Deck 3: Equal Employment Opportunity and Human Resources Management

Question 1

Training in and knowledge of EEO legislation are essential for managers and supervisors because organizations can be held accountable and legally responsible for their managers' decisions.

Answer 1

True

Question 2

A religious organization is permitted to discriminate on the basis of religion.

Answer 2

True

Question 3

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

Answer 3

True

Question 4

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

Question 5

Victoria's Secret stores may not discriminate against a male applying for a job as a fitting room attendant.

Question 6

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 7

The equal pay act outlaws discrimination in pay,benefits,and pensions based on the worker's gender.

Question 8

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

Question 9

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

Question 10

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

Question 11

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

Question 12

Employment discrimination was created in the nineteenth century with the Civil Rights of 1866.

Question 13

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

Question 14

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

Question 15

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

Question 16

Title VII of the Civil Rights Act provides for exemptions to discrimination on the basis of race,color,religion,or sex.

Question 17

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

Question 18

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

Question 19

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

Question 20

"Protected classes" is the current term used to refer to women and minorities.

Question 21

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

Question 22

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

Question 23

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

Question 24

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 25

The EEOC considers an employer guilty of sexual harassment if the employer knew about harassment activity but failed to take any corrective action.

Question 26

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

Question 27

The BFOQ exception does not apply to discrimination based on national origin.

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

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

Question 30

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

Question 31

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

Question 32

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

Question 33

The Civil Rights Act of 1964 allows employers to set different cutoff test scores on the basis of race and sex.

Question 34

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

Question 35

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

Question 36

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

Question 37

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

Question 38

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

Question 39

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

Question 40

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 41

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

Question 42

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

Question 43

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

Question 44

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

Question 45

The EEOC is responsible for ensuring that covered employers comply with the intent of Title VII of the Civil Rights Act.

Question 46

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 47

If the EEOC finds "reasonable cause" of discrimination,the commission will attempt to settle the matter between the charging party and the employer.

Question 48

The EEO-1 report is the EEOC's basic document for determining an employer's workforce composition.

Question 49

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 50

In states that have fair employment practice laws,discrimination charges are deferred to the state agency for resolution before action is taken by the EEOC.

Question 51

A 35 year-old applicant that 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 52

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

Question 53

The Civil Rights Act of 1991 provides 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 54

Disparate treatment would exist when an employer hired only men,but no women,with school-aged children.

Question 55

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

Question 56

Title VII requires retention of all employment records for at least six months or until resolution of any HR action,whichever occurs later.

Question 57

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

Question 58

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

Question 59

Title VII protects from retaliation those who file charges against an employer with the EEOC.

Question 60

The Lily Ledbetter Fair Pay Act states that the 180-day statute of limitations for filing an equal-pay lawsuit with EEOC resets with each new discriminatory paycheck the employee receives.

Question 61

A factor that appears to have influenced the growth of EEO legislation is:

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

Question 62

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

A) African Americans
B) women
C) people above 55
D) white men

Question 63

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 64

Affirmative Action programs are required by all employers.

Question 65

Which of the following is not prohibited by Title VII?

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 to men

Question 66

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

A) 40 years of age or older.
B) only those older than 40 years of age.
C) 45 years of age or younger.
D) 45 years of age or older.

Question 67

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 68

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 69

Age discrimination does not exist when:

A) employers make off-hand remarks about older individuals
B) advanced age affects work safety
C) older workers are pressured to take early retirement
D) older workers are terminated through downsizing

Question 70

Individuals protected by federal equal employment opportunity laws include all of the following except:

A) minorities.
B) women.
C) people over age 39.
D) homosexuals.

Question 71

Major federal equal employment opportunity laws attempt to correct social problems of interest to particular groups of workers called:

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

Question 72

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

A) affirmative action
B) equal employment opportunity
C) civil rights policy
D) uniform guidelines

Question 73

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 perform their job as agents of the company
C) EEO law provides for it
D) the employee can sue the company,but not the manager or supervisor

Question 74

The agency established to enforce the Civil Rights Act and to promote equal employment opportunity is 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 75

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

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) unionized organizations.

Question 76

Title VII provisions for religion:

A) require employers to make reasonable accommodation for religious observance or practice
B) cannot be the basis for a bona fide occupational qualification
C) require employers to grant complete religious freedom in employment in accordance with the First Amendment
D) permit discrimination based on race if religious preference is a bona fide occupational qualification

Question 77

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

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

Question 78

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.
B) merit.
C) performing work of similar skill effort and responsibility under similar conditions.
D) incentive plans.

Question 79

Title VII of the Civil Rights Act makes it illegal to discriminate because of:

A) race and sex.
B) seniority.
C) experience.
D) merit.

Question 80

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.