Question 1

An employee who has had an amputated foot replaced with a prosthetic one, which permits her full mobility, is not covered by the ADA.

Accepted Answer

A) True 
 B)False  False

Question 2

In making pre-employment inquiries under the ADA, what should employers not ask the candidate? What is acceptable to ask the candidate?

Accepted Answer

In making pre-employment inquiries, employers should not ask candidates about the existence of a disability, the nature of a disability, or the severity of a disability.Employers may only ask the candidate if they can perform the essential functions of the job in question.

Question 3

If an organization in question is owned by a religious institution, it is automatically eligible for a religious exemption.

Accepted Answer

A) True 
 B)False  False

Question 4

There are different degrees of disabilities.

Accepted Answer

A) True 
 B)False

Question 5

In some instances, religious organizations are permitted to discriminate on the basis of __________.

Accepted Answer

A) race 
B) sex 
C) color 
D) none of the above 
A) race 
B) sex 
C) color 
D) none of the above

Question 6

Most employers do not choose to keep employee medical information files confidential.

Accepted Answer

A) True 
 B)False

Question 7

What is the current upper age limit protected by the ADEA?

Accepted Answer

A) 65 years 
B) 70 years 
C) 75 years 
D) there is no upper age limit 
A) 65 years 
B) 70 years 
C) 75 years 
D) there is no upper age limit

Question 8

Section ______ makes it unlawful for secular organizations to discriminate on the basis of religion.

Accepted Answer

A) 701 
B) 702 
C) 703 
D) 706 
A) 701 
B) 702 
C) 703 
D) 706

Question 9

An employer can violate the ADA by assuming a nondisabled individual is disabled.

Accepted Answer

A) True 
 B)False

Question 10

Under the ADEA, jury trials may be requested only when a complaining party seeks compensatory or punitive damages.

Accepted Answer

A) True 
 B)False

Question 11

Identify and define the major objectives of the Americans with Disabilities Act.Which is of particular concern to HR managers and why?

Accepted Answer

The major objectives of the ADA are to p

Question 12

Which is an example of a disability under the Americans with Disabilities Amendment Act (ADAA)?

Accepted Answer

A) a person with diabetes, even though it is controlled by insulin 
B) a person who uses a wheelchair for mobility 
C) a person with high blood pressure that is controlled by medication 
D) all of these are disabilities covered by the ADA 
A) a person with diabetes, even though it is controlled by insulin 
B) a person who uses a wheelchair for mobility 
C) a person with high blood pressure that is controlled by medication 
D) all of these are disabilities covered by the ADA

Question 13

Which of the following is not protected under the ADA?

Accepted Answer

A) a person who is currently enrolled in a drug rehabilitation program 
B) a current substance abuser 
C) a person who has completed a drug rehabilitation program 
D) all of the above 
A) a person who is currently enrolled in a drug rehabilitation program 
B) a current substance abuser 
C) a person who has completed a drug rehabilitation program 
D) all of the above

Question 14

The ADA protects both past and current substance abusers.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following Supreme Court cases dealt with union dues and religious accommodation?

Accepted Answer

A) Tooley v Martin Marietta Corp 
B) Killinger v.Samford University 
C) O'Connor v Consolidated Coin Caterers, Corp. 
D) General Dynamics Land Systems, Inc.v.Cline 
A) Tooley v Martin Marietta Corp 
B) Killinger v.Samford University 
C) O'Connor v Consolidated Coin Caterers, Corp. 
D) General Dynamics Land Systems, Inc.v.Cline

Question 16

Employers may find themselves in violation of Title VII when they fail to make ___________ for an employee's religious practices.

Accepted Answer

A) constructive discharges 
B) religious exemptions 
C) religious accommodations 
D) vicarious liabilities 
A) constructive discharges 
B) religious exemptions 
C) religious accommodations 
D) vicarious liabilities

Question 17

Compared to the other protected classes, Title VII complaints based upon religious discrimination are quite common.

Accepted Answer

A) True 
 B)False

Question 18

Section 702 exemption permits religious institutions to discriminate on the basis of race.

Accepted Answer

A) True 
 B)False

Question 19

Among the employers required to comply with the ADA are private-sector employers with ____ or more employees.

Accepted Answer

A) 15 
B) 20 
C) 25 
D) 30 
A) 15 
B) 20 
C) 25 
D) 30

Question 20

Employees do not have to pay ___________ if it is against their religion.However, they must pay an equivalent amount to a mutually agreed upon charity.

Accepted Answer

A) office premiums 
B) insurance rates 
C) tithes 
D) union dues 
A) office premiums 
B) insurance rates 
C) tithes 
D) union dues

An employee who has had an amputated foot replaced with a prosthetic one, which permits her full mobility, is not covered by the ADA.

In making pre-employment inquiries under the ADA, what should employers not ask the candidate? What is acceptable to ask the candidate?

If an organization in question is owned by a religious institution, it is automatically eligible for a religious exemption.

There are different degrees of disabilities.

In some instances, religious organizations are permitted to discriminate on the basis of __________.

Most employers do not choose to keep employee medical information files confidential.

What is the current upper age limit protected by the ADEA?

Section ______ makes it unlawful for secular organizations to discriminate on the basis of religion.

An employer can violate the ADA by assuming a nondisabled individual is disabled.

Under the ADEA, jury trials may be requested only when a complaining party seeks compensatory or punitive damages.

Identify and define the major objectives of the Americans with Disabilities Act.Which is of particular concern to HR managers and why?

Which is an example of a disability under the Americans with Disabilities Amendment Act (ADAA)?

Which of the following is not protected under the ADA?

The ADA protects both past and current substance abusers.

Which of the following Supreme Court cases dealt with union dues and religious accommodation?

Employers may find themselves in violation of Title VII when they fail to make ___________ for an employee's religious practices.

Compared to the other protected classes, Title VII complaints based upon religious discrimination are quite common.

Section 702 exemption permits religious institutions to discriminate on the basis of race.

Among the employers required to comply with the ADA are private-sector employers with ____ or more employees.

Employees do not have to pay ___________ if it is against their religion.However, they must pay an equivalent amount to a mutually agreed upon charity.

Impact of Regulation on Human Resource Practices

Equal Employment Opportunity: Regulatory Issues

Intentional Discrimination: Disparate Treatment

Unintentional Discrimination: Disparate Impact

Discrimination Based on Sex

National Origin Discrimination and Immigration Issues

Affirmative Action

Compensation: Wage, Hour, and Related Statutes

Compensation: Benefits

Laws Affecting Workplace Health and Safety

Employment-At-Will, Employee Discipline, and Negligent Hiring Issues

Privacy and Recent Developments in Employment Regulation

Job Analysis: the Foundation of Employment Decision Making

Establishing Job-Relatedness: Validation

Filters

Exam 6: Discrimination Based on Religion, Age, and Disability

An employee who has had an amputated foot replaced with a prosthetic one, which permits her full mobility, is not covered by the ADA.

In making pre-employment inquiries under the ADA, what should employers not ask the candidate? What is acceptable to ask the candidate?

If an organization in question is owned by a religious institution, it is automatically eligible for a religious exemption.

There are different degrees of disabilities.

In some instances, religious organizations are permitted to discriminate on the basis of __________.

Most employers do not choose to keep employee medical information files confidential.

What is the current upper age limit protected by the ADEA?

Section ______ makes it unlawful for secular organizations to discriminate on the basis of religion.

An employer can violate the ADA by assuming a nondisabled individual is disabled.

Under the ADEA, jury trials may be requested only when a complaining party seeks compensatory or punitive damages.

Identify and define the major objectives of the Americans with Disabilities Act.Which is of particular concern to HR managers and why?

Which is an example of a disability under the Americans with Disabilities Amendment Act (ADAA)?

Which of the following is not protected under the ADA?

The ADA protects both past and current substance abusers.

Which of the following Supreme Court cases dealt with union dues and religious accommodation?

Employers may find themselves in violation of Title VII when they fail to make ___________ for an employee's religious practices.

Compared to the other protected classes, Title VII complaints based upon religious discrimination are quite common.

Section 702 exemption permits religious institutions to discriminate on the basis of race.

Among the employers required to comply with the ADA are private-sector employers with ____ or more employees.

Employees do not have to pay ___________ if it is against their religion.However, they must pay an equivalent amount to a mutually agreed upon charity.

Impact of Regulation on Human Resource Practices

Equal Employment Opportunity: Regulatory Issues

Intentional Discrimination: Disparate Treatment

Unintentional Discrimination: Disparate Impact

Discrimination Based on Sex

National Origin Discrimination and Immigration Issues

Affirmative Action

Compensation: Wage, Hour, and Related Statutes

Compensation: Benefits

Laws Affecting Workplace Health and Safety

Employment-At-Will, Employee Discipline, and Negligent Hiring Issues

Privacy and Recent Developments in Employment Regulation

Job Analysis: the Foundation of Employment Decision Making

Establishing Job-Relatedness: Validation

Filters