Deck 3: Equal Employment Opportunity and Human Resources Management

Question 1

Seniority systems can be used by companies to legally justify paying men more than women.

Answer 1

True

Question 2

An apparel store may not discriminate against a male applying for a job as a fitting room attendant.

Answer 2

False

Question 3

Employment discrimination began in the nineteenth century with the Civil Rights Act of 1866.

Answer 3

False

Question 4

State and local governments are exempted from the provisions of the Civil Rights Act and Equal Employment law.

Question 5

Early nondiscrimination laws failed to give enforcement power to the agencies charged with upholding them.

Question 6

Equal employment opportunity refers to actions required of employers to correct past discrimination against minorities.

Question 7

If a pay disparity between the sexes exists,employers cannot legally lower the wages of one gender to comply with the law.

Question 8

If people are regarded as having a disability,then they are protected under the Americans with Disabilities Act.

Question 9

The Equal Pay Act makes it illegal to discriminate against people in terms of the pay,employee benefits,and pension they earn based on their gender when they do equal work.

Question 10

Women and minority groups are referred to as protected classes.

Question 11

Title VII of the Civil Rights Act prohibits discrimination on the basis of race,color,religion,sex,or age.

Question 12

Title VII of the Civil Rights Act led to the institution of the Equal Pay Act.

Question 13

Courts have defined business necessity as a practice that is necessary to the safe and efficient operation of an organization.

Question 14

The Civil Rights Act of 1964 established the Equal Employment Opportunity Commission.

Question 15

Employers are legally required to treat pregnancy the same way they treat any other medical disability.

Question 16

Managers cannot be sued for discrimination because they merely act as agents of their employer.

Question 17

A religious organization is excluded from the coverage of the Civil Rights Act.

Question 18

The Equal Employment Opportunity Act of 1972 strengthened the enforcement power of the Equal Employment Opportunity Commission (EEOC).

Question 19

Training in and knowledge of equal employment opportunity (EEO)laws are essential for managers and supervisors because organizations can be held accountable and legally responsible for their managers' decisions.

Question 20

The Pregnancy Discrimination Act requires pregnancy leave dates to be based on the individual employee's ability to work.

Question 21

Reasonable accommodation for a disability may include reassignment to a vacant position.

Question 22

The bona fide occupational qualification (BFOQ)exception does not apply to discrimination based on national origin.

Question 23

Executive Order 11246 requires all federal agencies and government contractors to develop affirmative action plans.

Question 24

The Civil Rights Act of 1964 allows employers to set different cut-off test scores on the basis of race and sex during the hiring process.

Question 25

The Uniform Guidelines on Employee Selection Procedures were designed to help employers,labor organizations,employment agencies,and licensing boards comply with the requirements of federal laws prohibiting employment discrimination.

Question 26

When using a selection test,employers must be able to prove that the test bears a direct relationship to success on the job.

Question 27

The Immigration Reform and Control Act requires employers to verify the legal rights of applicants to work in the U.S.

Question 28

A disabled person must have an obvious physical impairment or deformity to be considered disabled under the Americans with Disabilities Act.

Question 29

Quid pro quo sexual harassment occurs when unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating,hostile,or offensive working environment.

Question 30

An employer may be guilty of sexual harassment when an employee finds jokes,pictures,or language used by others offensive.

Question 31

Adverse impact refers to the unintentional rejection for employment,placement,or promotion of a significantly higher percentage of members of a protected class when compared with members of nonprotected classes.

Question 32

U.S.government-owned corporations are exempted from the Civil Rights Act of 1964.

Question 33

HR managers need not be concerned about state fair employment practice laws since they are usually less stringent and less comprehensive than federal laws prohibiting discrimination.

Question 34

To comply with the Immigration Reform and Control Act,employers must submit all completed Form I-9s to Immigration and Naturalization Service officers for approval.

Question 35

Proof of a direct relationship between selection instruments and performance must be established through validation studies by an independent firm.

Question 36

The Uniform Guidelines on Employee Selection Procedures require validated procedures for selecting and promoting employees but do not apply to dismissal,transfer,or demotion.

Question 37

The Equal Employment Opportunity Commission (EEOC)considers an employer guilty of sexual harassment if the employer knew about harassment activity but failed to take any corrective action.

Question 38

Dirty jokes,vulgar slang,nude pictures,swearing,and personal ridicule and insult constitute quid pro quo sexual harassment.

Question 39

Title VII of the Civil Rights Act provides employees with a statutory right to complete religious freedom in the workplace.

Question 40

Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.

Question 41

A factor that appears to have influenced the growth of Equal Employment Opportunity (EEO)legislation is:

A)the changing attitudes of society at large.
B)the post-war baby boom.
C)a shortage of qualified labor.
D)an influx of illegal immigrants.

Question 42

​Disparate treatment would arise when an employer hires men but not women with school-going children.

Question 43

The Equal Employment Opportunity Commission (EEOC)is responsible for ensuring that covered employers comply with the intent of Title VII of the Civil Rights Act.

Question 44

The work of the Equal Employment Opportunity Commission consists of formulating equal employment opportunity (EEO)policy and approving litigation involved in maintaining equal employment opportunity.

Question 45

Based on the Griggs case,requiring all salespersons to be six feet tall would have an adverse impact on Asians and women,limiting their employment opportunities.

Question 46

The Griggs case established the principle that employment practices must be related to the job.

Question 47

It is illegal for employers to deny sick leave for morning sickness or other pregnancy-related illnesses if sick leave is permitted for other medical conditions such as flu or surgical operations.

Question 48

A 35-year-old applicant who is denied employment based upon age may file a claim under the Age Discrimination in Employment Act if the organization hired a 21-year-old.

Question 49

No adverse impact exists if members of a protected class represent a significantly smaller percentage of the organization's workforce than the percentage found in the population of the surrounding community.

Question 50

The Griggs case established the principle that statistical disparity among protected class members must be made in comparison to the relevant labor market.

Question 51

The employment of individuals in a fair and nonbiased manner is called:

A)reasonable accomodation.
B)equal employment opportunity.
C)civil rights policy.
D)diversity management.

Question 52

Affirmative action programs are required by all employers.

Question 53

The Lilly Ledbetter Fair Pay Act states that the 180-day statute of limitations for filing an equal-pay lawsuit with the Equal Employment Opportunity Commission (EEOC)resets with each new discriminatory paycheck an employee receives.

Question 54

An employee alleging discrimination can sue both the manager (or supervisor)of a company and the company itself because:

A)the company provided EEO training to the manager.
B)the manager or supervisor functions as an agent of the company.
C)the protected classes are adequately represented in the company.
D)the Uniform Guidelines require an employer to conduct validity studies of its selection procedures.

Question 55

Employers may be accused of reverse discrimination,or giving preference to members of protected classes,to the extent that unprotected individuals believe they are suffering discrimination.

Question 56

When pursuing an adverse impact claim,an individual is alleging that the employer's selection practices have unintentionally discriminated against a protected group.

Question 57

The Civil Rights Act of 1991 states that employees who are sent abroad to work for U.S.-based companies are protected by U.S.antidiscrimination legislation governing age and disability and Title VII of the Civil Rights Act of 1964.

Question 58

Title VII of the Civil Rights Act protects those who file charges against an employer with the Equal Employment Opportunity Commission (EEOC)from retaliation by the employer.

Question 59

The Four-Fifths Rule applies when the number of employees from a protected class is less than four-fifths of the number of employees hired from the class with the highest selection rate.

Question 60

The Equal Employment Opportunity Commission consists of one commissioner from each state and a general counsel.

Question 61

The Age Discrimination in Employment Act prohibits specific employers from discriminating against persons who are:

A)40 years of age or older.
B)below 35 years of age.
C)below 28 years of age.
D)between 25 to 30 years.

Question 62

Age discrimination does NOT exist when:

A)employers make off-hand remarks about older individuals.
B)advanced age affects organizational efficiency.
C)older workers are pressured to take early retirement.
D)older workers are terminated during downsizing.

Question 63

The Equal Pay Act prohibits employers from discrimination in pay based on:

A)race.
B)gender.
C)religion.
D)age.

Question 64

Which of the following groups would not fall under the broad definition of protected classes?

A)African Americans
B)Women
C)People above 55 years of age
D)White men

Question 65

Which of the following employers are covered under the Civil Rights Act of 1964?

A)Organizations hiring Native Americans on or near a reservation
B)Bona fide, tax-exempt private clubs
C)Religious organizations employing persons of a specific religion
D)Labor unions having 15 or more members or employees

Question 66

The American with Disabilities Act does NOT:

A)require employers to make reasonable accommodation to disabled persons.
B)define disability as a physical or mental impairment that substantially limits one or more major activities.
C)provide protection for adjustment disorders.
D)protect people regarded as having disabilities.

Question 67

Title VII provisions for religion:

A)require employers to make reasonable accommodations for religious observance or practice.
B)consider religion to be a bona fide occupational qualification.
C)require employers to grant complete religious freedom in employment situatuions in accordance with the First Amendment.
D)permit discrimination if religious preference is a bona fide occupational qualification.

Question 68

The Equal Pay Act was passed as an amendment to the:

A)Civil Rights Act.
B)Fair Labor Standards Act.
C)Equal Employment Opportunity Act.
D)Age Discrimination in Employment Act.

Question 69

A disability under the Americans with Disabilities Act of 1990 can be defined by all of the following EXCEPT:

A)a physical or mental impairment that substantially limits one or more major activities.
B)conditions caused due to the demands of the work environment.
C)having a record of physical or mental impairment.
D)being regarded as having a physical or mental impairment.

Question 70

Title VII of the Civil Rights Act created the:

A)Occupational Safety and Health Administration (OSHA).
B)Equal Employment Opportunity Commission (EEOC).
C)Equal Rights Compliance Agency (ERCA).
D)Justice Department (JD).

Question 71

Which of the following is NOT used to determine whether an accommodation is reasonable?

A)The size of the organization
B)The nature of the accommodation
C)The profitability of the organization
D)The financial resources of the applicant

Question 72

The Pregnancy Discrimination Act states that:

A)an employer can deny sick leave for morning sickness.
B)an employer may set mandatory lengths for pregnancy leave.
C)an employer must set pregnancy leave dates based on the individual employee's ability to work.
D)pregnancy is a temporary medical condition and not a disability.

Question 73

Bona fide occupational qualifications can:

A)be used to identify adverse impact.
B)be based on employer preference.
C)permit discrimination by an employer.
D)require reasonable accommodation on the part of the employer.

Question 74

The law that enables people who enter the military for a total of five years to return to their private-sector jobs without risk of loss of seniority or benefits is:

A)the Uniformed Services Employment and Reemployment Rights Act.
B)the Vocational Rehabilitation Act of 1973.
C)the Equal Employment Opportunity Act of 1972.
D)the Veterans' Readjustment Act.

Question 75

Which of the following is NOT a basis for age discrimination?

A)Excluding older workers from important work activities
B)Making positive changes in the performance evaluations of older employees
C)Selecting younger applicants over better-qualified older applicants
D)Reducing job duties and responsibilities of older employees

Question 76

The legislative act that bars discrimination in all HR activities,including hiring,training,promotion,pay,employee benefits,and other conditions of employment is known as the:

A)Equal Pay Act of 1963.
B)Civil Rights Act of 1964.
C)Equal Employment Act of 1972.
D)Civil Rights Act of 1991.

Question 77

Employers that pay men and women a different salary are violating the Equal Pay Act only if the pay difference is a result of:

A)seniority and expertise.
B)merit and experience.
C)performing tasks requiring same skills.
D)the quantity or quality of production.

Question 78

Major federal EEO laws have been enacted to prevent discrimination against groups of workers most often affected by unfair employment practices.These groups are referred to as:

A)significant worker classes.
B)privileged classes.
C)protected classes.
D)equal employment classes.

Question 79

The law that requires federal contractors to take affirmative action in hiring disabled individuals is:

A)the Uniformed Services Employment and Reemployment Rights Act.
B)the Vietnam Era Veterans' Readjustment Assistance Act.
C)the Americans with Disabilities Act.
D)the Vocational Rehabilitation Act.

Question 80

Which of the following is not prohibited by Title VII of the Civil Rights Act of 1964?

A)Paying a woman less than a man for doing the same job
B)Promoting a white male over a black male on the basis of seniority
C)Refusing to hire Hispanics
D)Limiting training opportunities for men