Question 1

Employers primarily use a bona fide occupation qualification as a defense against charges of intentional discrimination based on gender.

Accepted Answer

A) True 
 B)False

Question 2

The following may be examples of discriminatory selection standards except:

Accepted Answer

A)  educational requirements. 
B)  arrest records when security clearance is necessary. 
C)  height, weight, and physical characteristics. 
D)  None of the above; all may be discriminatory selection standards. 
A)  educational requirements. 
B)  arrest records when security clearance is necessary. 
C)  height, weight, and physical characteristics. 
D)  None of the above; all may be discriminatory selection standards.

Question 3

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)  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. 
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.

Question 4

Managing diversity means maximizing diversity's potential advantages while minimizing the potential barriers that can undermine the functioning of a diverse workforce.

Accepted Answer

A) True 
 B)False

Question 5

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 for the position in question?

Accepted Answer

A)  the plaintiff 
B)  the defense attorney 
C)  the employer 
D)  the EEOC office 
A)  the plaintiff 
B)  the defense attorney 
C)  the employer 
D)  the EEOC office

Question 6

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

Accepted Answer

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

Question 7

________ exists when an employer treats an individual differently because that individual is a member of a particular race, religion, gender, or ethnic group.

Accepted Answer

A)  Disparate treatment 
B)  Disparate impact 
C)  Adverse impact 
D)  Prima facie 
A)  Disparate treatment 
B)  Disparate impact 
C)  Adverse impact 
D)  Prima facie

Question 8

Which equal employment act allows the plaintiff to sue for punitive damages?

Accepted Answer

A)  Civil Rights Act of 1991 
B)  American with Disabilities Act 
C)  Title VII 
D)  None of the above. 
A)  Civil Rights Act of 1991 
B)  American with Disabilities Act 
C)  Title VII 
D)  None of the above.

Question 9

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.

Accepted Answer

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

Question 10

The EEOC does not have the power to sue on behalf of complainants.

Accepted Answer

A) True 
 B)False

Question 11

Unwelcome sexual advances and requests for sexual favors are called ________.

Accepted Answer

A)  sexual harassment 
B)  rude 
C)  legislative fodder 
D)  chauvinistic 
A)  sexual harassment 
B)  rude 
C)  legislative fodder 
D)  chauvinistic

Question 12

If a person is in a protected class, he or she is protected by ________.

Accepted Answer

A)  Department of Labor 
B)  Sarbanes-Oxley Act 
C)  Title VII of the Civil Rights Act 
D)  Consumer Protection Act 
A)  Department of Labor 
B)  Sarbanes-Oxley Act 
C)  Title VII of the Civil Rights Act 
D)  Consumer Protection Act

Question 13

All of the following are ways an employee can prove sexual harassment except:

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. 
E)  All of the above are ways an employee can prove sexual harassment. 
A)  quid pro quo. 
B)  hostile environment created by supervisors. 
C)  hostile environment created by co-workers. 
D)  hostile environment created by non-employees. 
E)  All of the above are ways an employee can prove sexual harassment.

Question 14

Which equal employment act allows the plaintiff to sue for compensatory damages?

Accepted Answer

A)  Civil Rights Act of 1991 
B)  Title VI 
C)  Title VIII 
D)  American with Dysfunctions Act 
A)  Civil Rights Act of 1991 
B)  Title VI 
C)  Title VIII 
D)  American with Dysfunctions Act

Question 15

The Pregnancy Discrimination Act is an amendment to Title VII.

Accepted Answer

A) True 
 B)False

Question 16

There are four steps in an affirmative action program.

Accepted Answer

A) True 
 B)False

Question 17

Mental disabilities like depression account for the greatest number of claims brought under the ADA.

Accepted Answer

A) True 
 B)False

Question 18

Some say that even when employers use reasonable care by taking steps to minimize liability for sexual harassment, minimize, or eliminate the occurrence of sexual harassment, and take immediate action once it knows of harassing conduct, it still may not be enough. Why might this be the case?

Accepted Answer

Studies show that there are significant

Question 19

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

Accepted Answer

A) True 
 B)False

Question 20

What are the two types of sexual harassment?

Accepted Answer

Quid pro q

Employers primarily use a bona fide occupation qualification as a defense against charges of intentional discrimination based on gender.

The following may be examples of discriminatory selection standards except:

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?

Managing diversity means maximizing diversity's potential advantages while minimizing the potential barriers that can undermine the functioning of a diverse workforce.

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 for the position in question?

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

________ exists when an employer treats an individual differently because that individual is a member of a particular race, religion, gender, or ethnic group.

Which equal employment act allows the plaintiff to sue for punitive damages?

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.

The EEOC does not have the power to sue on behalf of complainants.

Unwelcome sexual advances and requests for sexual favors are called ________.

If a person is in a protected class, he or she is protected by ________.

All of the following are ways an employee can prove sexual harassment except:

Which equal employment act allows the plaintiff to sue for compensatory damages?

The Pregnancy Discrimination Act is an amendment to Title VII.

There are four steps in an affirmative action program.

Mental disabilities like depression account for the greatest number of claims brought under the ADA.

Some say that even when employers use reasonable care by taking steps to minimize liability for sexual harassment, minimize, or eliminate the occurrence of sexual harassment, and take immediate action once it knows of harassing conduct, it still may not be enough. Why might this be the case?

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

What are the two types of sexual harassment?

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

Employers primarily use a bona fide occupation qualification as a defense against charges of intentional discrimination based on gender.

The following may be examples of discriminatory selection standards except:

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?

Managing diversity means maximizing diversity's potential advantages while minimizing the potential barriers that can undermine the functioning of a diverse workforce.

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 for the position in question?

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

________ exists when an employer treats an individual differently because that individual is a member of a particular race, religion, gender, or ethnic group.

Which equal employment act allows the plaintiff to sue for punitive damages?

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.

The EEOC does not have the power to sue on behalf of complainants.

Unwelcome sexual advances and requests for sexual favors are called ________.

If a person is in a protected class, he or she is protected by ________.

All of the following are ways an employee can prove sexual harassment except:

Which equal employment act allows the plaintiff to sue for compensatory damages?

The Pregnancy Discrimination Act is an amendment to Title VII.

There are four steps in an affirmative action program.

Mental disabilities like depression account for the greatest number of claims brought under the ADA.

Some say that even when employers use reasonable care by taking steps to minimize liability for sexual harassment, minimize, or eliminate the occurrence of sexual harassment, and take immediate action once it knows of harassing conduct, it still may not be enough. Why might this be the case?

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

What are the two types of sexual harassment?

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