Exam 3: Implementing Equal Employment Opportunity

In the context of the EEOC determining whether discrimination against a protected group exists in an organization,the relevant labor market is taken to be the geographic region from which the organization recruits potential employees.

(True/False)

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Question 21

The Employer Information Report,EEO-1,must be filed annually by firms:

(Multiple Choice)

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Question 22

Employment parity occurs when the proportion of minorities and women employed by the organization is greater than their representation in the relevant labor market.

(True/False)

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Question 23

Currently,U.S.courts only admit sexual harassment cases by men against women.

(True/False)

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Question 24

What are the various steps in processing a discrimination charge?

(Essay)

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Question 25

The most frequent accommodation issue under Title VII's religious discrimination provisions arises from the conflict between:

(Multiple Choice)

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Question 26

Affirmative Action requirements are monitored by the OFCCP.

(True/False)

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Question 27

Preferential treatment can be given to Native Americans in certain kinds of employment.

(True/False)

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Question 28

Occupational parity is:

(Multiple Choice)

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Question 29

During a pre-employment interview,asking an applicant whether he or she is married is a permissible inquiry.

(True/False)

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Question 30

Prior to litigating a discrimination charge,the EEOC would do all the following EXCEPT:

(Multiple Choice)

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Question 31

The EEOC has the authority to develop and publish procedural regulations regarding the enforcement of which of the following acts?

(Multiple Choice)

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Question 32

The EEOC has the power to do all of the following EXCEPT:

(Multiple Choice)

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Question 33

While processing a discrimination charge,if the charge is deemed litigation worthy,the EEOC then:

(Multiple Choice)

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Question 34

Explain with an example,the purpose of the bona fide occupational qualification (BFOQ).

(Essay)

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Question 35

Which of the following questions can be asked in a pre-employment interview without the risk of inviting a discrimination suit?

(Multiple Choice)

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Question 36

In the case of City of Philadelphia v.Pennsylvania Human Relations Commission,the court restricted the employment of youth supervisors to persons of the same sex as those being supervised.This decision is based on which of the following concepts?

(Multiple Choice)

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Question 37

Which of the following statements is true about the right-to-sue letter?

(Multiple Choice)

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Question 38

If the EEOC decides to file a lawsuit on behalf of the charging party,it issues a right-to-sue letter to the respondent.

(True/False)

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Question 39

Explain the terms concentration and underutilization.

(Essay)

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Question 40

Showing 21 - 40 of 60

In the context of the EEOC determining whether discrimination against a protected group exists in an organization,the relevant labor market is taken to be the geographic region from which the organization recruits potential employees.

The Employer Information Report,EEO-1,must be filed annually by firms:

Employment parity occurs when the proportion of minorities and women employed by the organization is greater than their representation in the relevant labor market.

Currently,U.S.courts only admit sexual harassment cases by men against women.

What are the various steps in processing a discrimination charge?

The most frequent accommodation issue under Title VII's religious discrimination provisions arises from the conflict between:

Affirmative Action requirements are monitored by the OFCCP.

Preferential treatment can be given to Native Americans in certain kinds of employment.

Occupational parity is:

During a pre-employment interview,asking an applicant whether he or she is married is a permissible inquiry.

Prior to litigating a discrimination charge,the EEOC would do all the following EXCEPT:

The EEOC has the authority to develop and publish procedural regulations regarding the enforcement of which of the following acts?

The EEOC has the power to do all of the following EXCEPT:

While processing a discrimination charge,if the charge is deemed litigation worthy,the EEOC then:

Explain with an example,the purpose of the bona fide occupational qualification (BFOQ).

Which of the following questions can be asked in a pre-employment interview without the risk of inviting a discrimination suit?

In the case of City of Philadelphia v.Pennsylvania Human Relations Commission,the court restricted the employment of youth supervisors to persons of the same sex as those being supervised.This decision is based on which of the following concepts?

Which of the following statements is true about the right-to-sue letter?

If the EEOC decides to file a lawsuit on behalf of the charging party,it issues a right-to-sue letter to the respondent.

Explain the terms concentration and underutilization.

Human Resource Management: A Strategic Function

Equal Employment Opportunity: The Legal Environment

Job Analysis and Job Design

Human Resource Planning

Recruiting Employees

Selecting Employees

Orientation and Employee Training

Management and Organizational Development

Career Development

Performance Management Systems

The Organizational Reward System

Base Wage and Salary Systems

Incentive Pay Systems

Employee Benefits

Employee Safety and Health

Employee Relations

The Legal Environment and Structure of Labor Unions

Union Organizing Campaigns and Collective Bargaining

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