Question 1

Love contracts require two employees who wish to become romantically involved to submit paperwork to their employer first.

Accepted Answer

True

Question 2

Using DNA data to deny an employee health insurance is a type of discrimination prohibited by federal law.

Accepted Answer

True

Question 3

How can a company minimize its chances of losing hostile work environment lawsuits?&#10;A)create a legitimate policy that encourages internal investigation of complaints&#10;B)legitimately investigate all complaints&#10;C)register with the appropriate federal agency&#10;D)both a and b

Accepted Answer

D

Question 4

Which is not a specific type of discrimination prohibited by federal law?&#10;A)national origin&#10;B)ideology&#10;C)disabilities&#10;D)age

Accepted Answer

The answer of Which is not a specific type of...

Question 5

The Office of Fair Housing and Equal Opportunity is the federal entity that enforces antidiscrimination laws and investigates allegations of job discrimination.

Accepted Answer

The answer of The Office of Fair Housing and Equal...

Question 6

A typical affirmative action policy&#10;A)promises to hire and promote without discriminating.&#10;B)promises to refrain from discriminating in compensation, layoffs, and special programs.&#10;C)is the same as an anti-harassment policy.&#10;D)both a and b

Accepted Answer

The answer of A typical affirmative action policy&#10;A)promises to hire...

Question 7

Sofia's supervisor constantly berates, bullies, and humiliates her. She believes she has a hostile work environment case. Her first step should be to&#10;A)file a complaint with the appropriate federal agency.&#10;B)follow her company's internal policy.&#10;C)confront her supervisor.&#10;D)all of the above

Accepted Answer

The answer of Sofia's supervisor constantly berates, bullies, and humiliates...

Question 8

Under federal law, men can be victims of sexual harassment.

Accepted Answer

The answer of Under federal law, men can be victims...

Question 9

A supervisor threatens an employee's job unless the employee grants him sexual favors. This amounts to _____ sexual harassment.&#10;A)quid pro quo&#10;B)hostile work environment&#10;C)both a and b&#10;D)neither a nor b

Accepted Answer

The answer of A supervisor threatens an employee's job unless...

Question 10

Match between columns&#10;                        Premises: Illegal treatment of a person or group based on prejudice&#10;Illegal treatment of a person or group based on prejudice&#10;Illegal treatment of a person or group based on prejudice&#10;Illegal treatment of a person or group based on prejudice&#10;Illegal treatment of a person or group based on prejudice&#10;Illegal treatment of a person or group based on prejudice&#10;Illegal treatment of a person or group based on prejudice&#10;Illegal treatment of a person or group based on prejudice&#10;Illegal treatment of a person or group based on prejudice&#10;The inclusion in a company workforce of people who differ in culture, background, personality, and other ways&#10;The inclusion in a company workforce of people who differ in culture, background, personality, and other ways&#10;The inclusion in a company workforce of people who differ in culture, background, personality, and other ways&#10;The inclusion in a company workforce of people who differ in culture, background, personality, and other ways&#10;The inclusion in a company workforce of people who differ in culture, background, personality, and other ways&#10;The inclusion in a company workforce of people who differ in culture, background, personality, and other ways&#10;The inclusion in a company workforce of people who differ in culture, background, personality, and other ways&#10;The inclusion in a company workforce of people who differ in culture, background, personality, and other ways&#10;The inclusion in a company workforce of people who differ in culture, background, personality, and other ways&#10;The practice of taking active measures to ensure equal opportunity in hiring and advancement decisions&#10;The practice of taking active measures to ensure equal opportunity in hiring and advancement decisions&#10;The practice of taking active measures to ensure equal opportunity in hiring and advancement decisions&#10;The practice of taking active measures to ensure equal opportunity in hiring and advancement decisions&#10;The practice of taking active measures to ensure equal opportunity in hiring and advancement decisions&#10;The practice of taking active measures to ensure equal opportunity in hiring and advancement decisions&#10;The practice of taking active measures to ensure equal opportunity in hiring and advancement decisions&#10;The practice of taking active measures to ensure equal opportunity in hiring and advancement decisions&#10;The practice of taking active measures to ensure equal opportunity in hiring and advancement decisions&#10;A type of harassment in which sexual demands are directly tied to a person's keeping his or her job or receiving a promotion or other job benefit&#10;A type of harassment in which sexual demands are directly tied to a person's keeping his or her job or receiving a promotion or other job benefit&#10;A type of harassment in which sexual demands are directly tied to a person's keeping his or her job or receiving a promotion or other job benefit&#10;A type of harassment in which sexual demands are directly tied to a person's keeping his or her job or receiving a promotion or other job benefit&#10;A type of harassment in which sexual demands are directly tied to a person's keeping his or her job or receiving a promotion or other job benefit&#10;A type of harassment in which sexual demands are directly tied to a person's keeping his or her job or receiving a promotion or other job benefit&#10;A type of harassment in which sexual demands are directly tied to a person's keeping his or her job or receiving a promotion or other job benefit&#10;A type of harassment in which sexual demands are directly tied to a person's keeping his or her job or receiving a promotion or other job benefit&#10;A type of harassment in which sexual demands are directly tied to a person's keeping his or her job or receiving a promotion or other job benefit&#10;A type of harassment in which supervisors or coworkers use embarrassment, humiliation, or fear to create a negative climate that interferes with the ability of others to perform their jobs&#10;A type of harassment in which supervisors or coworkers use embarrassment, humiliation, or fear to create a negative climate that interferes with the ability of others to perform their jobs&#10;A type of harassment in which supervisors or coworkers use embarrassment, humiliation, or fear to create a negative climate that interferes with the ability of others to perform their jobs&#10;A type of harassment in which supervisors or coworkers use embarrassment, humiliation, or fear to create a negative climate that interferes with the ability of others to perform their jobs&#10;A type of harassment in which supervisors or coworkers use embarrassment, humiliation, or fear to create a negative climate that interferes with the ability of others to perform their jobs&#10;A type of harassment in which supervisors or coworkers use embarrassment, humiliation, or fear to create a negative climate that interferes with the ability of others to perform their jobs&#10;A type of harassment in which supervisors or coworkers use embarrassment, humiliation, or fear to create a negative climate that interferes with the ability of others to perform their jobs&#10;A type of harassment in which supervisors or coworkers use embarrassment, humiliation, or fear to create a negative climate that interferes with the ability of others to perform their jobs&#10;A type of harassment in which supervisors or coworkers use embarrassment, humiliation, or fear to create a negative climate that interferes with the ability of others to perform their jobs&#10;Unwelcome physical or verbal behavior directed at employees because of their sex&#10;Unwelcome physical or verbal behavior directed at employees because of their sex&#10;Unwelcome physical or verbal behavior directed at employees because of their sex&#10;Unwelcome physical or verbal behavior directed at employees because of their sex&#10;Unwelcome physical or verbal behavior directed at employees because of their sex&#10;Unwelcome physical or verbal behavior directed at employees because of their sex&#10;Unwelcome physical or verbal behavior directed at employees because of their sex&#10;Unwelcome physical or verbal behavior directed at employees because of their sex&#10;Unwelcome physical or verbal behavior directed at employees because of their sex&#10;The alleged practice of giving jobs and promotions to minority applicants at the expense of better-qualified members of majority groups&#10;The alleged practice of giving jobs and promotions to minority applicants at the expense of better-qualified members of majority groups&#10;The alleged practice of giving jobs and promotions to minority applicants at the expense of better-qualified members of majority groups&#10;The alleged practice of giving jobs and promotions to minority applicants at the expense of better-qualified members of majority groups&#10;The alleged practice of giving jobs and promotions to minority applicants at the expense of better-qualified members of majority groups&#10;The alleged practice of giving jobs and promotions to minority applicants at the expense of better-qualified members of majority groups&#10;The alleged practice of giving jobs and promotions to minority applicants at the expense of better-qualified members of majority groups&#10;The alleged practice of giving jobs and promotions to minority applicants at the expense of better-qualified members of majority groups&#10;The alleged practice of giving jobs and promotions to minority applicants at the expense of better-qualified members of majority groups&#10;A law that prohibits discrimination based on race or color, gender, religious beliefs, and national origin&#10;A law that prohibits discrimination based on race or color, gender, religious beliefs, and national origin&#10;A law that prohibits discrimination based on race or color, gender, religious beliefs, and national origin&#10;A law that prohibits discrimination based on race or color, gender, religious beliefs, and national origin&#10;A law that prohibits discrimination based on race or color, gender, religious beliefs, and national origin&#10;A law that prohibits discrimination based on race or color, gender, religious beliefs, and national origin&#10;A law that prohibits discrimination based on race or color, gender, religious beliefs, and national origin&#10;A law that prohibits discrimination based on race or color, gender, religious beliefs, and national origin&#10;A law that prohibits discrimination based on race or color, gender, religious beliefs, and national origin&#10;A group agreement not to buy products or conduct business with a certain company to protest a perceived injustice&#10;A group agreement not to buy products or conduct business with a certain company to protest a perceived injustice&#10;A group agreement not to buy products or conduct business with a certain company to protest a perceived injustice&#10;A group agreement not to buy products or conduct business with a certain company to protest a perceived injustice&#10;A group agreement not to buy products or conduct business with a certain company to protest a perceived injustice&#10;A group agreement not to buy products or conduct business with a certain company to protest a perceived injustice&#10;A group agreement not to buy products or conduct business with a certain company to protest a perceived injustice&#10;A group agreement not to buy products or conduct business with a certain company to protest a perceived injustice&#10;A group agreement not to buy products or conduct business with a certain company to protest a perceived injustice

Accepted Answer

The Answer of discrimination and reverse discrimination and quid pro is...

Question 11

If a company has a culture that condones sexual harassment, the culture can often be changed by creating a strongly worded policy and vigorously enforcing it.

Accepted Answer

The answer of If a company has a culture that...

Question 12

Diversity programs are usually legally required.

Accepted Answer

The answer of Diversity programs are usually legally required....

Question 13

At a company, employees post sexually oriented pictures and tell inappropriate jokes even though some employees have reported being offended. This amounts to _____ harassment.&#10;A)quid pro quo&#10;B)hostile work environment&#10;C)both a and b&#10;D)neither a nor b

Accepted Answer

The answer of At a company, employees post sexually oriented...

Question 14

Doug is the best-qualified candidate for a sales representative's job. Last year, he was in an accident that left his face scarred. Miriam does not want to hire him because she thinks customers will be put off by his appearance. Her refusal is illegal.

Accepted Answer

The answer of Doug is the best-qualified candidate for a...

Question 15

A company policy that bans supervisors from dating subordinates under pain of being fired is legal.

Accepted Answer

The answer of A company policy that bans supervisors from...

Question 16

Which is not a specific type of discrimination prohibited by federal law?&#10;A)race or color&#10;B)gender&#10;C)religious beliefs&#10;D)sexual orientation

Accepted Answer

The answer of Which is not a specific type of...

Question 17

Research shows that diversity programs can&#10;A)help companies retain quality workers.&#10;B)open access to new markets.&#10;C)improve customer satisfaction.&#10;D)all of the above

Accepted Answer

The answer of Research shows that diversity programs can&#10;A)help companies...

Deck 7: Ethics and Discrimination