Deck 7: Legally Selecting Employees

Question 1

Employers may not discipline employees in retaliation for any type of protected activity that takes place in the workplace.

Answer 1

True

Question 2

Which federal law is designed to protect employees from discrimination based on genetic information of the candidate or the candidate's family?

A) ADEA
B) IRCA
C) GINA
D) ADA

Answer 2

C

Question 3

The Fair Labor Standards Act protects young workers from employment that might interfere with their educational opportunities.

Answer 3

True

Question 4

All of the following are questions you can never ask a prospective employee for a bartender position during a job interview, except ______.

A) Have you ever been treated for drug addiction?
B) Are you over the age of 18?
C) Do you have any physical defects or impairments?
D) Do you have children?

Question 5

It is critical to show each component of the qualifications required to fulfill a particular job description.

Question 6

It is illegal for the interviewer of a company to ask the person's religion to find out if they need to take "special days" off from work.

Question 7

A labor union contract is also known as a ______.

A) Facilitation agreement
B) Enforcement agreement
C) Union agreement
D) Collective bargaining agreement

Question 8

Which of the following classifications is currently not a protected party under the federal law Title VII of the Civil Rights Act of 1964, as amended?

A) Religion
B) Disability
C) Age
D) Sexual Orientation
E) Gender

Question 9

Which is one of the three different groups of individuals who are protected under the ADA:

A) An individual with a physical or mental impairment that somewhat limits a minor life activity.
B) A person who may have a disability but has no written record of one.
C) A person who is "regarded as" having a disability.
D) An individual who cannot see well without the aid of contacts or glasses.

Question 10

Which of the following would not ordinarily be classified as "Bona Fide Occupational Qualification?"

A) Gender
B) Education
C) Certifications
D) Licensing

Question 11

Hospitality employers, under federal law, must undertake background checks on all employees or be subject to fines from the Department of Homeland Security.

Question 12

Candidates who smoke are protected from habit-based discrimination when applying for a job.

Question 13

Which two perspectives does the job description serve?

A) Personal and professional perspective
B) Operational and legal perspective
C) Hotel and restaurant perspective
D) Physical and mental perspective

Question 14

A job qualification, established in good faith and fairness that is necessary to safely or adequately perform the job is known as a _____.

A) English speaking only rule
B) Job attributes
C) Safety Qualifications
D) BFOQ

Question 15

Negligent Hiring is a failure on the part of an employer to exercise reasonable care in the selection of employees.

Question 16

It is not the best practice for a human resource manager, while conducting an interview, to ask if the candidate has a criminal record.

Question 17

The concept of "employment at will" does not exist in Canada.

Question 18

Which of the following is not considered "applicant screening?"

A) Interview
B) Testing
C) Background check
D) Staffing

Question 19

All of the following statements are

A) Title VII of the Civil Rights Act of 1964, as amended, applies to employers with 25 or more employees who are engaged in interstate commerce.
B) Discrimination based on sex includes pregnancy and childbirth.
C) The EEOC investigates complaints by employees who allege discrimination in the workplace.
D) None of the above are true.
E) All of the above are true.

Question 20

All states have child labor laws.