Question 1

Which of the following does NOT participate in the issuance of uniform guidelines?

Accepted Answer

A)  EEOC 
B)  Department of Labor 
C)  Better Business Bureau 
D)  Civil Service Commission 
A)  EEOC 
B)  Department of Labor 
C)  Better Business Bureau 
D)  Civil Service Commission C

Question 2

Sanders Sporting Goods,an international sporting goods chain,is being sued for sexual harassment by a former Sanders employee.The plaintiff asserts that she was the victim of numerous unwanted sexual advances from a male co-worker.The woman claims that Sanders' management condoned a hostile work environment and that the company is liable for the actions of the male employee. All of the following are most likely relevant questions to address in this court case EXCEPT ________.

Accepted Answer

A)  Does Sanders have a record of employees who claim disparate treatment in the workplace? 
B)  Did the plaintiff verbally state to her male co-worker that she found his behavior offensive? 
C)  Did Sanders take reasonable care to prevent sexual harassment in the workplace? 
D)  Is the male co-worker a U.S. citizen and is Sanders a U.S. entity? 
A)  Does Sanders have a record of employees who claim disparate treatment in the workplace? 
B)  Did the plaintiff verbally state to her male co-worker that she found his behavior offensive? 
C)  Did Sanders take reasonable care to prevent sexual harassment in the workplace? 
D)  Is the male co-worker a U.S. citizen and is Sanders a U.S. entity? A

Question 3

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?

Accepted Answer

Discrimination by the employer need not be overt.The employer does not have to be shown to have intentionally discriminated against the employee or applicant.It need only show that discrimination did take place.An employment practice must be job related if it has an unequal impact on members of a protected class.The burden of proof is on the employer to show that the hiring practice is job related.

Question 4

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 5

All of the following are useful in minimizing employer liability for sexual harassment EXCEPT ________.

Accepted Answer

A)  adopting a policy that forgives the first offense 
B)  issuing a policy statement condemning harassment 
C)  informing all employees about sexual harassment policies 
D)  developing and implementing a harassment complaint procedure 
A)  adopting a policy that forgives the first offense 
B)  issuing a policy statement condemning harassment 
C)  informing all employees about sexual harassment policies 
D)  developing and implementing a harassment complaint procedure

Question 6

What is a BFOQ? How do BFOQs affect recruitment practices?

Accepted Answer

Bona Fide Occupational Qualifications ar

Question 7

Under no circumstances may religion be used as a bona fide occupational qualification (BFOQ).

Accepted Answer

A) True 
 B)False

Question 8

Pictures and Promotions Modeling Studio seeks to hire male models for an upcoming fashion show featuring men's wear.The studio is using ________ as a justification for not considering women for the jobs.

Accepted Answer

A)  BFOQ 
B)  ADEA 
C)  EEOC 
D)  ERISA 
A)  BFOQ 
B)  ADEA 
C)  EEOC 
D)  ERISA

Question 9

Sanders Sporting Goods,an international sporting goods chain,is being sued for sexual harassment by a former Sanders employee.The plaintiff asserts that she was the victim of numerous unwanted sexual advances from a male co-worker.The woman claims that Sanders' management condoned a hostile work environment and that the company is liable for the actions of the male employee. Which of the following,if TRUE,would most likely undermine the plaintiff's claim that Sanders is liable for the male employee's conduct?

Accepted Answer

A)  The male employee physically threatened the plaintiff on three occasions. 
B)  The male employee made sexual advances towards the plaintiff on a daily basis. 
C)  The plaintiff discussed her concerns about the male employee's conduct with female co-workers. 
D)  The male employee was required by HR to participate in a sexual harassment awareness course. 
A)  The male employee physically threatened the plaintiff on three occasions. 
B)  The male employee made sexual advances towards the plaintiff on a daily basis. 
C)  The plaintiff discussed her concerns about the male employee's conduct with female co-workers. 
D)  The male employee was required by HR to participate in a sexual harassment awareness course.

Question 10

According to the Equal Pay Act of 1963,an employer may pay workers differently for all of the following reasons EXCEPT for ________.

Accepted Answer

A)  production quantity 
B)  merit systems 
C)  seniority 
D)  gender 
A)  production quantity 
B)  merit systems 
C)  seniority 
D)  gender

Question 11

Only an aggrieved individual can file job discrimination charges against a business.

Accepted Answer

A) True 
 B)False

Question 12

The Age Discrimination in Employment Act prohibits the use of age as a BFOQ for any type of employment.

Accepted Answer

A) True 
 B)False

Question 13

Gus is always making sexual jokes at work.Many employees find the jokes funny,but Shelley,Gus's executive assistant,is uncomfortable with the jokes.Eventually,she decides to quit her job rather than endure the jokes any longer.What form of sexual harassment has Shelley experienced?

Accepted Answer

A)  quid pro quo 
B)  hostile environment created by supervisors 
C)  hostile environment created by co-workers 
D)  none of the above; Shelley is not a victim of sexual harassment 
A)  quid pro quo 
B)  hostile environment created by supervisors 
C)  hostile environment created by co-workers 
D)  none of the above; Shelley is not a victim of sexual harassment

Question 14

Prior to the ADA Amendments Act,why did employers win the majority of ADA cases?

Accepted Answer

A)  Employers proved that age negatively impacted an employee's job performance. 
B)  Employees failed to prove that a disability affected both daily living and job performance. 
C)  Conservative judges were sympathetic towards small-business owners with disabilities. 
D)  Attorneys failed to draw connections between Title VII and the ADA. 
A)  Employers proved that age negatively impacted an employee's job performance. 
B)  Employees failed to prove that a disability affected both daily living and job performance. 
C)  Conservative judges were sympathetic towards small-business owners with disabilities. 
D)  Attorneys failed to draw connections between Title VII and the ADA.

Question 15

What is the EEOC? Briefly explain the EEOC enforcement process.

Accepted Answer

Establishing the EEOC greatly enhanced t

Question 16

According to the EEOC process,which of the following is NOT an option for an employer faced with an offer to mediate an employment discrimination charge?

Accepted Answer

A)  file a lawsuit against the EEOC in state court 
B)  make a settlement offer without mediation 
C)  prepare a position statement for the EEOC 
D)  agree to mediate the charge 
A)  file a lawsuit against the EEOC in state court 
B)  make a settlement offer without mediation 
C)  prepare a position statement for the EEOC 
D)  agree to mediate the charge

Question 17

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

Question 18

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 19

The Pregnancy Discrimination Act treats pregnancy as a(n)________.

Accepted Answer

A)  disability 
B)  uncovered disease 
C)  unspecified condition 
D)  gender-specific condition 
A)  disability 
B)  uncovered disease 
C)  unspecified condition 
D)  gender-specific condition

Question 20

Judy was up for a promotion at Swensen Consulting when her supervisor,Will,encouraged her to develop a sexual relationship with him.He suggested that her promotion would be a sure thing if they were involved.When Judy declined his advances,Will fired her.Which of the following would Judy most likely be able to prove in court if she decided to sue Swensen Consulting?

Accepted Answer

A)  quid pro quo 
B)  disparate treatment 
C)  hostile environment created by co-workers 
D)  hostile environment created by non-employees 
A)  quid pro quo 
B)  disparate treatment 
C)  hostile environment created by co-workers 
D)  hostile environment created by non-employees

Which of the following does NOT participate in the issuance of uniform guidelines?

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?

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

All of the following are useful in minimizing employer liability for sexual harassment EXCEPT ________.

What is a BFOQ? How do BFOQs affect recruitment practices?

Under no circumstances may religion be used as a bona fide occupational qualification (BFOQ).

Pictures and Promotions Modeling Studio seeks to hire male models for an upcoming fashion show featuring men's wear.The studio is using ________ as a justification for not considering women for the jobs.

According to the Equal Pay Act of 1963,an employer may pay workers differently for all of the following reasons EXCEPT for ________.

Only an aggrieved individual can file job discrimination charges against a business.

The Age Discrimination in Employment Act prohibits the use of age as a BFOQ for any type of employment.

Gus is always making sexual jokes at work.Many employees find the jokes funny,but Shelley,Gus's executive assistant,is uncomfortable with the jokes.Eventually,she decides to quit her job rather than endure the jokes any longer.What form of sexual harassment has Shelley experienced?

Prior to the ADA Amendments Act,why did employers win the majority of ADA cases?

What is the EEOC? Briefly explain the EEOC enforcement process.

According to the EEOC process,which of the following is NOT an option for an employer faced with an offer to mediate an employment discrimination charge?

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

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

The Pregnancy Discrimination Act treats pregnancy as a(n)________.

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 Careers

Developing Compensation Plans

Pay for Performance and Employee Benefits

Maintaining Positive Employee Relations

Labor Relations and Collective Bargaining

Improving Occupational Safety, Health, and Risk Management

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Exam 2: Managing Equal Opportunity and Diversity

Which of the following does NOT participate in the issuance of uniform guidelines?

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?

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

All of the following are useful in minimizing employer liability for sexual harassment EXCEPT ________.

What is a BFOQ? How do BFOQs affect recruitment practices?

Under no circumstances may religion be used as a bona fide occupational qualification (BFOQ).

Pictures and Promotions Modeling Studio seeks to hire male models for an upcoming fashion show featuring men's wear.The studio is using ________ as a justification for not considering women for the jobs.

According to the Equal Pay Act of 1963,an employer may pay workers differently for all of the following reasons EXCEPT for ________.

Only an aggrieved individual can file job discrimination charges against a business.

The Age Discrimination in Employment Act prohibits the use of age as a BFOQ for any type of employment.

Gus is always making sexual jokes at work.Many employees find the jokes funny,but Shelley,Gus's executive assistant,is uncomfortable with the jokes.Eventually,she decides to quit her job rather than endure the jokes any longer.What form of sexual harassment has Shelley experienced?

Prior to the ADA Amendments Act,why did employers win the majority of ADA cases?

What is the EEOC? Briefly explain the EEOC enforcement process.

According to the EEOC process,which of the following is NOT an option for an employer faced with an offer to mediate an employment discrimination charge?

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

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

The Pregnancy Discrimination Act treats pregnancy as a(n)________.

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 Careers

Developing Compensation Plans

Pay for Performance and Employee Benefits

Maintaining Positive Employee Relations

Labor Relations and Collective Bargaining

Improving Occupational Safety, Health, and Risk Management

Filters