Deck 9: Information and Computer Security

Question 1

What term refers to maintaining an employee after discovering some negative information not disclosed during the screening phase of the employment process?

A) Mens Rea
B) Mala Prohibitium
C) Negligent retention
D) Criminal negligence

Answer 1

C

Question 2

Employment-related hiring security includes:

A) organization methods
B) background investigations
C) keyboard monitoring
D) negligent retention

Answer 2

B

Question 3

A search of the Office of Foreign Asset Control of the U.S.Department of the Treasury reveals:

A) identities of foreign nationals
B) the federal reserve rate
C) amount of money available
D) amount of foreign assets

Answer 3

A

Question 4

What act was passed to provide employers and employees with the right to work in a drug free workplace?

A) Federal Anti-Drug Employment Act
B) Federal Drug Free Workplace Act
C) Federal Employees Against Drugs Act
D) Federal Drug and Cosmetic Act

Question 5

Standard applicant checks, including driving records and criminal background checks, are used for what types of positions?

A) homeland security screening
B) high risk positions involving overseas travel
C) entry-level positions and positions that handle no money
D) those involving international travel

Question 6

What may be the result of poor hiring decisions?

A) cash awards to former employees
B) negligent hiring lawsuits
C) failing homeland security mandates
D) language barriers

Question 7

An employer is required to notify a job candidate that a consumer credit report will be requested as part of the job screening process under which provision?

A) Social Security Administration Act
B) EEOC
C) Affirmative Action
D) Fair Credit Reporting Act

Question 8

This prohibits employment discrimination based on race, color, religion, sex, or national origin:

A) Title VII of the Civil Rights Act of 1964 (Title VII)
B) Patriot Act (2001)
C) National Employment Act of 1966
D) 15th Amendment (1870)

Question 9

It is estimated that up to 40% of job applicants provide:

A) qualifying resumes
B) immigration status information
C) false or inflated information contained on resumes
D) accurate and relevant information

Question 10

Pre-employment screening at a minimum generally includes criminal history, verification of prior employment, social security number and:

A) friends and relatives
B) neighborhood checks
C) education verification
D) psychological testing

Question 11

Pre-employment background screening is among the most important types of investigations conducted:

A) in the private investigations sector
B) by the Interior Department
C) by the U.S.Department of Labor
D) by local agencies

Question 12

According to the text, what type of background checks are intended for higher level positions involving the handling of money or sensitive information, and include education verification, professional credential checks and contacting references?

A) comprehensive
B) limited
C) rigorous
D) extreme

Question 13

What act enforced by the Federal Trade Commission is designed to promote accuracy and ensure privacy of information?

A) Social Security Administration Act
B) EEOC
C) Affirmative Action
D) Fair Credit Reporting Act

Question 14

What is generally considered the most accurate drug test for detecting current usage of drugs?

A) hair
B) urine
C) blood
D) sweat

Question 15

Pre-employment screening has increased not only because of security concerns but also:

A) because of lower cost and the ease with which information can now be obtained
B) because of the number of job applicants providing false information
C) because of the fear of crime
D) because of homeland security mandates

Question 16

What is considered to be by far the largest substance abuse problem in society that can affect the workplace?

A) cocaine
B) marijuana
C) alcohol
D) amphetamines

Question 17

Drug testing has taken many forms throughout the years, but what is the most common method used to do a drug screening?

A) hair sample
B) blood sample
C) urine Sample
D) breathalyzer

Question 18

The Employee Polygraph Protection act essentially does what?

A) mandates polygraphs for all prospective employees
B) prohibits the use of polygraphs in the private sector
C) allows for random polygraphs
D) allows for court ordered polygraphs only

Question 19

False or inflated information supplied by job applicants seems to be:

A) about the same
B) on the decrease
C) on the rise
D) appropriate given the times we live in

Question 20

Pre-employment screening, fingerprinting, and drug testing are all part of what process?

A) Homeland Security mandates
B) The Patriot Act
C) background investigations
D) benefit vetting

Question 21

The U.S.Supreme Court has held that Title VII of the Civil Rights Act of 1964 prohibits:

A) teasing and bullying in schools
B) sexual harassment in the workplace
C) racial epithets and "hate" speech
D) workplace violence

Question 22

As a general rule, the US Supreme Court has established that employers cannot be held liable for both actual sexual harassment in the workplace and hostile environment sexual harassment.

Question 23

The Supreme Court has established that employers can be held liable for both actual sexual harassment in the workplace and:

A) potential harassment
B) hostile environment
C) quid pro quo
D) unforeseen sexual harassment

Question 24

If an employee plans to conduct post-hiring testing for current employees, then the employer should include training and education for supervisors and employees.

Question 25

A 2004 article indicated what percentage of women would be sexually harassed during the course of their academic or working lives?

A) 25%
B) 40%
C) 50%
D) 75%

Question 26

Negligent hiring occurs when the employer does not take adequate time to explain the job to the new employee and it results in employee turnover.

Question 27

The ADP Employer Hiring Index found that 50% of new potential employees had inaccuracies on their resumes about their education or previous employment.

Question 28

One major reason companies need to investigate potential employee backgrounds is because negligent hiring lawsuits are on the rise.

Question 29

Under the law, it is not necessary to notify a potential applicant for employment if you are using a consumer report as part of the hiring process.

Question 30

Most large corporations maintain their own proprietary security forces that provide a wide range of security functions, including investigations.

Question 31

Drug testing in the military can be used as a basis to take action, adverse or otherwise.

Question 32

What governmental agency is responsible for administering the Civil Rights Act as it pertains to sexual harassment?

A) Fair Labor Standards
B) Equal Employment Opportunity Commission
C) Department of Justice
D) Department of Employment Guidelines

Question 33

Under the Fair Credit Reporting Act a company must obtain permission from an applicant to conduct a background check.

Question 34

The 1988 Employee Polygraph Protection Act prohibited the use of polygraphs in pre-employment screening except by the government.

Question 35

On the average about 30% to 40% of information contained on potential employee resumes contains inaccuracies.

Question 36

Companies cannot be held liable for the actions of temporary or contract employees, so it is not necessary to do background checks on them.

Question 37

A problem with education verification is that with today's computer systems individuals can make realistic looking diplomas and other documents.

Question 38

In Board of Education v.Earls (2002) the U.S.Supreme Court cautioned that the desirability and wisdom of drug testing is an issue to be decided by local school boards, and said:

A) "Testing students who participate in extracurricular activities is a reasonably effective means of addressing the school district's legitimate concerns in preventing, deterring, and detecting drug use."
B) "Testing students who participate in extracurricular activities is not a reasonably effective means of addressing the school district's legitimate concerns in preventing, deterring, and detecting drug use, and cannot be condoned."
C) "Drug testing is patently invasive and is thereby abolished."
D) "Drug testing is non-invasive and may be used regardless of the institution."

Question 39

If a company uses any adverse information contained in a credit report as a reason not to hire an individual, it must contact the applicant and notify them of this decision.

Question 40

The Fair Credit Reporting Act laws only apply when a company hires an outside vendor to conduct background checks.

Question 41

______________ testing is the most common method utilized by companies to drug screen an employee.

Question 42

The use of illegal drugs in the workplace has become an increasing problem for company security personnel.The biggest problem by far is the use of marijuana.

Question 43

Sexual harassment does not differentiate between genders, and companies can be held liable for same-sex harassment.

Question 44

________ testing is becoming more popular to analyze drug use, because it can cover a longer span of time than urine testing can.

Question 45

Collective bargaining agreements can also affect an employer's right to ____________.

Question 46

Monitoring computer use can be done by keystroke monitoring systems.

Question 47

An employer can monitor all calls originating within his company confines because the phones and equipment are company property.

Question 48

Telephone numbers dialed from business extensions can be recorded by a ___________.

Question 49

Under the Fair Credit Reporting Act a company must obtain permission from an applicant to conduct even a ________________ check.

Question 50

PeopleFinders, a 20-year old company based in Sacramento, concedes that the site contains some _________________.

Question 51

One area that is essential for company security to become involved in is the issue of horseplay that can lead to problems in the future.

Question 52

Urine testing is the most common method utilized by companies to drug screen an employee.

Question 53

The U.S.Supreme Court has ruled that a company can be held liable for both actual sexual harassment and for the creation of a hostile work environment.

Question 54

Close to a third of all companies have fired an employee and more than half have disciplined an employee in the past year for violating an e-mail policy.

Question 55

Companies are permitted to monitor their employees' use of computers to include website searches and e-mails.

Question 56

The Military Personnel Drug Abuse Testing Program recognizes that the illicit use of _______________ by military members is an offense under the Uniform Code of Military Justice.

Question 57

Under the law it is necessary to notify a potential applicant for employment if you are using a _______________ report as part of the hiring process.

Question 58

The Fair Credit Reporting Act laws only apply when a company hires an outside ____________ to conduct background checks.

Question 59

If the company uses any _____________information contained in a credit report as a rationale not to hire an individual they must contact the applicant and notify them of this decision.

Question 60

The Fair and Accurate Credit Transactions Act of 2003, or FACTA, has a section that states employers do not have to get permission to conduct a misconduct investigation, as opposed to background investigations.

Question 61

Why is it important to conduct background checks for persons who deal with the elderly and/or infirm? What are some of the background issues an investigator should look for when conducting this type of background investigation?

Question 62

What is contained in a background investigation and why are background investigations important to a corporation?

Question 63

List and describe the components of a pre-employment screening.

Question 64

What is the difference between negligent hiring and negligent retention?

Question 65

In Faragher v.City of Boca Raton, the U.S.Supreme Court found that the city was vicariously liable under Title VII of the Civil Rights Act of 1964 for actionable discrimination in a sexual harassment case.What was the Court's rationale?