Question 1

The American with Disabilities Act of 1990 does not list specific disabilities.

Accepted Answer

A) True 
 B)False  True

Question 2

Which court case was important because its ruling provided details regarding how employers should validate screening tools?

Accepted Answer

A)  Roe v. Wade 
B)  Albemarle Paper Company v. Moody 
C)  Griggs v. Duke Power Company 
D)  Burlington Industries v. Ellerth 
A)  Roe v. Wade 
B)  Albemarle Paper Company v. Moody 
C)  Griggs v. Duke Power Company 
D)  Burlington Industries v. Ellerth B

Question 3

EEOC investigators are empowered to act as courts and can conclude discrimination based on their investigations.

Accepted Answer

A) True 
 B)False  False

Question 4

Explain the important aspects of Title VII.

Accepted Answer

Title VII prohibits the use of race, rel

Question 5

Which of the following court decisions broadly endorses the EEOC's guidelines on sexual harassment?

Accepted Answer

A)  Meritor Savings v. Vinson 
B)  Burlington Industries v. Ellerth 
C)  Farragher v. City of Boca Raton 
D)  Griggs v. Duke Power 
A)  Meritor Savings v. Vinson 
B)  Burlington Industries v. Ellerth 
C)  Farragher v. City of Boca Raton 
D)  Griggs v. Duke Power

Question 6

According to the Americans with Disabilities Act, which of the following is NOT considered a disability?

Accepted Answer

A)  homosexuality 
B)  voyeurism 
C)  pyromania 
D)  All of the above. 
A)  homosexuality 
B)  voyeurism 
C)  pyromania 
D)  All of the above.

Question 7

How can an employer defend itself against sexual harassment liability? Name and describe two methods.

Accepted Answer

An employer must show that it exercised

Question 8

The Vocational Rehabilitation Act requires that employers accommodate disabled workers except when doing so imposes ________.

Accepted Answer

A)  an undue hardship 
B)  any form of inconvenience 
C)  any financial burden 
D)  any objection by the customers 
A)  an undue hardship 
B)  any form of inconvenience 
C)  any financial burden 
D)  any objection by the customers

Question 9

It is lawful to segregate or classify your employees on the basis of national origin.

Accepted Answer

A) True 
 B)False

Question 10

Under the Civil Rights Act of 1991, a discrimination claim must be filed within ________ after the alleged incident took place.

Accepted Answer

A)  six months 
B)  one year 
C)  300 days 
D)  three years 
A)  six months 
B)  one year 
C)  300 days 
D)  three years

Question 11

What does BFOQ stand for? Explain the rationale behind it.

Accepted Answer

Bona Fide Occupational Qualification. Th

Question 12

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

Question 13

Changing performance appraisal to include components regarding intergroup conflicts is not helpful in managing diversity.

Accepted Answer

A) True 
 B)False

Question 14

Under the ADA, if a disabled individual cannot perform a job as currently structured, the employer must make a reasonable accommodation unless doing so would present an undue hardship. What might qualify as reasonable accommodation?

Accepted Answer

Reasonable accommodation might

Question 15

Judy was up for a promotion 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 form of sexual harassment is this?

Accepted Answer

A)  quid pro quo 
B)  hostile environment created by supervisors 
C)  hostile environment created by co-workers 
D)  hostile environment created by non-employees 
A)  quid pro quo 
B)  hostile environment created by supervisors 
C)  hostile environment created by co-workers 
D)  hostile environment created by non-employees

Question 16

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

Accepted Answer

The three main ways an employee can prov

Question 17

The ________ requires employers with federal contracts over $2500 to take affirmative action in employing handicapped persons.

Accepted Answer

A)  Age Discrimination in Employment Act 
B)  Vocational Rehabilitation Act 
C)  Equal Pay Act 
D)  Office of Federal Contract Compliance Programs 
A)  Age Discrimination in Employment Act 
B)  Vocational Rehabilitation Act 
C)  Equal Pay Act 
D)  Office of Federal Contract Compliance Programs

Question 18

Executive Orders reduce the scope of Title VII.

Accepted Answer

A) True 
 B)False

Question 19

List and explain five things that an employer cannot do with regard to discriminatory employment practices.

Accepted Answer

The answer should contain five of the fo

Question 20

Only an aggrieved individual can file discrimination charges against another.

Accepted Answer

A) True 
 B)False

The American with Disabilities Act of 1990 does not list specific disabilities.

Which court case was important because its ruling provided details regarding how employers should validate screening tools?

EEOC investigators are empowered to act as courts and can conclude discrimination based on their investigations.

Explain the important aspects of Title VII.

Which of the following court decisions broadly endorses the EEOC's guidelines on sexual harassment?

According to the Americans with Disabilities Act, which of the following is NOT considered a disability?

How can an employer defend itself against sexual harassment liability? Name and describe two methods.

The Vocational Rehabilitation Act requires that employers accommodate disabled workers except when doing so imposes ________.

It is lawful to segregate or classify your employees on the basis of national origin.

Under the Civil Rights Act of 1991, a discrimination claim must be filed within ________ after the alleged incident took place.

What does BFOQ stand for? Explain the rationale behind it.

________ 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.

Changing performance appraisal to include components regarding intergroup conflicts is not helpful in managing diversity.

Under the ADA, if a disabled individual cannot perform a job as currently structured, the employer must make a reasonable accommodation unless doing so would present an undue hardship. What might qualify as reasonable accommodation?

Judy was up for a promotion 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 form of sexual harassment is this?

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

The ________ requires employers with federal contracts over $2500 to take affirmative action in employing handicapped persons.

Executive Orders reduce the scope of Title VII.

List and explain five things that an employer cannot do with regard to discriminatory employment practices.

Only an aggrieved individual can file discrimination charges against another.

Managing Human Resources Today

Personnel Planning and Recruiting

Testing and Selecting Employees

Training and Developing Employees

Performance Management and Appraisal

Compensating Employees

Ethics and Fair Treatment in Human Resource Management

Managing Labor Relations and Collective Bargaining

Protecting Safety and Health

Filters

Exam 2: Managing Equal Opportunity and Diversity

The American with Disabilities Act of 1990 does not list specific disabilities.

Which court case was important because its ruling provided details regarding how employers should validate screening tools?

EEOC investigators are empowered to act as courts and can conclude discrimination based on their investigations.

Explain the important aspects of Title VII.

Which of the following court decisions broadly endorses the EEOC's guidelines on sexual harassment?

According to the Americans with Disabilities Act, which of the following is NOT considered a disability?

How can an employer defend itself against sexual harassment liability? Name and describe two methods.

The Vocational Rehabilitation Act requires that employers accommodate disabled workers except when doing so imposes ________.

It is lawful to segregate or classify your employees on the basis of national origin.

Under the Civil Rights Act of 1991, a discrimination claim must be filed within ________ after the alleged incident took place.

What does BFOQ stand for? Explain the rationale behind it.

________ 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.

Changing performance appraisal to include components regarding intergroup conflicts is not helpful in managing diversity.

Under the ADA, if a disabled individual cannot perform a job as currently structured, the employer must make a reasonable accommodation unless doing so would present an undue hardship. What might qualify as reasonable accommodation?

Judy was up for a promotion 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 form of sexual harassment is this?

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

The ________ requires employers with federal contracts over $2500 to take affirmative action in employing handicapped persons.

Executive Orders reduce the scope of Title VII.

List and explain five things that an employer cannot do with regard to discriminatory employment practices.

Only an aggrieved individual can file discrimination charges against another.

Managing Human Resources Today

Personnel Planning and Recruiting

Testing and Selecting Employees

Training and Developing Employees

Performance Management and Appraisal

Compensating Employees

Ethics and Fair Treatment in Human Resource Management

Managing Labor Relations and Collective Bargaining

Protecting Safety and Health

Filters