Exam 2: Managing Equal Opportunity and Diversity

________ aims to ensure that anyone, regardless of race, color, disability, sex, religion, national origin, or age has an equal chance for a job based on his or her qualifications, and requires employers to make an extra effort to hire and promote those in a protected group.

(Multiple Choice)

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Question 81

According to the Equal Pay Act, management must pay workers the same under all circumstances.

(True/False)

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Question 82

Which of the following characteristics could serve as a BFOQ depending on the nature of the job requirements?

(Multiple Choice)

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Question 83

What is sexual harassment?

(Essay)

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Question 84

What were the three crucial guidelines affecting equal employment legislation that Chief Justice Burger identified in his written opinion on Griggs v. Duke Power Company?

(Essay)

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Question 85

Members of the EEOC serve ________ terms.

(Multiple Choice)

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Question 86

Affirmative action programs should, and usually do, have a top official in charge of development and implementation.

(True/False)

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Question 87

Workforce diversity can lead to increase in business success.

(True/False)

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Question 88

The establishment of the EEOC ________ the ability of the federal government to enforce equal employment laws.

(Multiple Choice)

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Question 89

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

(Multiple Choice)

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Question 90

What legal obligations are required for employers by the Americans with Disabilities Act?

(Essay)

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Question 91

All of the following are useful in minimizing liability for sexual harassment except:

(Multiple Choice)

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Question 92

Voluntary affirmative action programs have the potential to run afoul of the Civil Rights Act of 1991.

(True/False)

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Question 93

What steps can an employee take to address the problem of harassment?

(Essay)

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Question 94

Title VII of the 1964 Civil Rights Act makes it unlawful to fail or refuse to hire an individual based on ________.

(Multiple Choice)

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Question 95

Religion may be used as a BFOQ if ________.

(Multiple Choice)

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Question 96

Which of the following recruitment practices could be considered discriminatory?

(Multiple Choice)

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Question 97

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

(True/False)

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Question 98

The greatest number of claims brought under the ADA is related to ________ disabilities.

(Multiple Choice)

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Question 99

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

(Multiple Choice)

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Question 100

Showing 81 - 100 of 120

________ aims to ensure that anyone, regardless of race, color, disability, sex, religion, national origin, or age has an equal chance for a job based on his or her qualifications, and requires employers to make an extra effort to hire and promote those in a protected group.

According to the Equal Pay Act, management must pay workers the same under all circumstances.

Which of the following characteristics could serve as a BFOQ depending on the nature of the job requirements?

What is sexual harassment?

What were the three crucial guidelines affecting equal employment legislation that Chief Justice Burger identified in his written opinion on Griggs v. Duke Power Company?

Members of the EEOC serve ________ terms.

Affirmative action programs should, and usually do, have a top official in charge of development and implementation.

Workforce diversity can lead to increase in business success.

The establishment of the EEOC ________ the ability of the federal government to enforce equal employment laws.

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

What legal obligations are required for employers by the Americans with Disabilities Act?

All of the following are useful in minimizing liability for sexual harassment except:

Voluntary affirmative action programs have the potential to run afoul of the Civil Rights Act of 1991.

What steps can an employee take to address the problem of harassment?

Title VII of the 1964 Civil Rights Act makes it unlawful to fail or refuse to hire an individual based on ________.

Religion may be used as a BFOQ if ________.

Which of the following recruitment practices could be considered discriminatory?

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

The greatest number of claims brought under the ADA is related to ________ disabilities.

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

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

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