opportunity Commission (EEOC), in this situation the
employer is guilty of sexual harassment.
a.
True
b.
False
ANSWER:
True
31. Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.
a.
True
b.
False
ANSWER:
True
32. The bona fide occupational qualification (BFOQ) exception does not apply to discrimination based on national origin.
a.
True
b.
False
ANSWER:
False
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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
ANSWER:
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
ANSWER:
True
35. Felton Corp. will be found in violation of the Immigration Reform and Control Act, if it does not submit all completed
Form I-9s to Immigration and Naturalization Service officers for approval.
a.
True
b.
False
ANSWER:
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
ANSWER:
True
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
ANSWER:
True
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
ANSWER:
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
ANSWER:
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.
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a.
True
b.
False
ANSWER:
True
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
ANSWER:
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
ANSWER:
True
43. Marcus is a member of a protected group and was turned down for a position at Felton Corp. He has alleged that
Felton has unintentionally discriminated against him based on this group membership. Marcus is pursuing an adverse
impact claim.
a.
True
b.
False
ANSWER:
True
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
ANSWER:
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
ANSWER:
True
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
ANSWER:
False
47. Disparate treatment would arise when an employer hires men but not women with school-age children.
a.
True
b.
False
ANSWER:
True
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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
ANSWER:
True
49. The Griggs case established the principle that employment selection practices must be related to job success.
a.
True
b.
False
ANSWER:
True
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
ANSWER:
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
ANSWER:
True
52. Twelve associates at Felton Corp. took a test administered by the firm to be promoted to senior associate. Eight men
passed the test, but one man and three women failed it. Because no women passed the test, Felton Corp. did not promote
any of the applicants and devised a new selection tool. The eight men who passed could bring a lawsuit against Felton
Corp. based on the Ricci ruling.
a.
True
b.
False
ANSWER:
True
53. Ted is a 32-year-old white male. He was hired at the same time as Renee, a female, and Luis, a Hispanic male. All
three are associates on the same work team, with similar job duties and comparable performance appraisals. This month,
both Renee and Luis were promoted to senior associate, while Ted was not. Ted may have a claim of reverse
discrimination against his employer.
a.
True
b.
False
ANSWER:
True
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
ANSWER:
True
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55. George filed a discrimination charge against his employer. While the case was pending, the employer subjected
George to increased supervision to ensure that he was doing his job properly. The employer has improperly retaliated
against George.
a.
True
b.
False
ANSWER:
True
56. Affirmative action programs are required by all employers.
a.
True
b.
False
ANSWER:
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
ANSWER:
True
58. The employment of individuals in a fair and nonbiased manner is called
a.
reasonable accommodation.
b.
equal employment opportunity.
c.
civil rights policy.
d.
diversity management.
ANSWER:
b
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.
ANSWER:
a
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.
ANSWER:
b
61. Which of the following people would not fall under the broad definition of protected classes?
a.
A 32-year-old black man
b.
A 27-year-old white woman
c.
A 58-year-old white man
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d.
A 40-year-old white man
ANSWER:
d
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.
ANSWER:
c
63. Which of the following would be able to use the Equal Pay Act as a basis for a pay discrimination complaint against
an employer?
a.
Someone over the age of 55
b.
A woman
c.
A Muslim
d.
Someone who is black
ANSWER:
b
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.
ANSWER:
c
65. Elana filed a discrimination charge against her employer. While the case was still pending, she was transferred to a
less desirable job. In this situation, the employer is engaging in
a.
affirmative action.
b.
retaliation.
c.
reverse discrimination.
d.
harassment.
ANSWER:
b
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.
ANSWER:
b
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
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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
ANSWER:
d
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
ANSWER:
b
69. ValuTech offers a comprehensive training and mentoring program to its employees who are members of a protected
class in order to provide them with more opportunities for advancement. ValuTech is engaging in
a.
diversity management.
b.
affirmative action.
c.
reverse discrimination.
d.
workforce utilization.
ANSWER:
b
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.
ANSWER:
c
71. Title VII provisions for religion
a.
require employers to make reasonable accommodations for religious observance or practice.
b.
do not permit religion to be a bona fide occupational qualification.
c.
require employers to grant complete religious freedom in employment situations in accordance with the First
Amendment.
d.
require that the workplace be free from all religious expression.
ANSWER:
a
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 and 30 years of age.
ANSWER:
a
73. Age discrimination does NOT exist when
a.
older workers are excluded from critical work activities.
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b.
older workers are let go or reassigned because they are unable to perform assigned duties.
c.
older workers are pressured to take early retirement.
d.
older workers are terminated during downsizing.
ANSWER:
b
74. Anna filed a charge of employment discrimination. An EEOC investigation resulted in a determination to dismiss the
charge. What could Anna do next?
a.
Reach a settlement
b.
Find reasonable cause
c.
Achieve conciliation
d.
File a suit herself
ANSWER:
d
75. Ramon filed a discrimination charge against his employer. In what situation might he expect the EEOC to file a suit in
Federal District Court?
a.
If it is deferred to a state agency
b.
If the two parties reach a settlement
c.
If conciliation is unsuccessful
d.
If the charges are dismissed
ANSWER:
c
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.
ANSWER:
b
77. Which of the following is NOT a basis for a claim of 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
ANSWER:
b
78. The Americans 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.
ANSWER:
c
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
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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.
ANSWER:
a
80. The law that requires certain 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.
ANSWER:
d
81. ValuTech has been found guilty of past discrimination. It is now obligated to follow a court-ordered program to reach
specified hiring and promotional goals. This program will be implemented through a(n)
a.
consent decree.
b.
validation study.
c.
change form.
d.
executive order.
ANSWER:
a
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.
ANSWER:
a
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.
ANSWER:
a
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
ANSWER:
a
85. Which of the following is NOT a valid defense to an alleged Equal Pay Act violation?
a.
Paying a male worker more because he has greater seniority
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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 work
ANSWER:
c
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
ANSWER:
b
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
ANSWER:
d
88. Peter, a 35-year-old white man, is in a production unit with one other white man, two women, and a Hispanic man.
Over the past year, the two women and the Hispanic man have received the best assignments. On two occasions when
Peter requested a specific assignment because he felt it was more interesting and offered more learning opportunities, his
request was denied and the assignment was given to one of the women. Peter is experiencing
a.
sexual harassment.
b.
retaliation.
c.
affirmative action.
d.
reverse discrimination.
ANSWER:
d
89. To comply with the Immigration Reform and Control Act, employers should do all of the following EXCEPT
a.
complete and retain form I-9.
b.
present form I-9 for inspection upon request.
c.
verify the citizenship or immigration status of their employees.
d.
refuse to hire immigrants.
ANSWER:
d
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.
ANSWER:
b
91. An important step in avoiding discriminatory practices during selection is to
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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.
ANSWER:
c
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.
ANSWER:
a
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.
ANSWER:
b
94. When pursuing an adverse impact claim, an individual is alleging
a.
unintentional discrimination against an individual belonging to a nonprotected class.
b.
intentional discrimination against an individual belonging to a nonprotected class.
c.
unintentional discrimination against a protected class.
d.
intentional discrimination against a protected class.
ANSWER:
c
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.
ANSWER:
d
96. Tim’s analysis revealed that as a class, Hispanic workers at his firm are underutilized. What does this mean?
a.
Their workforce composition is below external figures.
b.
They make less money than members of nonprotected classes.
c.
They work fewer hours than non-Hispanic workers.
d.
They earn less than the national average.
ANSWER:
a
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?
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a.
24
b.
20
c.
16
d.
12
ANSWER:
c
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
ANSWER:
c
99. Disparate treatment cases involve
a.
discharge complaints.
b.
purposeful discrimination.
c.
affirmative action goals.
d.
immigration cases.
ANSWER:
b
100. In the past, Fulton Foods hired very few workers who were protected class members. Over the past three years, the
company has been actively encouraging employment diversity. One step Fulton Foods has taken is to post all job
opportunities with minority agencies. Fulton Foods is engaging in
a.
reverse discrimination.
b.
workforce utilization.
c.
affirmative action.
d.
consent decrees.
ANSWER:
c
101. An employer’s workforce is said to be at parity with the relevant labor market when
a.
women are hired at the same rate as men from the surrounding labor market.
b.
affirmative action goals are achieved at the same rate as other employers in the surrounding labor market.
c.
the employer’s workforce by race and sex compares favorably with the surrounding labor market
d.
adverse impact is eliminated in the selection of employees from the surrounding labor market.
ANSWER:
c
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.
selection tools must be related to job success.
d.
employment tests are illegal.
ANSWER:
c
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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.
ANSWER:
c
104. ValuTech employs workers from a labor market composed of 21 percent black workers and 17 percent Hispanic
workers. The racial composition of the workers at ValuTech is 76 percent white, 14 percent black, and 10 percent
Hispanic. Based on these figures, the protected class at ValuTech is
a.
overcompensated.
b.
at parity.
c.
underutilized.
d.
discriminated against.
ANSWER:
c
105. The managers at ValuTech need to determine whether or not the racial makeup of its staff accurately reflects the
surrounding labor market. The best way to collect this information is to
a.
interview the employees.
b.
do a workforce utilization analysis.
c.
perform validation studies.
d.
use E-Verify.
ANSWER:
b
106. Jim is a single parent of a child with a disability. He was denied a job for which he was arguably the best candidate.
When he asked why he lost out on the position, the potential employer expressed concerns that Jim might be unreliable
because of his responsibilities to his child. Jim may have grounds for a suit against the employer based on
a.
Title VII of the Civil Rights Act.
b.
EEOC enforcement guidelines issued in 2007.
c.
Americans with Disabilities Act of 1990.
d.
Executive Order 11246.
ANSWER:
b
107. Fulton Foods employs workers from a labor market composed of 31 percent black workers, 11 percent Hispanic
workers, and 2 percent Asian workers. The racial composition of the workers at Fulton Foods is 56 percent white, 30
percent black, 12 percent Hispanic, and 2 percent Asian. Based on these figures, the protected class at Fulton Foods is
a.
undercompensated.
b.
overcompensated.
c.
underutilized.
d.
at parity.
ANSWER:
d
108. Under the law, discrimination charges must be filed within __________ days of the alleged unlawful practice.
a.
60
b.
90
Name:
Class:
Date:
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c.
120
d.
180
ANSWER:
d
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.
ANSWER:
d
110. Nikki believes she was discriminated against by Fulton Foods when they refused to hire her. What is her first step in
processing a complaint?
a.
File a charge form with the EEOC
b.
File a proof of reasonable cause with the EEOC
c.
File a suit in Federal District Court
d.
File a request for conciliation
ANSWER:
a
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.
ANSWER:
d
112. Affirmative action occurs when employers
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.
ANSWER:
d
113. The basic steps in developing an effective affirmative action plan include all of the following EXCEPT
a.
initiating proactive recruitment and selection methods.
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.
ANSWER:
d
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
Name:
Class:
Date:
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c.
University of California Regents v. Bakke
d.
Ricci v. DeStafano
ANSWER:
c
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.
Ricci v. DeStafano
d.
United Steelworkers of America v. Weber
ANSWER:
d
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. DeStafano
b.
Albemarle Paper Co. v. Moody
c.
University of California Regents v. Bakke
d.
United Steelworkers of America v. Weber
ANSWER:
a
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.
ANSWER:
a
118. Top management at ValuTech want to proactively leverage diversity within the company. The first step towards this
goal is to
a.
ignore difference.
b.
understand difference.
c.
see difference.
d.
value difference.
ANSWER:
c
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
ANSWER:
b
Name:
Class:
Date:
climate in which the principles of dignity, respect, and the acceptance of a diverse workforce are the norm and
therefore expected.
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.
ANSWER:
d
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.
ANSWER:
b
122. Why do businesses need to be aware of executive orders that apply to government contractors? What are some of
those orders and their provisions?
ANSWER:
Executive orders are used to provide equal employment opportunity to individuals employed by government
contractors. Since many large employers and numerous small companies have contracts with the federal
government, managers are expected to know and comply with the provisions of executive orders and other
laws.
Executive Order 11246 (1965), as amended by Order 11375 (1966):
Prohibits employment discrimination based on race, color, religion, sex, or national origin by government
contractors with contracts exceeding $10,000; requires contractors employing 50 or more workers to develop
affirmative action plans when government contracts exceed $50,000 per year.
Executive Order 11478 (1969):
Obligates the federal government to ensure that all personnel actions affecting applicants for employment be
free from discrimination based on race, color, religion, sex, or national origin.
123. Explain the different forms of sexual harassment as recognized by the EEOC.
ANSWER:
The EEOC recognizes both quid pro quo and hostile work environment forms of sexual harassment. Quid pro
quo harassment involves a tangible or economic consequence, such as a demotion or loss of pay. If a
supervisor promotes an employee only after the person agrees to an after-work date, the conduct is clearly
illegal.
Hostile work environment harassment can occur when unwelcome sexual conduct “has the purpose or effect
of unreasonably interfering with job performance or creating an intimidating, hostile, or offensive working
environment.” Dirty jokes, vulgar slang, nude pictures, swearing, and personal ridicule and insult create a
hostile environment when an employee finds them offensive. E-mail, instant and text messages, and posts on
social-networking sites have become convenient ways for employees to sexually harass their coworkers
electronically.
124. What should be included in a training program when trying to prevent discrimination claims?
ANSWER:
A comprehensive training program will include (1) the prohibitions covered in the various EEO statutes and
Name:
Class:
Date:
125. According to the EEOC, what are the basic steps in developing an effective affirmative action program?
ANSWER:
1. Issue a written equal employment opportunity policy and an affirmative action commitment statement.
2. Publicize the policy and the organization’s commitment to affirmative action.
3. Appoint a top official to direct and implement the program.
4. Survey minority and female employment by department and job classification.
5. Develop goals and timetables to improve utilization of minorities and women in each area in which
underutilization has been identified.
6. Develop and implement specific programs to achieve goals.
7. Establish an internal audit and reporting system to monitor and evaluate progress in each aspect of the
program.
8. Develop supportive in-house and community programs.
126. What is a bona fide occupational qualification? Are they a good idea? Do we need more?
ANSWER:
A bona fide occupational qualification (BFOQ) permits discrimination when employer hiring preferences are a
reasonable necessity; age, religion, sex, and national origin are the only areas where a BFOQ is permitted
suitable defense against a discrimination charge.
Answers will vary regarding whether or not they are a good idea and if more are needed.