Deck 3: Legislation

Question 1

Sexual harassment of employees by customers

A) has a minimal effect on employees.
B) is not covered by sexual harassment laws.
C) leads to lower productivity, stress, and turnover.
D) is considered an occupational hazard that is not under the control of the employer.

Answer 1

C

Question 2

Which of the following is true of sexual harassment?

A) Sexual harassment results in physical and psychological damage for those who are harassed.
B) When an investigation provides evidence of harassment, the harasser should be immediately terminated.
C) About 30% of charges are filed by men.
D) Quid pro quo harassment includes such things as jokes, comments, or sexually explicit posters.
E) All of the above are true.

Answer 2

A

Question 3

If women are underutilized in an organization,

A) the organization should implement plans to correct the underutilization.
B) the organization should implement hiring quotas for women until the underutilization no longer exists.
C) training or differential recruitment methods might be implemented to correct the underutilization.
D) A, B, and C above.
E) A and C only above.

Answer 3

E

Question 4

Under Title VII

A) employers are required to reasonably accommodate employees' sincerely held religious beliefs or practices.
B) people without religious beliefs are provided no protection from employment-related discrimination.
C) women, but not men, are afforded protection from employment-related discrimination.
D) sex discrimination is prohibited, but not sexual harassment.

Question 5

Which of the following is not true of workers under 40 years of age?

A) They are not protected by the Age Discrimination in Employment Act.
B) They are unlikely to experience age-related discrimination and harassment.
C) Younger workers are protected in some countries other than the U.S.
D) Younger workers are protected in some cities and states in the U.S.

Question 6

In the U.S., national origin discrimination

A) is prohibited by Title VII.
B) can include such things as "English-only" policies.
C) has been on the increase recently.
D) All of the above.

Question 7

Compliance with laws

A) is one of many methods and means to pursue diversity.
B) is less important than whether discrimination is intentional or unintentional.
C) can be troublesome, expensive, and costly, especially for medium-sized companies compared with other companies.
D) will be more complex when the age discrimination in employment act changes to protect workers aged 35 and older.
E) All of the above.

Question 8

The Equal Pay Act of 1963

A) has been somewhat successful in reducing wage disparities between whites and minorities.
B) is an amendment to Title VII of the Civil Rights Act.
C) has been limited by sex segregation and exceptions due to merit and seniority.
D) has reduced the wage gap to about 10 cents to the dollar.
E) is not depicted by either A, B, C, or D above.

Question 9

People with different religious backgrounds are protected against employment-related discrimination. Which of the following is not true about these protections?

A) They include flexible scheduling to accommodate employees' religious beliefs.
B) These protections are part of Title VII.
C) They can include making job reassignments to accommodate religious beliefs, but lateral job transfers are not included.
D) They require employers to provide reasonable accommodations for employees' sincerely held religious beliefs.

Question 10

Which of the following is true of affirmative action programs?

A) Employers are required to have quotas for hiring certain groups.
B) Compared with the passive nature of Title VII, affirmative action means taking active steps to correct or reduce under-utilization of certain groups.
C) In cases of egregious discrimination, judges wholeheartedly and frequently impose quotas on offending organizations.
D) Affirmative action programs are only for minorities.
E) All of the above.

Question 11

Sexual harassment

A) is often a result of normal professional behaviors between men and women at work.
B) must occur between a manager or supervisor and a subordinate to be considered illegal.
C) should be disciplined with severity, regardless of the nature of the harassment.
D) is unlikely to be affected by organizational policies and education about what constitutes harassment.
E) may include lewd jokes, sexually explicit posters, or sexual comments at work.

Question 12

According to the text, in recent years in the U.S.,

A) 21% of discrimination charges filed with the EEOC were resolved in the charging party's favor.
B) a large proportion of the claims filed with the EEOC result in the EEOC filing a lawsuit on behalf of an aggrieved employee.
C) very few EEOC charges were closed for administrative reasons.
D) media attention to discrimination charges has been decreasing.

Question 13

Disparate treatment

A) occurs when an apparently neutral policy, such as height and weight requirements, has the effect of discrimination against certain groups.
B) occurs when an employee or applicant is treated differently because of his or her race, sex, age, or other protected category.
C) is easy for applicants or employees to recognize and prove.
D) All of the above.

Question 14

Which of the following is true of age discrimination in employment?

A) The Age Discrimination in Employment Act (ADEA) is defined as prohibiting employment-related discrimination against persons who are 50 and older.
B) Age discrimination is of less importance now than in the past due to the millions of aging baby boomers in the United States.
C) Retaliation against those who file claims of discrimination is not illegal.
D) Acting on stereotypes about someone's ability based on his or her age is prohibited under the ADEA.
E) None of the above.

Question 15

Bona Fide Occupational Qualifications (BFOQs)

A) is a term that refers to certain situations in which an employer may legally require that employees be of a certain sex, religion, or age.
B) include such things as customers' preference for employees of a certain race.
C) allow for women to be excluded from firefighters' positions.
D) allow for men to be excluded from day care workers' positions.
E) All of the above.

Question 16

Disparate impact

A) is always illegal.
B) when proven, results in employers having to pay punitive damages.
C) occurs when an apparently neutral policy, such as height and weight requirements, has the effect of discrimination against certain groups.
D) occurs when there is intentional discrimination, for example if an employer refuses to hire men as childcare workers.
E) All of the above.

Question 17

Which of the following is not included in Title VII of the Civil Rights Act of 1964 prohibitions against discrimination?

A) Race.
B) Sex.
C) Age.
D) Religion.
E) All of the above are covered under Title VII.

Question 18

Terry, who is Jordan's supervisor, continually asks Jordan for a date. When Jordan continually refuses, Terry begins scheduling Jordan to work every weekend, when previously weekends were rotated through the employees. This is an example of

A) discriminatory scheduling behavior.
B) quid pro quo harassment and retaliation.
C) hostile environment harassment.
D) Terry's legal right to schedule at will.
E) hostile work harassment.

Question 19

Which of the following is true of discrimination claims and the EEOC?

A) About 500,000 claims are filed with the EEOC annually.
B) Between 50 and 75% of claims filed are resolved in favor of the charging party each year.
C) The EEOC issues guidelines to assist employers in interpreting and complying with laws.
D) The EEOC first litigates, then attempts to conciliate when litigation is unsuccessful.
E) None of the above.

Question 20

Perceptions about affirmative action

A) sometimes include the idea that those hired under affirmative action programs are unqualified.
B) are often framed by the media and politicians.
C) often are very different from the actual requirements of affirmative action.
D) All of the above.
E) A and B only above.

Question 21

To prevent sexual harassment,

A) proactive steps should be taken.
B) a warning may sometimes be an appropriate disciplinary action.
C) wide dissemination of the organization's policy on sexual harassment is necessary.
D) there should be multiple ways to complain if harassment occurs.
E) All of the above.

Question 22

Charges of discrimination have declined in recent years in most categories.

Question 23

Under the Americans with Disabilities Act

A) employers may ask applicants whether a disability resulted from an accident or whether it was genetic.
B) employers may ask applicants about the severity of a disability.
C) employers may only ask about applicants' ability to perform specific job functions.
D) All of the above.
E) None of the above.

Question 24

The Americans with Disabilities Act Amendments Act of 2008

A) emphasizes that the definition of a disability should be construed narrowly.
B) states that an impairment that is episodic and in remission is not a disability.
C) focuses on the definition of a more limited number of disabilities.
D) makes it easier for those seeking protection to establish having a disability.

Question 25

Since Title VII has been in existence for over four decades, disparate treatment is now rare in organizations.

Question 26

Federal legislation prohibits employment discrimination on the basis of sexual orientation.

Question 27

Most accommodations for workers with disabilities, cost between $500 and $1000 each.

Question 28

Title VII of the Civil Rights Act covers labor organizations and employment agencies.

Question 29

The Family and Medical Leave Act

A) allows covered employees to take up to 6 months of unpaid leave in certain circumstances.
B) allows covered employees to take unpaid leave to care for domestic partners.
C) allows covered employees to take unpaid leave to care for an ailing grandparent.
D) has been criticized for multiple reasons.
E) None of the above.

Question 30

About 50% of sexual harassment charges filed with the EEOC are resolved in the charging party's favor.

Question 31

The Lilly Ledbetter Fair Pay Act

A) restores the pre-Ledbetter position that with every paycheck that is discriminatory, a new clock starts.
B) was enacted in 1964 right after the Equal Pay Act of 1963.
C) requires a claim must be filed within 60 days of a discriminatory pay decision.
D) requires a claim must be filed within 90 days of a discriminatory pay decision.

Question 32

Up to 75% of working women have experienced or will experience sexual harassment at some point during their working lives.

Question 33

The Pregnancy Discrimination Act requires employers to provide maternity leave and benefits for pregnant women.

Question 34

Disparate impact is intentional discrimination.

Question 35

When dealing with discrimination cases in organizations, the EEOC often targets multiple acts of discrimination.

Question 36

In the research on the effects of diversity on judges and on judicial decisions, researchers found that

A) about 60% of all federal and state judges are White.
B) White and minority judges make very similar rulings.
C) male judges were more likely than female judges to rule for the party bringing the complaint in sex discrimination cases.
D) White judges were more likely than Black judges to make judgments in favor of the employer in racial harassment cases.

Question 37

Of all the sexual harassment claims filed with the EEOC, 84% are filed by women.

Question 38

Sex segregation limits the effectiveness of the Equal Pay Act.

Question 39

Changing recruiting venues or methods may allow people from diverse backgrounds to have more opportunities to compete for job openings.

Question 40

Affirmative action programs are only for minorities.

Question 41

Discrimination against younger workers is not generally illegal.

Question 42

One aspect of gender role socialization is that the process socializes people to consider jobs outside of the traditional jobs for men and for women.

Question 43

In the majority of U.S. states, employment discrimination against those who are fat, gay, or lesbian is not illegal.

Question 44

In some cases, The Older Workers Benefit Protection Act allows employers to reduce benefits based on age.

Question 45

Non-marital partners parenting their partners' children are not currently covered under the FMLA.

Question 46

When no Federal acts prohibit discrimination, state, local, and city ordinances may.

Question 47

Affirmative action programs require employers to have hiring quotas if women and minorities are under-utilized.

Question 48

To be covered by the Americans with Disabilities Act, a person must be qualified to perform the essential job functions, with or without reasonable accommodation.