Question 1

Depression, anxiety disorders, panic disorders, obsessive-compulsive disorders, and personality disorders are examples of under EEOC guidelines.

Accepted Answer

A) hearing and/or speech impairments 
B) mental impairments 
C) mobility impairments 
D) physical impairments 
E) none of the above 
A) hearing and/or speech impairments 
B) mental impairments 
C) mobility impairments 
D) physical impairments 
E) none of the above

Question 2

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 .

Accepted Answer

A) Griggs held a GED 
B) high school diplomas were not related to job success as a coal handler 
C) no business necessity existed 
D) Duke Power Company intended to discriminate against blacks 
E) all of the above 
A) Griggs held a GED 
B) high school diplomas were not related to job success as a coal handler 
C) no business necessity existed 
D) Duke Power Company intended to discriminate against blacks 
E) all of the above

Question 3

The EEOC uses testers-individuals who pose as applicants to test a firm's equal employment procedures.

Accepted Answer

A) True 
 B)False

Question 4

Intentional discrimination is also called .

Accepted Answer

A) adverse discrimination 
B) quid pro quo 
C) disparate treatment 
D) disparate impact 
E) mixed motive 
A) adverse discrimination 
B) quid pro quo 
C) disparate treatment 
D) disparate impact 
E) mixed motive

Question 5

The ADA requires employers to have job descriptions in order to document the essential functions of each position.

Accepted Answer

A) True 
 B)False

Question 6

How many members serve on the Equal Employment Opportunity Commission?

Accepted Answer

A) 3 
B) 5 
C) 9 
D) 10 
E) 12 
A) 3 
B) 5 
C) 9 
D) 10 
E) 12

Question 7

refers to the total employment process that results in a significantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion.

Accepted Answer

A) Disparate treatment 
B) Prima facie 
C) Adverse impact 
D) Unintentional discrimination 
E) Disparate impact 
A) Disparate treatment 
B) Prima facie 
C) Adverse impact 
D) Unintentional discrimination 
E) Disparate impact

Question 8

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 decided to quit rather than endure the jokes any longer. What form of sexual harassment is Shelley a victim of?

Accepted Answer

A) hostile environment created by co-workers 
B) hostile environment created by supervisors 
C) hostile environment created by nonemployees 
D) quid pro quo 
E) none of the above; Shelley is not a victim of sexual harassment 
A) hostile environment created by co-workers 
B) hostile environment created by supervisors 
C) hostile environment created by nonemployees 
D) quid pro quo 
E) none of the above; Shelley is not a victim of sexual harassment

Question 9

Only an aggrieved individual can file discrimination charges against another.)

Accepted Answer

A) True 
 B)False

Question 10

The Equal Pay Act of 1963 made it unlawful to discriminate against employees or applicants for employment who are between 40 and 65 years of age.

Accepted Answer

A) True 
 B)False

Question 11

The made 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.

Accepted Answer

A) Equal Pay Act of 1963 
B) Age Discrimination in Employment Act of 1967 
C) Title VII 
D) 13th Amendment to the U.S. Constitution 
E) Executive Order 11246 
A) Equal Pay Act of 1963 
B) Age Discrimination in Employment Act of 1967 
C) Title VII 
D) 13th Amendment to the U.S. Constitution 
E) Executive Order 11246

Question 12

Shippers Express is accused of adverse impact on a protected group. 80% of all male applicants are hired but only 50% of female applicants are hired. Using the formula for disparate rejection rates, adverse impact cannot be shown.

Accepted Answer

A) True 
 B)False

Question 13

The EEOC receives and investigates job discrimination complaints from aggrieved individuals.

Accepted Answer

A) True 
 B)False

Question 14

Which amendment is generally viewed as barring discrimination based on sex, national origin, or race?

Accepted Answer

A) First 
B) Fifth 
C) Tenth 
D) Thirteenth 
E) Fourteenth 
A) First 
B) Fifth 
C) Tenth 
D) Thirteenth 
E) Fourteenth

Question 15

When harassment is of a serious nature, an employee can consider suing for .

Accepted Answer

A) compensatory and punitive damages 
B) injuctive relief 
C) intentional infliction of emotional distress 
D) assault and battery 
E) all of the above 
A) compensatory and punitive damages 
B) injuctive relief 
C) intentional infliction of emotional distress 
D) assault and battery 
E) all of the above

Question 16

What is the first step an employee should take to address a problem of sexual harassment?

Accepted Answer

A) write a letter to the accuser 
B) file a verbal complaint with the harasser's boss 
C) consult an attorney 
D) file a complaint with the human resource director 
E) file a complaint with the local EEOC office 
A) write a letter to the accuser 
B) file a verbal complaint with the harasser's boss 
C) consult an attorney 
D) file a complaint with the human resource director 
E) file a complaint with the local EEOC office

Question 17

Under the Civil Rights Act of 1991, disparate impact claims require proof of discriminatory intent.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following is not a way an employer can show reasonable care to defend against sexual harassment liability?

Accepted Answer

A) training employees in sexual harassment policies 
B) development of a strong sexual harassment policy 
C) instituting a sexual harassment reporting process 
D) investigating sexual harassment charges promptly 
E) all are ways of showing reasonable care 
A) training employees in sexual harassment policies 
B) development of a strong sexual harassment policy 
C) instituting a sexual harassment reporting process 
D) investigating sexual harassment charges promptly 
E) all are ways of showing reasonable care

Question 19

The 13th Amendment to the U.S. Constitution states, "no person shall be deprived of life, liberty, or property, without due process of the law."

Accepted Answer

A) True 
 B)False

Question 20

Simply being disabled qualifies someone for a job under the ADA.

Accepted Answer

A) True 
 B)False

Depression, anxiety disorders, panic disorders, obsessive-compulsive disorders, and personality disorders are examples of under EEOC guidelines.

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 .

The EEOC uses testers-individuals who pose as applicants to test a firm's equal employment procedures.

Intentional discrimination is also called .

The ADA requires employers to have job descriptions in order to document the essential functions of each position.

How many members serve on the Equal Employment Opportunity Commission?

refers to the total employment process that results in a significantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion.

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 decided to quit rather than endure the jokes any longer. What form of sexual harassment is Shelley a victim of?

Only an aggrieved individual can file discrimination charges against another.)

The Equal Pay Act of 1963 made it unlawful to discriminate against employees or applicants for employment who are between 40 and 65 years of age.

The made 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.

Shippers Express is accused of adverse impact on a protected group. 80% of all male applicants are hired but only 50% of female applicants are hired. Using the formula for disparate rejection rates, adverse impact cannot be shown.

The EEOC receives and investigates job discrimination complaints from aggrieved individuals.

Which amendment is generally viewed as barring discrimination based on sex, national origin, or race?

When harassment is of a serious nature, an employee can consider suing for .

What is the first step an employee should take to address a problem of sexual harassment?

Under the Civil Rights Act of 1991, disparate impact claims require proof of discriminatory intent.

Which of the following is not a way an employer can show reasonable care to defend against sexual harassment liability?

The 13th Amendment to the U.S. Constitution states, "no person shall be deprived of life, liberty, or property, without due process of the law."

Simply being disabled qualifies someone for a job under the ADA.

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

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Exam 2: Equal Opportunity and the Law

Depression, anxiety disorders, panic disorders, obsessive-compulsive disorders, and personality disorders are examples of under EEOC guidelines.

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 .

The EEOC uses testers-individuals who pose as applicants to test a firm's equal employment procedures.

Intentional discrimination is also called .

The ADA requires employers to have job descriptions in order to document the essential functions of each position.

How many members serve on the Equal Employment Opportunity Commission?

refers to the total employment process that results in a significantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion.

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 decided to quit rather than endure the jokes any longer. What form of sexual harassment is Shelley a victim of?

Only an aggrieved individual can file discrimination charges against another.)

The Equal Pay Act of 1963 made it unlawful to discriminate against employees or applicants for employment who are between 40 and 65 years of age.

The made 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.

Shippers Express is accused of adverse impact on a protected group. 80% of all male applicants are hired but only 50% of female applicants are hired. Using the formula for disparate rejection rates, adverse impact cannot be shown.

The EEOC receives and investigates job discrimination complaints from aggrieved individuals.

Which amendment is generally viewed as barring discrimination based on sex, national origin, or race?

When harassment is of a serious nature, an employee can consider suing for .

What is the first step an employee should take to address a problem of sexual harassment?

Under the Civil Rights Act of 1991, disparate impact claims require proof of discriminatory intent.

Which of the following is not a way an employer can show reasonable care to defend against sexual harassment liability?

The 13th Amendment to the U.S. Constitution states, "no person shall be deprived of life, liberty, or property, without due process of the law."

Simply being disabled qualifies someone for a job under the ADA.

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

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