Exam 3: Regulatory Issues

A local gym needs to hire a women's locker room attendant. A man applies for the position but the gym does not consider him in the hiring process because this would be an example of when gender would be considered a BFOQ in order to be considered for the job.

Employment laws exist in order to provide ________ treatment of employees in the work place by requiring employers to focus on the employee's ________ rather than characteristics such as age, gender or race.

For the third time this week, John brushed up against Susan as he passed her in the hall and then winked at her. This is a form of quid pro quo sexual harassment.

The President of the United States must enact an Executive Order for any proposed employment related legislation to become law.

FMLA would be applicable in all of the following situations EXCEPT:

In an effort to control unauthorized immigration into the U.S. the ________ was passed, which also prohibits employers from using national origin or citizenship as a basis for employment decisions.

Mark, the Service Manager, witnesses another employee, John, attempting to kiss another employee, Susan, in the break room. Mark can tell from Susan's body language that John's advances are unwelcome. Both Susan and John report to the Sales Manager, Linda. As the witness to this incident, Mark should:

Juan, a long time janitor and a flirtatious employee, has once again been hanging around with the secretarial staff and making, what he feels are innocent comments. Juan says things such as "The perfume you are wearing is very sexy." or "That sweater you have on really accentuates your curves." Normally the secretaries ignore his comments and know that he harmless and does not intend to harassment them. However a new employee, Rose, has taken offense to the repeated comments and has filed a complaint. As the HR Manager you should:

To support the use of a BFOQ a company must prove that there is a ________ that requires an individuals protected classification to be taken into consideration when making a hiring decision.

If redesigning a work area to accommodate someone's disability is going to cost your organization $27,000 you may be able to prove ________ and not be required to provide the accommodation.

A high end retail store was hiring a sales representative to work at their jewelry counter. A 48-year-old male was hired and the 41-year-old female applicant was not hired because the store didn't think a woman could be as assertive as a man when trying to make a sale. This could potentially be a case of:

An employee may choose to immediately file a lawsuit against the employer if they choose not to wait for the EEOC's ruling.

What is the employment-at-will doctrine? Explain the exceptions to employment-at-will and give an example of each.

Allowing a store cashier to work from home to accommodate her disability is most likely not a reasonable accommodation.

Sexual harassment only involves males directing the behavior towards females or females directing the behavior towards males.

Eric recently returned home safely and unharmed from 12 months serving with his Army brigade in Iraq. He is a 28-year-old white male and has started to search for a job as an accountant, for which he has a college degree. By which employment regulations is he protected?

________ are the demographic characteristics such as religion or veteran status that cannot be used to make employment decisions

A plaintiff must prove all of the following in order to establish that disparate treatment has occurred EXCEPT:

The purpose of completing INS Form I-9 is:

Explain the Immigration Reform and Control Act (IRCA). What year was it passed? Who does it protect and what type of protection does it provide? What agency enforces it? Briefly explain the process that employers are required to follow in order to demonstrate that are not in violation of IRCA.