Question 1

Firms using make an extra effort to hire and promote those in protected groups.

Accepted Answer

A) ethical hiring practices 
B) diversity management 
C) affirmative action 
D) BFOQ 
E) network groups 
A) ethical hiring practices 
B) diversity management 
C) affirmative action 
D) BFOQ 
E) network groups C

Question 2

The Age Discrimination in Employment Act prohibits discriminating against a person 50 or over in any area of employment because of age.

Accepted Answer

A) True 
 B)False  False

Question 3

The prohibits employers with 15 or more workers from discriminating against qualified individuals with disabilities with regard to applications, hiring, discharge, compensation, advancement, training, or other terms, conditions, or privileges of employment.

Accepted Answer

A) Vocational Rehabilitation Act of 1973 
B) Civil Rights Act of 1991 
C) Vietnam Era Veterans' Readjustment Assistance Act of 1974 
D) Federal Violence Against Women Act of 1994 
E) American with Disabilities Act of 1990 
A) Vocational Rehabilitation Act of 1973 
B) Civil Rights Act of 1991 
C) Vietnam Era Veterans' Readjustment Assistance Act of 1974 
D) Federal Violence Against Women Act of 1994 
E) American with Disabilities Act of 1990 E

Question 4

What are the three forms of sexual harassment? Name and describe each one.

Accepted Answer

The three main ways an employee can prov

Question 5

With the exception of Title VII, congressional legislation generally applies only within U.S. territorial borders.

Accepted Answer

A) True 
 B)False

Question 6

Employers primarily use bona fide occupational qualification (BFOQ)as a defense against charges of discrimination based on .

Accepted Answer

A) race 
B) sexual orientation 
C) gender 
D) age 
E) all of the above 
A) race 
B) sexual orientation 
C) gender 
D) age 
E) all of the above

Question 7

Title VII of the 1964 Civil Rights Act bars discrimination on the part of most employers, including all public or private employers of 15 or more persons.

Accepted Answer

A) True 
 B)False

Question 8

What are the five sets of voluntary organizational activities that support the success of a diversity management program?

Accepted Answer

The activities are to provide

Question 9

Which of the following is not a principle established by Griggs v. Duke Power Company?

Accepted Answer

A) business necessity is a defense 
B) burden of proof is on the employer 
C) performance standards must be clear and ambiguous 
D) intent not to discriminate is irrelevant 
E) testing must be job-related 
A) business necessity is a defense 
B) burden of proof is on the employer 
C) performance standards must be clear and ambiguous 
D) intent not to discriminate is irrelevant 
E) testing must be job-related

Question 10

If an employee can show that an employer engaged in intentional discrimination with malice or reckless indifference to the federally protected rights of an aggrieved individual, the employee can ask for .

Accepted Answer

A) job reinstatement 
B) compensatory damages 
C) punitive damages 
D) back pay 
E) all of the above 
A) job reinstatement 
B) compensatory damages 
C) punitive damages 
D) back pay 
E) all of the above

Question 11

An employer can avoid liability for discrimination by proving that it would have taken the same action even without the discriminatory motive.

Accepted Answer

A) True 
 B)False

Question 12

The EEOC describes a(n)as an informal meeting held early in the investigation aimed at defining issues and determining if settlement is possible.

Accepted Answer

A) fact-finding conference 
B) attempted conciliation 
C) voluntary mediation 
D) negotiation 
E) mandatory arbitration 
A) fact-finding conference 
B) attempted conciliation 
C) voluntary mediation 
D) negotiation 
E) mandatory arbitration

Question 13

What was the name of the landmark case the Supreme Court used to define unfair discrimination?

Accepted Answer

A) Griggs v. Duke Power Company 
B) Meritor Savings Bank FSB v. Vinson 
C) Faragher v. City of Boca Raton 
D) Roe v. Wade 
E) Burlington Industries v. Ellerth 
A) Griggs v. Duke Power Company 
B) Meritor Savings Bank FSB v. Vinson 
C) Faragher v. City of Boca Raton 
D) Roe v. Wade 
E) Burlington Industries v. Ellerth

Question 14

Under the ADA, who holds the responsibility of establishing that an employee has a disability as defined by the ADA?

Accepted Answer

A) employer 
B) Supreme Court 
C) EEOC office 
D) employee 
E) none of the above 
A) employer 
B) Supreme Court 
C) EEOC office 
D) employee 
E) none of the above

Question 15

What type of organization is covered by Title VII of the 1964 Civil Rights Act?

Accepted Answer

A) state government 
B) private educational institutions 
C) private employers of 15 or more persons 
D) federal government 
E) all of the above 
A) state government 
B) private educational institutions 
C) private employers of 15 or more persons 
D) federal government 
E) all of the above

Question 16

If race, color, religion, sex, or national origin is a motivating factor in a termination, but the employee would have been terminated for failure to perform anyway, a(n)exists.

Accepted Answer

A) mixed motive 
B) disparate impact 
C) defense for liability 
D) business necessity 
E) none of the above 
A) mixed motive 
B) disparate impact 
C) defense for liability 
D) business necessity 
E) none of the above

Question 17

A approach to showing adverse impact means demonstrating that the employer's policy intentionally or unintentionally excluded members of a protected group.

Accepted Answer

A) population comparisons 
B) McDonnell-Douglas test 
C) prima facie 
D) restricted policy 
E) disparate rejection rates 
A) population comparisons 
B) McDonnell-Douglas test 
C) prima facie 
D) restricted policy 
E) disparate rejection rates

Question 18

Which of the following is not a form of sexual harassment according to EEOC guidelines?

Accepted Answer

A) requests for sexual favors made as a condition of employment 
B) unwelcome sexual advances that create an intimidating work environment 
C) mutually consensual physical conduct of a sexual nature 
D) verbal conduct of a sexual nature which unreasonably interferes with an individual's work performance 
E) all are forms of sexual harassment 
A) requests for sexual favors made as a condition of employment 
B) unwelcome sexual advances that create an intimidating work environment 
C) mutually consensual physical conduct of a sexual nature 
D) verbal conduct of a sexual nature which unreasonably interferes with an individual's work performance 
E) all are forms of sexual harassment

Question 19

Which of the following recruitment practices could be considered discriminatory?

Accepted Answer

A) refusal to advise some of work opportunities 
B) misleading information 
C) word of mouth 
D) help wanted ads with discriminatory language 
E) all of the above 
A) refusal to advise some of work opportunities 
B) misleading information 
C) word of mouth 
D) help wanted ads with discriminatory language 
E) all of the above

Question 20

Members of the EEOC are appointed by the .

Accepted Answer

A) Supreme Court 
B) President of the United States 
C) Senate 
D) Vice-President of the United States 
E) none of the above 
A) Supreme Court 
B) President of the United States 
C) Senate 
D) Vice-President of the United States 
E) none of the above

Firms using make an extra effort to hire and promote those in protected groups.

The Age Discrimination in Employment Act prohibits discriminating against a person 50 or over in any area of employment because of age.

The prohibits employers with 15 or more workers from discriminating against qualified individuals with disabilities with regard to applications, hiring, discharge, compensation, advancement, training, or other terms, conditions, or privileges of employment.

What are the three forms of sexual harassment? Name and describe each one.

With the exception of Title VII, congressional legislation generally applies only within U.S. territorial borders.

Employers primarily use bona fide occupational qualification (BFOQ)as a defense against charges of discrimination based on .

Title VII of the 1964 Civil Rights Act bars discrimination on the part of most employers, including all public or private employers of 15 or more persons.

What are the five sets of voluntary organizational activities that support the success of a diversity management program?

Which of the following is not a principle established by Griggs v. Duke Power Company?

If an employee can show that an employer engaged in intentional discrimination with malice or reckless indifference to the federally protected rights of an aggrieved individual, the employee can ask for .

An employer can avoid liability for discrimination by proving that it would have taken the same action even without the discriminatory motive.

The EEOC describes a(n)as an informal meeting held early in the investigation aimed at defining issues and determining if settlement is possible.

What was the name of the landmark case the Supreme Court used to define unfair discrimination?

Under the ADA, who holds the responsibility of establishing that an employee has a disability as defined by the ADA?

What type of organization is covered by Title VII of the 1964 Civil Rights Act?

If race, color, religion, sex, or national origin is a motivating factor in a termination, but the employee would have been terminated for failure to perform anyway, a(n)exists.

A approach to showing adverse impact means demonstrating that the employer's policy intentionally or unintentionally excluded members of a protected group.

Which of the following is not a form of sexual harassment according to EEOC guidelines?

Which of the following recruitment practices could be considered discriminatory?

Members of the EEOC are appointed by the .

Introduction to Human Resource Management

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters

Exam 2: Equal Opportunity and the Law

Firms using make an extra effort to hire and promote those in protected groups.

The Age Discrimination in Employment Act prohibits discriminating against a person 50 or over in any area of employment because of age.

The prohibits employers with 15 or more workers from discriminating against qualified individuals with disabilities with regard to applications, hiring, discharge, compensation, advancement, training, or other terms, conditions, or privileges of employment.

What are the three forms of sexual harassment? Name and describe each one.

With the exception of Title VII, congressional legislation generally applies only within U.S. territorial borders.

Employers primarily use bona fide occupational qualification (BFOQ)as a defense against charges of discrimination based on .

Title VII of the 1964 Civil Rights Act bars discrimination on the part of most employers, including all public or private employers of 15 or more persons.

What are the five sets of voluntary organizational activities that support the success of a diversity management program?

Which of the following is not a principle established by Griggs v. Duke Power Company?

If an employee can show that an employer engaged in intentional discrimination with malice or reckless indifference to the federally protected rights of an aggrieved individual, the employee can ask for .

An employer can avoid liability for discrimination by proving that it would have taken the same action even without the discriminatory motive.

The EEOC describes a(n)as an informal meeting held early in the investigation aimed at defining issues and determining if settlement is possible.

What was the name of the landmark case the Supreme Court used to define unfair discrimination?

Under the ADA, who holds the responsibility of establishing that an employee has a disability as defined by the ADA?

What type of organization is covered by Title VII of the 1964 Civil Rights Act?

If race, color, religion, sex, or national origin is a motivating factor in a termination, but the employee would have been terminated for failure to perform anyway, a(n)exists.

A approach to showing adverse impact means demonstrating that the employer's policy intentionally or unintentionally excluded members of a protected group.

Which of the following is not a form of sexual harassment according to EEOC guidelines?

Which of the following recruitment practices could be considered discriminatory?

Members of the EEOC are appointed by the .

Introduction to Human Resource Management

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters