Question 1

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

Accepted Answer

It is prohibited by law to retaliate against employees for engaging in protected activities, such as reporting discrimination or harassment, filing a complaint, or participating in an investigation or lawsuit.

Question 2

Which federal law is designed to protect employees from discrimination based on genetic information of the candidate or the candidate's family?&#10;A) ADEA&#10;B) IRCA&#10;C) GINA&#10;D) ADA

Accepted Answer

GINA, or the Genetic Information Nondiscrimination Act, prohibits employers from discriminating against employees or job candidates based on their genetic information or that of their family members. This includes protecting against hiring decisions, promotions, and/or workforce reductions based on genetic factors.

Question 3

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

Accepted Answer

The Fair Labor Standards Act includes specific provisions to protect the education and well-being of young workers, such as limiting work hours and prohibiting hazardous job duties.

Question 4

All of the following are questions you can never ask a prospective employee for a bartender position during a job interview, except ______.&#10;A) Have you ever been treated for drug addiction?&#10;B) Are you over the age of 18?&#10;C) Do you have any physical defects or impairments?&#10;D) Do you have children?

Accepted Answer

Asking about the prospective employee's age is prohibited by law due to age discrimination laws. The other questions may be viewed as discriminatory or irrelevant to job qualifications.

Question 5

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

Accepted Answer

It is important to clearly state all the necessary qualifications for a job in the job description to ensure that the right candidates apply and are selected based on their relevant skills, experience and education. This helps to avoid mismatches or misunderstandings between the employer and the employee expectations, delays or additional costs in training and recruitment processes, and ultimately affects the performance and productivity of the individual and the organization.

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 &#34;special days&#34; off from work.

Accepted Answer

It is illegal under Title VII of the Civil Rights Act of 1964 for an employer to discriminate against someone in the hiring process based on their religion, and asking about religion could potentially lead to such discrimination. Additionally, employers are legally required to provide reasonable accommodations for an employee's religious practices, regardless of whether or not the employer knows about their religion. Therefore, asking about religion to determine if an employee would need time off for religious observances would be unnecessary and potentially discriminatory.

Question 7

A labor union contract is also known as a ______.&#10;A) Facilitation agreement&#10;B) Enforcement agreement&#10;C) Union agreement&#10;D) Collective bargaining agreement

Accepted Answer

A labor union contract is also known as a collective bargaining agreement. It is an agreement between a labor union and an employer that outlines the terms and conditions of employment for the workers represented by the union. It covers issues such as wages, benefits, working hours, and working conditions.

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?&#10;A) Religion&#10;B) Disability&#10;C) Age&#10;D) Sexual Orientation&#10;E) Gender

Accepted Answer

Sexual orientation is currently not a protected classification under Title VII of the Civil Rights Act of 1964, as amended. However, some states and municipalities have passed their own laws prohibiting discrimination based on sexual orientation.

Question 9

Which is one of the three different groups of individuals who are protected under the ADA:&#10;A) An individual with a physical or mental impairment that somewhat limits a minor life activity.&#10;B) A person who may have a disability but has no written record of one.&#10;C) A person who is &#34;regarded as&#34; having a disability.&#10;D) An individual who cannot see well without the aid of contacts or glasses.

Accepted Answer

The Americans with Disabilities Act (ADA) protects individuals who are "regarded as" having a disability, even if they do not have a disability. This means if an individual is treated by an employer as if they have a disability, they are protected under the ADA.

Question 10

Which of the following would not ordinarily be classified as &#34;Bona Fide Occupational Qualification?&#34;&#10;A) Gender&#10;B) Education&#10;C) Certifications&#10;D) Licensing

Accepted Answer

Gender is not a Bona Fide Occupational Qualification because discrimination based on gender is not generally allowed unless it is necessary for the job (such as a female actor playing a female role). Education, certifications, and licensing may be legitimate Bona Fide Occupational Qualifications if they are necessary for performing the job duties effectively.

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.

Accepted Answer

The answer of Hospitality employers, under federal law, must undertake...

Question 12

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

Accepted Answer

The answer of Candidates who smoke are protected from habit-based...

Question 13

Which two perspectives does the job description serve?&#10;A) Personal and professional perspective&#10;B) Operational and legal perspective&#10;C) Hotel and restaurant perspective&#10;D) Physical and mental perspective

Accepted Answer

The answer of Which two perspectives does the job description...

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 _____.&#10;A) English speaking only rule&#10;B) Job attributes&#10;C) Safety Qualifications&#10;D) BFOQ

Accepted Answer

The answer of A job qualification, established in good faith...

Question 15

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

Accepted Answer

The answer of Negligent Hiring is a failure on the...

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.

Accepted Answer

The answer of It is not the best practice for...

Question 17

The concept of &#34;employment at will&#34; does not exist in Canada.

Accepted Answer

The answer of The concept of &#34;employment at will&#34; does...

Question 18

Which of the following is not considered &#34;applicant screening?&#34;&#10;A) Interview&#10;B) Testing&#10;C) Background check&#10;D) Staffing

Accepted Answer

The answer of Which of the following is not considered...

Question 19

All of the following statements are&#10;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.&#10;B) Discrimination based on sex includes pregnancy and childbirth.&#10;C) The EEOC investigates complaints by employees who allege discrimination in the workplace.&#10;D) None of the above are true.&#10;E) All of the above are true.

Accepted Answer

The answer of All of the following statements are&#10;A) Title...

Question 20

All states have child labor laws.

Accepted Answer

The answer of All states have child labor laws....

Deck 7: Legally Selecting Employees