Question 1

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

Accepted Answer

The changing attitudes of society at large, particularly with regards to civil rights and equality, played a significant role in the growth of EEO legislation. This was reflected in the civil rights movement of the 1960s, which put pressure on lawmakers to address discrimination in employment and other areas of life. Therefore, option A appears to be the best choice as post-war baby boom, shortage of qualified labor, and influx of illegal immigrants does not have much correlation with EEO legislation.

Question 2

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

Accepted Answer

This is an example of disparate treatment, as the employer is treating women with school-going children differently than men, and discriminating against them based on their gender and parental status.

Question 3

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.

Accepted Answer

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

Question 4

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.

Accepted Answer

The Equal Employment Opportunity Commission's work includes formulating EEO policy, investigating and resolving discrimination complaints, and educating employers and employees about their rights and responsibilities under equal employment opportunity laws. The EEOC also has the authority to file lawsuits to enforce anti-discrimination laws, but it does not approve litigation.

Question 5

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.

Accepted Answer

In the Griggs case, it was established that job requirements or qualifications that have an adverse impact on a protected group and are not directly related to job performance are considered discriminatory. Requiring all salespersons to be six feet tall would disproportionately affect groups such as Asians and women who are typically shorter in stature, limiting their employment opportunities.

Question 6

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

Accepted Answer

This is correct. In the Griggs v. Duke Power Co. case, the United States Supreme Court ruled that employment practices must be related to job performance and cannot be used to discriminate against protected groups, such as racial minorities. This principle is known as the "business necessity" or "job-relatedness" test.

Question 7

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.

Accepted Answer

The Pregnancy Discrimination Act of 1978 prohibits discrimination against pregnant employees, including denial of sick leave for pregnancy-related medical conditions if such leave is permitted for other medical conditions.

Question 8

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.

Accepted Answer

The Age Discrimination in Employment Act (ADEA) protects employees and job applicants who are 40 years of age or older from employment discrimination based on age; therefore, a 35-year-old would not be covered under this act.

Question 9

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.

Accepted Answer

A smaller representation of a protected class in an organization's workforce compared to the surrounding community could indicate discriminatory hiring practices or exclusionary policies. Therefore, it could have an adverse impact on the protected class.

Question 10

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

Accepted Answer

The answer of The Griggs case established the principle that...

Question 11

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

Accepted Answer

Equal employment opportunity focuses on providing fair and nonbiased employment opportunities to individuals, regardless of their race, gender, religion, or any other characteristic that may lead to discrimination. It aims at creating a level playing field for all candidates and employees, reducing discrimination and bias in the workplace, and enhancing diversity and inclusion. The other options, such as reasonable accommodation, civil rights policy, and diversity management, are related to equal employment opportunity but do not encompass its entire scope.

Question 12

Affirmative action programs are required by all employers.

Accepted Answer

Affirmative action programs are not required by all employers. However, some employers may voluntarily establish affirmative action programs to address past discrimination and promote diversity in their workforce. Additionally, certain federal contractors and subcontractors are required to have affirmative action programs as a condition of their contracts with the government.

Question 13

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.

Accepted Answer

The Lilly Ledbetter Fair Pay Act extended the time period during which an employee can file a pay discrimination claim with the EEOC by declaring that the 180-day statute of limitations resets with each new discriminatory paycheck received. Therefore, the statement is true.

Question 14

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

Accepted Answer

The manager or supervisor functions as an agent of the company, and is therefore able to represent and act on behalf of the company in matters of discrimination. This is known in legal terms as "vicarious liability."

Question 15

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.

Accepted Answer

Reverse discrimination can occur when members of protected classes are given preference over unprotected individuals, leading to claims of discrimination from the latter group.

Question 16

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

Accepted Answer

Pursuing an adverse impact claim means that the individual is claiming that the employer's selection practices have unintentionally discriminated against a protected group. Adverse impact is a form of discrimination that occurs when a seemingly neutral employment practice disproportionately affects a certain group of people who are protected under the law, such as women or minorities.

Question 17

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.

Accepted Answer

The Civil Rights Act of 1991 extends the protection of U.S. antidiscrimination laws to employees who are sent abroad to work for U.S.-based companies. This includes protections related to age, disability, and Title VII of the Civil Rights Act of 1964.

Question 18

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.

Accepted Answer

Title VII of the Civil Rights Act prohibits employers from retaliating against employees who file charges with the EEOC or participate in any EEOC investigations or proceedings. This protection is designed to encourage employees to exercise their rights without fear of retaliation.

Question 19

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.

Accepted Answer

The answer of The Four-Fifths Rule applies when the number...

Question 20

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

Accepted Answer

The Equal Employment Opportunity Commission (EEOC) consists of five commissioners appointed by the President, including the chairperson, and a general counsel. There is no requirement for one commissioner from each state.

Quiz 3: Equal Employment Opportunity and Human Resources Management

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

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

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.

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.

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.

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

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.

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.

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.

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

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

Affirmative action programs are required by all employers.

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.

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

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.

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

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.

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.

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.

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

Quiz 3: Equal Employment Opportunity and Human Resources Management

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

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

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.

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.

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.

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

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.

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.

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.

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

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

Affirmative action programs are required by all employers.

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.

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

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.

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

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.

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.

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.

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

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