Question 1

Which of the following is a difference between employing foreign nationals with work visas for work in the U.S. and employing U.S. citizens?

Accepted Answer

A)  the eligibility of foreign nationals to work in the U.S. must be documented on an I-9 form, while this is not required for citizens 
B)  the duration of employment is limited for foreign nationals, but not for citizens 
C)  foreign nationals can be paid lower wages and offered fewer benefits than citizens 
D)  all of the above 
E)  none of the above 
A)  the eligibility of foreign nationals to work in the U.S. must be documented on an I-9 form, while this is not required for citizens 
B)  the duration of employment is limited for foreign nationals, but not for citizens 
C)  foreign nationals can be paid lower wages and offered fewer benefits than citizens 
D)  all of the above 
E)  none of the above B

Question 2

Determining whether discrimination has occurred regarding recruitment requires an analysis of:

Accepted Answer

A)  the relevant labor market 
B)  the overall labor force 
C)  the national labor force 
D)  the international labor market 
A)  the relevant labor market 
B)  the overall labor force 
C)  the national labor force 
D)  the international labor market A

Question 3

Which of the following statements is NOT true?

Accepted Answer

A)  employers should advertise written job announcements to the public 
B)  anti-discrimination laws do not apply to employment agencies 
C)  an employer should preserve evidence, especially if it suspects a claim will be filed against it 
D)  word of mouth advertising is potentially discriminatory 
A)  employers should advertise written job announcements to the public 
B)  anti-discrimination laws do not apply to employment agencies 
C)  an employer should preserve evidence, especially if it suspects a claim will be filed against it 
D)  word of mouth advertising is potentially discriminatory B

Question 4

It is a violation of anti-discrimination laws to place a want ad indicating a preference based on:

Accepted Answer

A)  race 
B)  religion 
C)  sex 
D)  national origin 
E)  all of these
F) none of these 
A)  race 
B)  religion 
C)  sex 
D)  national origin 
E)  all of these
F) none of these

Question 5

In Harrison v. Benchmark Electronics , a temporary employee was asked by his supervisor to apply for the job as a permanent worker. He did so, and took a pre-employment drug test, which was positive. The Medical Review Officer, upon learning that the applicant had epilepsy, and his drugs were legally prescribed, cleared him to be hired, but his supervisor, who sat in on the Medical Review meeting, fired him. The court ruled that:

Accepted Answer

A)  employers are permitted to make pre-employment medical inquiries prior to a conditional offer of employment 
B)  non-disabled applicants are not protected from pre-employment inquiries under the ADA 
C)  the firm had a legal right to ask questions about the drug use, but not to inquire about disability pre-employment 
D)  because the applicant had tested positive for drugs, the employer could lawfully proceed to ask questions regarding disability prior to making a conditional offer of employment 
A)  employers are permitted to make pre-employment medical inquiries prior to a conditional offer of employment 
B)  non-disabled applicants are not protected from pre-employment inquiries under the ADA 
C)  the firm had a legal right to ask questions about the drug use, but not to inquire about disability pre-employment 
D)  because the applicant had tested positive for drugs, the employer could lawfully proceed to ask questions regarding disability prior to making a conditional offer of employment

Question 6

Of these possible means of recruitment, which has the greatest potential to be discriminatory?

Accepted Answer

A)  use of an employment agency 
B)  nepotism or word of mouth 
C)  want ads 
D)  none of these 
A)  use of an employment agency 
B)  nepotism or word of mouth 
C)  want ads 
D)  none of these

Question 7

Which of the following inclusions in a want ad would be least likely to be considered discriminatory:

Accepted Answer

A)  young persons wanted 
B)  recent college graduates wanted 
C)  servers/waitstaff wanted 
D)  recent high school graduates wanted 
E)  all of the above would likely be considered discriminatory 
A)  young persons wanted 
B)  recent college graduates wanted 
C)  servers/waitstaff wanted 
D)  recent high school graduates wanted 
E)  all of the above would likely be considered discriminatory

Question 8

Which of the following practices would be discriminatory?

Accepted Answer

A)  using different kinds of application forms for different people applying for the same position 
B)  if an applicant seems an unlikely candidate, discouraging him from applying for the job 
C)  accepting applications for a position for only one week 
D)  all of these 
E)  a and b only 
A)  using different kinds of application forms for different people applying for the same position 
B)  if an applicant seems an unlikely candidate, discouraging him from applying for the job 
C)  accepting applications for a position for only one week 
D)  all of these 
E)  a and b only

Question 9

Nepotism and word of mouth hiring:

Accepted Answer

A)  are specifically prohibited by Title VII because of their potential to produce discriminatory effects 
B)  are not optimal recruiting procedures, but they raise no significant legal issues 
C)  tend to produce discriminatory effects, depending on how racially homogeneous an employer s existing workforce is 
D)  have been subjected to numerous legal challenges, but have been consistently upheld under Title VII 
E)  none of the above 
A)  are specifically prohibited by Title VII because of their potential to produce discriminatory effects 
B)  are not optimal recruiting procedures, but they raise no significant legal issues 
C)  tend to produce discriminatory effects, depending on how racially homogeneous an employer s existing workforce is 
D)  have been subjected to numerous legal challenges, but have been consistently upheld under Title VII 
E)  none of the above

Question 10

Your new boss has asked you to advertise for a job opening at the firm, but said he did not want to hire any foreigners, by which he means, anyone who is not 100% a Caucasian, and a male. He also insists that you fill the position within one week. You know, from personal experience, that when you advertise this job for only a week, only white male applicants will apply. Given your legal and ethical obligations in this situation (and wanting to keep your job), the best course of action for you to take would be:

Accepted Answer

A)  place the ad, and hire a white male for the position within one week 
B)  tell your boss that the law requires that you place the ad for two weeks; do that, then hire the best of the applicants who apply 
C)  place the ad, but also review your saved resumes for this position from previous applicants, knowing that they are a diverse group; start calling them in for interviews immediately, and hopefully, hire someone within a week 
D)  quit and go find another job 
A)  place the ad, and hire a white male for the position within one week 
B)  tell your boss that the law requires that you place the ad for two weeks; do that, then hire the best of the applicants who apply 
C)  place the ad, but also review your saved resumes for this position from previous applicants, knowing that they are a diverse group; start calling them in for interviews immediately, and hopefully, hire someone within a week 
D)  quit and go find another job

Question 11

Sex-linked job titles:

Accepted Answer

A)  are always neutral 
B)  are never neutral 
C)  may be neutral, depending on the circumstances 
D)  none of these 
A)  are always neutral 
B)  are never neutral 
C)  may be neutral, depending on the circumstances 
D)  none of these

Question 12

Which of the following would not create potential liability for the employer if asked during an interview?

Accepted Answer

A)  Have you ever filed a workers compensation claim for a work-related injury or illness? 
B)  Do you believe in God? 
C)  How often do you go out on dates? 
D)  Why do you want to work for this company? 
E)  Your accent is beautiful, where are you from? 
A)  Have you ever filed a workers compensation claim for a work-related injury or illness? 
B)  Do you believe in God? 
C)  How often do you go out on dates? 
D)  Why do you want to work for this company? 
E)  Your accent is beautiful, where are you from?

Question 13

In order to prevent discrimination against applicants of protected classes, your colleague decides to note the protected class characteristic of the applicants on their applications. What would be your advice to her?

Accepted Answer

A)  It s a good idea. Noting the protected class characteristic of the applicant on the application which make sure that the firm takes extra care not to discriminate against these applicants. 
B)  It s NOT a good idea. Noting the protected class characteristic of the applicant on the application could be construed as discriminatory. 
C)  As long as you do it in pencil, then erase it after you ve made your hiring decision, you ll be okay. 
D)  None of these 
A)  It s a good idea. Noting the protected class characteristic of the applicant on the application which make sure that the firm takes extra care not to discriminate against these applicants. 
B)  It s NOT a good idea. Noting the protected class characteristic of the applicant on the application could be construed as discriminatory. 
C)  As long as you do it in pencil, then erase it after you ve made your hiring decision, you ll be okay. 
D)  None of these

Question 14

In Stewart v. Jackson Nash , the court examined the issue of fraudulent inducement. The court decided that:

Accepted Answer

A)  actions for fraudulent inducement against an employer are never available when the employee is an employee at will 
B)  actions for fraudulent inducement against an employer are only available with regard to future promises 
C)  actions for fraudulent inducement against an employer are only available with regard to present facts 
D)  actions for fraudulent inducement against an employer are only available when the promises made to the employee are in writing 
A)  actions for fraudulent inducement against an employer are never available when the employee is an employee at will 
B)  actions for fraudulent inducement against an employer are only available with regard to future promises 
C)  actions for fraudulent inducement against an employer are only available with regard to present facts 
D)  actions for fraudulent inducement against an employer are only available when the promises made to the employee are in writing

Question 15

Which of the following is true regarding fraud claims?

Accepted Answer

A)  they can be completely avoided by not saying anything 
B)  they differ from breach of contract claims primarily in the degree of harm suffered by the plaintiff 
C)  the false statement was made intentionally or with reckless disregard for the truth 
D)  if injury occurs, it doesn t matter whether the false statement was made intentionally or unintentionally 
A)  they can be completely avoided by not saying anything 
B)  they differ from breach of contract claims primarily in the degree of harm suffered by the plaintiff 
C)  the false statement was made intentionally or with reckless disregard for the truth 
D)  if injury occurs, it doesn t matter whether the false statement was made intentionally or unintentionally

Question 16

Which of the following kinds of advertising is legally prohibited?

Accepted Answer

A)  advertising a job opening in a foreign language newspaper 
B)  advertising a job opening inviting women and minorities to apply 
C)  advertising a job opening in a church bulletin 
D)  all of these 
E)  none of these 
A)  advertising a job opening in a foreign language newspaper 
B)  advertising a job opening inviting women and minorities to apply 
C)  advertising a job opening in a church bulletin 
D)  all of these 
E)  none of these

Question 17

Which of the following interview topics would be considered inquiries regarding an applicant s medical condition?

Accepted Answer

A)  previous injury 
B)  previous illness 
C)  current injury 
D)  previous workers compensation claims 
E)  all of these would be inquiries regarding a medical condition 
A)  previous injury 
B)  previous illness 
C)  current injury 
D)  previous workers compensation claims 
E)  all of these would be inquiries regarding a medical condition

Question 18

Which of the following practices would be discriminatory?

Accepted Answer

A)  placing an ad for a waitress 
B)  placing an ad for a waiter 
C)  placing an ad asking for a recent college grad 
D)  all of these 
E)  only a and b 
A)  placing an ad for a waitress 
B)  placing an ad for a waiter 
C)  placing an ad asking for a recent college grad 
D)  all of these 
E)  only a and b

Question 19

For purposes of determining discrimination in recruitment, the relevant labor market is defined as:

Accepted Answer

A)  the protected class composition of the employer s applicant pool 
B)  the population as a whole 
C)  the protected class composition of people qualified for the job, and living geographically close enough to be likely candidates 
D)  none of the above 
A)  the protected class composition of the employer s applicant pool 
B)  the population as a whole 
C)  the protected class composition of people qualified for the job, and living geographically close enough to be likely candidates 
D)  none of the above

Question 20

Which of the following is true regarding want ads and job announcements?

Accepted Answer

A)  employers are legally required to post written job announcements and ads 
B)  the wording of job announcements and ads must be neutral 
C)  job announcements and ads must not be placed in publications that are narrowly targeted toward particular protected class groups 
D)  all of the above 
E)  none of the above 
A)  employers are legally required to post written job announcements and ads 
B)  the wording of job announcements and ads must be neutral 
C)  job announcements and ads must not be placed in publications that are narrowly targeted toward particular protected class groups 
D)  all of the above 
E)  none of the above

Which of the following is a difference between employing foreign nationals with work visas for work in the U.S. and employing U.S. citizens?

Determining whether discrimination has occurred regarding recruitment requires an analysis of:

Which of the following statements is NOT true?

It is a violation of anti-discrimination laws to place a want ad indicating a preference based on:

Of these possible means of recruitment, which has the greatest potential to be discriminatory?

Which of the following inclusions in a want ad would be least likely to be considered discriminatory:

Which of the following practices would be discriminatory?

Nepotism and word of mouth hiring:

Sex-linked job titles:

Which of the following would not create potential liability for the employer if asked during an interview?

In order to prevent discrimination against applicants of protected classes, your colleague decides to note the protected class characteristic of the applicants on their applications. What would be your advice to her?

In Stewart v. Jackson Nash , the court examined the issue of fraudulent inducement. The court decided that:

Which of the following is true regarding fraud claims?

Which of the following kinds of advertising is legally prohibited?

Which of the following interview topics would be considered inquiries regarding an applicant s medical condition?

Which of the following practices would be discriminatory?

For purposes of determining discrimination in recruitment, the relevant labor market is defined as:

Which of the following is true regarding want ads and job announcements?

Overview of Employment Law

The Employment Relationship

Overview of Employment Discrimination

Background Checks, References, and Verifying Employment Eligibility

Employment Testing

Hiring and Promotion Decisions

Affirmative Action

Harassment

Reasonably Accommodating Disability and Religion

Work-Life Conflicts and Other Diversity Issues

Wages, Hours, and Pay Equity

Benefits

Unions and Collective Bargaining

Occupational Safety and Health

Performance Appraisals, Training, and Development

Privacy on the Job: Information, Monitoring and Investigations

Terminating Individual Employees

Downsizing and Post Termination Issues

Filters

Exam 4: Recruitment, Applications, and Interviews

Which of the following is a difference between employing foreign nationals with work visas for work in the U.S. and employing U.S. citizens?

Determining whether discrimination has occurred regarding recruitment requires an analysis of:

Which of the following statements is NOT true?

It is a violation of anti-discrimination laws to place a want ad indicating a preference based on:

Of these possible means of recruitment, which has the greatest potential to be discriminatory?

Which of the following inclusions in a want ad would be least likely to be considered discriminatory:

Which of the following practices would be discriminatory?

Nepotism and word of mouth hiring:

Sex-linked job titles:

Which of the following would not create potential liability for the employer if asked during an interview?

In order to prevent discrimination against applicants of protected classes, your colleague decides to note the protected class characteristic of the applicants on their applications. What would be your advice to her?

In Stewart v. Jackson Nash , the court examined the issue of fraudulent inducement. The court decided that:

Which of the following is true regarding fraud claims?

Which of the following kinds of advertising is legally prohibited?

Which of the following interview topics would be considered inquiries regarding an applicant s medical condition?

Which of the following practices would be discriminatory?

For purposes of determining discrimination in recruitment, the relevant labor market is defined as:

Which of the following is true regarding want ads and job announcements?

Overview of Employment Law

The Employment Relationship

Overview of Employment Discrimination

Background Checks, References, and Verifying Employment Eligibility

Employment Testing

Hiring and Promotion Decisions

Affirmative Action

Harassment

Reasonably Accommodating Disability and Religion

Work-Life Conflicts and Other Diversity Issues

Wages, Hours, and Pay Equity

Benefits

Unions and Collective Bargaining

Occupational Safety and Health

Performance Appraisals, Training, and Development

Privacy on the Job: Information, Monitoring and Investigations

Terminating Individual Employees

Downsizing and Post Termination Issues

Filters