Deck 3: Equal Employment Opportunity

Question 1

The Family and Medical Leave Act permits employees in organizations of 50 or more workers to take up to 12 weeks of unpaid leave for family or medical reasons.

Answer 1

True

Question 2

Employment discrimination may stem from a decision based on factors other than those relevant to the job.

Answer 2

True

Question 3

The Uniformed Services Employment and Reemployment Rights Act of 1994 prohibits employers from discriminating or retaliating against a job applicant or employee based on prior military service.

Answer 3

True

Question 4

Interestingly, Equal Employment Laws in China resemble those in the U.S.today.

Question 5

Adverse impact is a consequence of an employment practice that results in a greater rejection rate for the majority group than for a minority group.

Question 6

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
An employment situation where protected group members receive less positive treatment than other employees in matters such as performance evaluations and promotions.

Question 7

Two government agencies primarily responsible for enforcing equal employment opportunity laws are the Equal Employment Opportunity Commission and the Office of Federal Contract Compliance Programs.

Question 8

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
Law that requires employers to make reasonable accommodations.

Question 9

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
A consequence of an employment practice that results in a greater rejection rate for a minority group than it does for the majority group in an occupation.

Question 10

Under the Age Discrimination in Employment Act of 1967, protection for employees from discrimination begins after 55 years of age.

Question 11

Discrimination because of employee's sexual orientation is not protected by federal law.

Question 12

If protected group members are more often evaluated poorly than non-protected group members, adverse treatment may have occurred.

Question 13

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
Offensive and unreasonable situations in the workplace that interfere with the ability to work.

Question 14

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
The most prominent piece of legislation regarding HRM.It states the illegality of discriminating against individuals based on race, religion, color, sex, or national origin.

Question 15

A claim made by African American males that minority candidates are given preferential treatment in employment is called reverse discrimination.

Question 16

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
Some type of sexual behavior is expected as a condition of employment.

Question 17

Although the Civil Rights Act does not include sexual orientation as one of the protected classes, nearly all the states, plus over 800 cities and counties, protect employees from discrimination based on sexual orientation in the workplace.

Question 18

An airline that does not hire female pilots can defend against discriminatory charges through the use of a bona fide occupational qualification (BFOQ).

Question 19

In the case of Albemarle Paper Company v.Moody, the Supreme Court ruled that job-related tests are permissible for screening applicants.

Question 20

Title VII prohibits discrimination in hiring, promotion, dismissal, benefits, compensation, or any other terms, conditions, or privileges of employment based on race, religion, color, gender, or national origin.

Question 21

The _________ allows employees to retain their employer-offered health insurance coverage while taking unpaid leave for family matters.

Question 22

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
Law prohibiting discrimination based on pregnancy.

Question 23

________is a practice in organizations that includes actively seeking, hiring and promoting women and minorities to correct past discriminatory injustices.

Question 24

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
The enforcement arm for Title VII of the Civil Rights Act.

Question 25

Age Discrimination in Employment Act prohibits age-related employment discrimination for people:

A)30 and over
B)40 and over
C)50 and over
D)65 and over.
E)70 and over

Question 26

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
Equal pay for jobs similar in skills, responsibility, working conditions, and effort.

Question 27

In 1975, the case of _______ clarified requirements for using and validating selection tests.

Question 28

The _________ granted the enforcement powers for the EEOC.

Question 29

The Equal Employment Opportunity Commission has enforcement mechanisms that include filing ________ lawsuits against organizations if unable to secure an acceptable resolution of discrimination charges within 120 days.

Question 30

The _______ case led to a four-part test used to determine if discrimination has occurred.

Question 31

Under the ADA, companies are required to make _______ to provide a qualified individual access to the job.

Question 32

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
Anything of a sexual nature that creates a condition of employment, an employment consequence, or a hostile or offensive environment.

Question 33

The ________ decision made invalid any test or diploma requirements that disqualified African Americans at a substantially higher rate than whites if the differentiation could not be proved job related.

Question 34

Under the ________ veterans have the right to return to their jobs in the private sector when they return military service.

Question 35

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
A rough indicator of discrimination that requires that the proportion of minority applicants a company hires must equal at least 80 percent of the proportion majority applicants in the population hired.

Question 36

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
Programs instituted by an organization to correct past injustices in an employment process.

Question 37

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
A claim made by white males that minority candidates are given preferential treatment in employment decisions.

Question 38

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
The invisible barrier that blocks females and minorities from ascending into the upper levels of an organization.

Question 39

The Civil Rights of 1964 is divided into parts called ________.

Question 40

MATCHING KEY TERMS AND DEFINITIONS
a)Americans with Disabilities Act of 1990
b)EEOC
c)Bona fide occupational qualification (BFOQ)
d)Title VII
e)Sexual harassment
f)4/5 rule
g)Glass ceiling
h)Comparable worth
i)Pregnancy Discrimination Act of 1978
j)Adverse impact
k)Reverse discrimination
l)Adverse treatment
m)Affirmative action
n)Quid pro quo harassment
o)Hostile environment harassment
Job requirements that are "reasonably necessary to meet the normal operations of that business or enterprise".

Question 41

Executive Order 11246

A)prohibits discrimination on the basis of race, religion, color, and national origin, by federal agencies as well as those working under federal contracts.
B)added sex-based discrimination Executive Order 11375.
C)granted the enforcement powers for the EEOC.
D)affords EEO protection to pregnant workers.
E)increased mandatory retirement age from 65 to 70.

Question 42

Larry, a 62 year old, has just been offered a full time job as merchandise representative for a large firm.The cost of his benefits is in line with the rest of the company, but he is not offered an opportunity to participate in the pension plan.Can he sue under the ADEA?

A)No.The ADEA doesn't cover age discrimination.
B)Yes.He has a clear violation of age protection.
C)No.As long as the cost of benefits is the same for him as for younger employees, the organization is in compliance with the law.
D)Yes.Pension plans are required for all U.S.employees.
E)No.Pension plans are no longer offered to employees.

Question 43

Which of the following is NOT a protected status category?

A)Race
B)Sex
C)National origin
D)Seniority
E)Religion

Question 44

A large organization is an EEO employer with an affirmative action plan.Which of these activities is performed as part of the plan?

A)Employment decisions are based on group membership rather than individual performance.
B)Knowledge, skills, and abilities have been removed from all job analysis activities.
C)Fair employment practices are based on the premise that certain groups of people like to work together.
D)Executive perks are reported independently to the IRS.
E)Workforce demographics and community demographic patterns are monitored continually.

Question 45

The ________is NOT a federal law affecting employment discrimination.

A)Civil Rights Act of 1964
B)Civil Rights Act of 1991
C)Equal Employment Opportunity Act of 1972
D)Fair Wage Standards Act of 1948
E)Americans with Disabilities Act of 1990

Question 46

Don is a recruiter for a large steel manufacturing firm.His favorite recruiting trip is to his alma mater, a city university in the tough part of the large metropolitan area where he grew up.He is glad to give these minority graduates a chance for an interview.About 10% of his new hires are from this school, one of 11 that he visits every fall.Don's firm is an active EEO employer.Is there a problem?

A)Yes.Disparate impact may result from this employment practice.
B)No.Affirmative action has no bearing on these hiring practices.
C)Yes.Reverse discrimination may result from this employment practice.
D)No.This is an appropriate EEO recruiting action.
E)Yes.EEO was rescinded because of actions such as Don's.

Question 47

The Americans with Disabilities Act of 1990 included all of the following provisions EXCEPT

A)All job actions must be based on job requirements.
B)Reasonable accommodations must be made for qualified workers.
C)Employment protection is extended to most forms of disability status.
D)Pre-job offer medical examinations are eliminated unless the examinations are job related.
E)Organizations must re-engineer working areas to accommodate all special needs.

Question 48

A security company instituted a 6'0'' height requirement as a condition of employment for security guards.Such a height requirement is likely to create

A)Disparate treatment.
B)Adverse impact.
C)Bona fide occupational impact.
D)Reverse discrimination effect.
E)Reverse treatment effect.

Question 49

Which of the following is the most prominent piece of legislation regarding HRM?

A)Executive Order 11478
B)Executive Order 11246
C)Title VII of the Equal Employment Opportunity Act of 1972
D)Title VII of the Civil Rights Act of 1991
E)Title VII of the Civil Rights Act of 1964

Question 50

Which of the following is a landmark Supreme Court decision stating that tests must fairly measure the knowledge or skills required for a job?

A)Civil Rights Act of 1964
B)Washington v.Davis (1967)
C)Griggs v.Duke Power Company (1971)
D)Civil Rights Act of 1991
E)McDonnell-Douglas Corp.v.Green (1973)

Question 51

The following is the arm of the federal government empowered to handle discrimination in employment cases:

A)Fair Employment Commission
B)Fair Labor Standards Commission
C)Equal Employment Opportunity Act
D)Equal Employment Opportunity Commission
E)Affirmative Action Commission

Question 52

_______ include activities or modifications to the work environment that allow the qualified individual to perform the work.

A)Seniority systems
B)Affirmative action
C)Disparate treatment
D)Reasonable accommodations
E)Reverse discrimination

Question 53

Which of the following is NOT true regarding sexual harassment?

A)It creates an intimidating offensive or hostile work environment.
B)It interferes with an individual's work or employment opportunities.
C)It originated with the #MeToo movement.
D)Victims are not required to prove that they suffered mental distress for harassment to occur.
E)Victims do not need to suffer negative job repercussions for harassment to occur.

Question 54

Leo has requested that the EEOC investigate his case of employment discrimination.What initial steps can Leo expect?

A)Nothing.This is the wrong agency for employment discrimination complaints.He needs to file with the Sarbanes-Oxley agency.
B)The EEOC will take up to 120 days to secure acceptable resolution of the discrimination charges before filing suit.
C)The EEOC will help Leo form a labor union.
D)The EEOC will explain Title VII coverage to the work group.
E)The EEOC will pay the costs for Leo to file a civil suit against the employer.

Question 55

Jean, a 35-year-old mother of two, has been with her firm for 15 years.She wants to transfer out of the computer room of her organization, because the 90-pound boxes are too heavy for her to lift now that she is pregnant again.Her boss told her to either lift the boxes or quit.What law protects her from this treatment?

A)Civil Rights Act of 1991.
B)Pregnancy Discrimination Act of 1978.
B)Vocational Rehabilitation Act of 1973.
C)Executive Order 11375.
D)Age Discrimination in Employment Act of 1967.

Question 56

If you were vice-president of human resources for a large organization, how could you find out if disparate impact was occurring in your organization?

A)Interview ex-employees.
B)Compare hiring ratios for protected classes to the majority and to the geographical area.
C)Examine court records and other public sources of information for legal action against the firm by women and minorities.
D)Examine pay raise data and promotion charts for differences identifiable by race or sex.
E)There is no way to find out.Employees are too afraid to speak up.

Question 57

Which of the following may be examples of age-related discrimination?

A)Physical fitness tests for executives.
B)Offering higher health insurance premiums for older employees.
C)Throwing an "Over the Hill" birthday party for an employee turning 40.
D)Moving older workers to positions that do not meet the public in order to appeal to younger customers.
E)All of the above.

Question 58

Which of the following is NOT true regarding Title VII of the Civil Rights Act of 1964?
A)It prohibits discrimination in hiring, compensation, terms, conditions, and privileges of employment based on race, religion, color, sex, or national origin.

A)It prohibits retaliation against an individual who opposes any unlawful practice.
B)It protects employees 30-65 years of age from discrimination.
C)It prohibits retaliation against an individual who files a charge of discrimination.
E)It specifies compliance based on the number of employees in the organization.

Question 59

Peter has been a production supervisor at a plant for over 20 years.His performance record has been excellent until last year.Peter's manager gave him low ratings during the last performance review.Peter just found out that his company is downsizing and that he is going to be laid off.Peter is 58 years of age.If Peter were to sue his company for discrimination, which of the following law would be most appropriate?

A)Equal Employment Opportunity Act of 1972
B)Age Discrimination in Employment Act of 1967
C)Job Security Act of 1984
D)Civil Rights Act of 1991
E)Civil Rights Act of 1964

Question 60

In most organizations, affirmative action plans include all of the following steps EXCEPT
A)Community demographic composition is identified for all job classifications.

A)Current workforce demographics are analyzed.
C)Goals and timetables are established for correcting imbalances between organizational and community demographics.
D)No member of a protected group is fired, demoted, or transferred.
E)Job requirements are defined in terms of skills, abilities, and knowledge.

Question 61

Which of the following is NOT true regarding bona fide occupational qualifications (BFOQs)?

A)BOFQs cannot be used in cases of race or color.
B)A faculty member must be catholic to teach at a Jesuit university.
C)BFOQs are narrowly defined.
D)Religion may be used as a differentiating factor in ordaining a church minister.
E)When used as a response to EEO charges, BFOQs must be directly related to the job.

Question 62

Which of these actions is NOT listed in the text as protecting employees from sexual harassment?

A)Issue a sexual harassment policy that describes what harassment is.
B)Train management in how to deal with harassment complaints.
C)Communicate sexual harassment policy to all employees.
D)Fire individuals accused of sexual harassment.
E)Make sure that no further harassment or retaliation occurs.

Question 63

An allegation of discrimination could be supported under a geographical comparison test in which instance?

A)Maricella, a 50-year-old chemical engineer, responded to a position advertised as "Chemical Engineer: BS in Chemical Engineering, plus 5 years' experience or equivalent." She received a form letter in response that said applications were no longer being accepted for this position.She saw the same position advertised 2 days later.
B)Don, a 35-year old MBA, was not interviewed by the XYZ company for the position of general manager.He knew that when his uncle was going to retire next month, a general manager position would be available.The firm has a policy of promoting from within and hires only inexperienced, newly graduated applicants.
C)A large Miami-based financial institution has no Hispanics on the payroll.
D)Jose, who speaks only Spanish, applied for a postal service job which was posted in English, Spanish, and French.He was told applications were no longer being accepted for this position.
E)Jon, an HIV positive postal worker, was passed over for promotion because of his physical condition.He had successfully completed all training requirements and passed the qualifying examination.

Question 64

Abby is an insurance adjuster at an insurance agency with 75 employees.Eighteen months after she was hired, her father fell and broke his hip.She requested four months off to care for him.Will the Family and Medical Leave Act protect her job?

A)No.The legislation applies only to male employees.
B)No.The legislation applies only to children, not to parents.
C)No.Four months is longer than the law allows.
D)No.She hasn't worked there long enough.
E)No.Her company is too small.

Question 65

Which of the following is NOT true of discrimination based on weight and appearance?

A)No federal employment laws protect workers from weight and appearance discrimination.
B)Over half of the states have laws protecting employees from weight and appearance discrimination.
C)Workers who are overweight are paid less than average size-workers.
D)Obese workers may be perceived as less intelligent and may have less influence in the workplace.
E)Piercings and tattoos may be protected by Title VII if they are for religious reasons.

Question 66

Which of the following is NOT true regarding HRM outside the United States?

A)Canadian laws pertaining to HRM practices closely parallel those in the United States.
B)India's Supreme Court recently declared sexual harassment to be illegal under a constitutional guarantee of the right to gender equity and requires all employers with more than 50 employees to have a sexual harassment prevention policy.
C)In Australia, a very small percentage of the workforce is unionized.
D)Australia's discrimination laws were not enacted until the 1980s.
E)In Germany, legislation requires companies to practice representative participation.

Question 67

Yogesh has difficulties speaking clearly and quickly due to a severe speech impairment.He applied for a telemarketing job in a marketing research company that employed 42 employees.However, the employer did not hire him because of his inability to talk quickly and clearly.Being able to talk quickly is an essential qualification for the job given the high volume of phone calls that telemarketers have to place during a day.Is this employer potentially liable under the Americans with Disabilities Act?

A)Yes, because the employer must provide the necessary technology to enable Yogesh access to the job.
B)Yes, because Yogesh is still able to talk even if his speech is very slow.
C)No, because the company has fewer than 50 employees.
D)No, because speech impairment does not qualify as a disability.
E)No, because speaking quickly is an essential qualification for the telemarketing job.

Question 68

All of these statements about the 1991 Civil Rights Act are accurate EXCEPT, the Act

A)prohibits racial harassment on the job.
B)allows for punitive and compensatory damage through jury trials.
C)reduces the Griggs decision impact.
D)reinforces the illegality of employers who make hiring or firing decisions on the basis of race or ethnicity.
E)places the burden of proof on the employer.

Question 69

A company used a personality test to select job candidates for customer service positions.There were 40 male candidates and 20 female candidates.It appeared that 30 men passed the personality test while 5 women passed the personality test.Was there evidence of disparate impact against female candidates with this personality test?

A)No, because this is an example of disparate treatment.
B)No, because a passing rate of 25% (5/20)for the female candidates is fairly good.
C)No, because the personality test may not be very reliable.
D)Yes, because the passing rate of the female candidates (25%)is less than 80% of the passing rate of the male candidates (75%).
E)No, because the passing rate of the female candidates (25%)is more than 20% of the passing rate of the male candidates (75%).

Question 70

Which case found that layoffs of white workers to establish racial or ethnic balances were illegal?

A)Griggs v.Duke Power.
B)Washington v.Davis.
C)Wyant v.Jackson Board of Education.
D)U)S.v.Paradise.
E)Wards Cove Packing Company v.Antonio.

Question 71

Sharon is confined to a wheelchair since her accident.Her employer supplied a special desk and widened the aisles so that she can get to her work station and work.This action is known as

A)adverse prevention.
B)restricted actions.
C)disparate impact.
D)class protection.
E)reasonable accommodations.

Question 72

An allegation of discrimination could be supported under the restricted policy infraction test in which instance?

A)Company position advertisements state that travel is required, approximately 10-12 days per month.
B)The XYZ company has a policy of promoting from within.They only hire inexperienced, newly graduated applicants, mostly from local universities.
C)A large Baltimore-based financial institution has no African-Americans on the payroll.
D)Jon, an HIV+ postal worker, was passed over for promotion.He had successfully completed all training requirements, but he failed to pass the qualifying examination.
E)Company position available announcements are posted in English and French.Most of the Hispanic workers only speak Spanish.

Question 73

Which of the following is true regarding Executive Order 11246?

A)It prohibits employment discrimination on the basis of race, religion, color, sex, or national origin for all private employers.
B)It allows for punitive and compensatory damages through jury trials.
C)It prohibits discrimination on the basis of race, religion, color, and national origin by federal agencies as well as those working under federal contracts.
D)It covers all organizations with contracts of $4,000 or more with the federal government.
E)It protects employees 40-65 years of age from discrimination.

Question 74

Cindy, a stock analyst, just tested HIV positive.Which statement applies to her situation?

A)The 1990 Americans with Disabilities Act offers her protection from being transferred because of her illness.
B)The 1993 Workers Protection Act requires that she be fired because of her illness.
C)The 1991 Civil Rights Act offers her protection from being transferred because of her illness.
D)The 1993 Worker Protection Act assures her of confidentiality about the nature of her illness.
E)The 1990 Americans with Disabilities Act offers her protection from being fired because of her illness.

Question 75

Chelsey has worked at a daycare center with 35 employees for 10 years.She requested two months leave to care for her mother will undergo chemotherapy.Will the Family and Medical Leave Act protect her job?

A)No.The legislation applies only to female employees.
B)No.The legislation applies only to children, not to parents.
C)No.Two months is longer than the law allows.
D)No.He hasn't worked there long enough.
E)No.Dan's company is too small.

Question 76

Which of the following EEOC action steps are pursued if the company offers to settle the case after the complaint is filed and the process to determine the validity of the complaint is initiated?
A)The EEOC notifies the organization of the filing within 10 days.

A)Written charges are filed by an individual employee.
B)The process stops.
C)The company is notified of the EEOC findings within 120 days.
D)The company is notified that it has 90 days to file under the right-to-sue clause.

Question 77

You are vice-president of human resources of a large pharmaceutical manufacturer.Your firm has a longstanding tradition of promoting from within.Your firm is being sued by Ed, a 45-year-old MBA, who has attempted to apply for a general manager job and was told that applications for the position were not being accepted.He knows the position is available because the incumbent died and the obituary was public information.He is claiming age discrimination.Which of the following discrimination defenses should be employed?

A)The 4/5 rule
B)McDonnell-Douglas Test
C)Geographical comparison
D)Performance ratio comparison
E)Seniority systems

Question 78

Which is NOT true of English-Only requirements in the workplace?

A)Title VII requires employers to allow employees to converse in their native languages.
B)The ability to speak a common language with employers may be a business necessity.
C)English-only rules are permissible if they are a valid job requirement.
D)Conversation in a native language may be used to insult or harass workers in a way that employers do not understand.
E)The requirement does not apply to workers under 16.

Question 79

Which of the following reaffirmed the use of preferential treatment based on gender to overcome problems in existing affirmative action programs?

A)Griggs v.Duke Power.
B)Washington v.Davis.
C)Johnson v.Santa Clara County Transportation Agency
D)Firefighters Local 1784 v.Stotts.
D)Wyant v.Jackson Board of Education.

Question 80

Which of the following employer actions are permissible under the Genetic Information Nondiscrimination Act (GINA)?

A)Employers check social-media to see if applicants mention relatives with illnesses with genetic links such as breast or colon cancer.
B)Recruiter runs into an applicant at a charity walk to cure ALS when the applicant explains she is walking in memory of her father and grandfather who died of the disease.
C)Genetic testing is included as part of a mandatory wellness program.
D)Relatives of employees with heart disease are not hired.
E)Employer health plan provides a premium reduction to employees who complete a health risk assessment prior to enrollment that includes questions about family medical history.