Question 1

Which court case provided details regarding how employers could validate the relationship between screening tools and job performance?

Accepted Answer

A)  West Coast Hotel Co. v. Parrish 
B)  Albemarle Paper Company v. Moody 
C)  Griggs v. Duke Power Company 
D)  Burlington Industries v. Ellerth 
A)  West Coast Hotel Co. v. Parrish 
B)  Albemarle Paper Company v. Moody 
C)  Griggs v. Duke Power Company 
D)  Burlington Industries v. Ellerth

Question 2

Which Supreme Court decision does NOT apply to cases of sexual harassment?

Accepted Answer

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

Question 3

________ exists when an employer intentionally 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 4

Under the ADA, those who can carry out the essential functions of the job are known as which of the following?

Accepted Answer

A)  protected class members 
B)  qualified individuals 
C)  staff authorities 
D)  plaintiffs 
A)  protected class members 
B)  qualified individuals 
C)  staff authorities 
D)  plaintiffs

Question 5

The most direct way to prove sexual harassment is showing that a tangible employment action is dependent on sexual favors.

Accepted Answer

A) True 
 B)False

Which court case provided details regarding how employers could validate the relationship between screening tools and job performance?

Which Supreme Court decision does NOT apply to cases of sexual harassment?

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

Under the ADA, those who can carry out the essential functions of the job are known as which of the following?

The most direct way to prove sexual harassment is showing that a tangible employment action is dependent on sexual favors.

Managing Human Resources Today

Human Resource Strategy and Analysis

Job Analysis and Talent Management

Personnel Planning and Recruiting

Selecting Employees

Training and Developing Employees

Performance and Talent Management

Managing Employee Retention, Engagement, and Careers

Developing Compensation Plans

Pay for Performance and Employee Benefits

Ethics, Employee Relations, and Fair Treatment at Work

Working with Unions and Resolving Disputes

Improving Occupational Safety, Health, and Risk Management

Filters

Exam 2: Managing Equal Opportunity and Diversity

Which court case provided details regarding how employers could validate the relationship between screening tools and job performance?

Which Supreme Court decision does NOT apply to cases of sexual harassment?

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

Under the ADA, those who can carry out the essential functions of the job are known as which of the following?

The most direct way to prove sexual harassment is showing that a tangible employment action is dependent on sexual favors.

Managing Human Resources Today

Human Resource Strategy and Analysis

Job Analysis and Talent Management

Personnel Planning and Recruiting

Selecting Employees

Training and Developing Employees

Performance and Talent Management

Managing Employee Retention, Engagement, and Careers

Developing Compensation Plans

Pay for Performance and Employee Benefits

Ethics, Employee Relations, and Fair Treatment at Work

Working with Unions and Resolving Disputes

Improving Occupational Safety, Health, and Risk Management

Filters