Question 1

Some organizations try to save money by wrongly classifying regular employees as __________.

Accepted Answer

Misclassifying regular employees as independent contractors can save organizations money by shifting the responsibility for taxes, benefits, and other employment expenses to the worker. However, this practice is illegal and can result in significant legal and financial consequences for the organization. Therefore, it is important for organizations to correctly classify their employees based on the nature of their work and their level of control over the work they perform.

Question 2

Employers adhere to __________ because they are federal contractors and are required to by law.

Accepted Answer

Employers who are federal contractors are required by law to adhere to affirmative action plans. A is incorrect because although diversity awareness is important, it is not a legal requirement. B and D are also incorrect because they are not the exact term used in the law for required plans.

Question 3

__________ can become victims of sexual harassment.

Accepted Answer

Sexual harassment can happen to anyone regardless of gender, age, or any other characteristic.

Question 4

A(n) __________ must make his or her own Social Security contributions,pay various employment taxes,and report income to state and federal authorities.

Accepted Answer

Independent contractors are self-employed individuals who are responsible for paying their own Social Security contributions, employment taxes, and reporting their income to state and federal authorities. Employees, part-time employees, and contractors at will may have these responsibilities taken care of by their employer.

Question 5

In 2010,only_________ of the Fortune 1000 CEOs were women.

Accepted Answer

The answer of In 2010,only_________ of the Fortune 1000 CEOs...

Question 6

Unwelcome sexual advances,requests for favors,and other verbal or physical conduct of a sexual nature is referred to as__________ harassment.

Accepted Answer

The definition given in the question closely matches the definition of sexual harassment, which is option D. Quid pro quo harassment involves a person in a position of authority making employment or educational decisions based on whether or not the victim submits to sexual advances, while hostile environment harassment involves a work or academic environment that is permeated with sexual harassment, making it difficult or intolerable for the victim to work or learn. Desperate is not a term used to describe harassment.

Question 7

A victim of __________ harassment,who may or may not be the target of the harassment,may feel fearful,demeaned,or belittled.

Accepted Answer

The phrase "fearful, demeaned, or belittled" suggests that the victim is experiencing a hostile environment. Quid pro quo harassment typically involves a threat or promise related to employment decisions, while sexual harassment may or may not involve a hostile environment but is specifically related to sexual conduct. "Desperate" does not accurately describe the type of harassment being experienced.

Question 8

An individual or business that provides services to another individual or business that controls or directs only the result of the work is called a(n) _________.

Accepted Answer

An independent contractor provides services to another individual or business, but they are not controlled or directed in terms of how to perform the work. An employee, on the other hand, is directed by the employer in terms of how to perform their work. Part-time employees may work fewer hours than full-time employees, but they are still employees under the direction of the employer. "Contractor at will" is not a commonly used term in employment law.

Question 9

Since the establishment of __________ programs,women and minorities have experienced significant employment gains.

Accepted Answer

Affirmative action programs provide specific measures to combat discrimination and promote equal employment opportunities for underrepresented groups, especially women and minorities. Through affirmative action, companies and organizations take proactive steps to level the playing field and remove barriers to these groups' employment and advancement. As a result, women and minorities have been shown to achieve significant employment gains in organizations that implement these programs.

Question 10

Employment preference given to a member of a protected group is called __________.

Accepted Answer

The answer of Employment preference given to a member of...

Question 11

Companies can strategically use __________ to help control costs and quickly and temporarily increase capabilities.

Accepted Answer

Independent contractors can be hired for specific projects or time periods, which can help control costs as they are not full-time employees with benefits. Additionally, they can quickly increase capabilities as they have specialized skills and can be brought on for specific tasks. The other options are not commonly used or recognized terms in the workforce.

Question 12

Employers adhere to __________as a remedy for past discrimination.

Accepted Answer

Affirmative action plans are implemented by employers as a remedy for past discrimination by taking proactive steps to ensure equal opportunities for all, regardless of race, color, religion, sex, or national origin.

Question 13

Unwanted verbal or physical conduct of a sexual nature that creates a hostile,intimidating,or otherwise offensive working atmosphere is called __________ harassment.

Accepted Answer

The description given in the question matches with the definition of the term "hostile environment harassment." It refers to any type of unwelcome conduct or behavior that creates an offensive or intimidating environment that impairs an individual's ability to work. Examples of such conduct could be physical or verbal, such as inappropriate comments, unwelcome touching, or sexual innuendos. Thus, among the given options, the best choice is C, hostile environment.

Question 14

__________ can include,but is not limited to,provisions for nondiscriminatory recruitment,training,and promotion.

Accepted Answer

A Affirmation action plan is a formal plan outlining specific steps an organization will take to address and promote equal opportunity and combat discrimination in the workplace. This can include provisions for nondiscriminatory recruitment, training, and promotion. Diversity awareness and a Diversity action plan may also address these issues, but Affirmative action awareness specifically refers to the legal requirement of certain organizations to have an Affirmative Action plan in place.

Question 15

The __________ is always responsible for harassment by a supervisor that culminates in a tangible employment action.

Accepted Answer

The employer is always responsible for harassment by a supervisor that culminates in a tangible employment action. This is because the employer has the responsibility to maintain a workplace that is free from harassment and discrimination, and the actions of the supervisor are considered to be within the scope of their employment.

Question 16

In cases of sexual harassment,__________ percent are filed by women.

Accepted Answer

According to research conducted by the Equal Employment Opportunity Commission, approximately 80 percent of sexual harassment charges filed come from women.

Question 17

Unwanted verbal or physical conduct of a sexual nature made as a term or condition of employment or as a basis for employment and/or advancement decisions is known as __________ harassment.

Accepted Answer

Quid pro quo harassment involves a situation where employment decisions and opportunities are conditional upon the acceptance or submission to unwelcome sexual conduct. This can include, for example, a supervisor promising a promotion or job security in exchange for sexual favors.

Question 18

In the first 25 years after the government's affirmative action efforts,the participation by blacks in the workforce increased __________ percent,and there was a __________ percent increase in the number of blacks holding managerial positions.

Accepted Answer

The answer of In the first 25 years after the...

Question 19

Simple teasing,offhand comments,and isolated incidents that are not very serious are not __________.

Accepted Answer

Simple teasing, offhand comments, and isolated incidents that are not very serious may not be desired or appropriate, but they are not explicitly banned or disallowed. Therefore, the best choice is A) prohibited, as it indicates that these behaviors are not expressly forbidden or prohibited.

Question 20

Just being sufficiently bothered by the _________environment created by behavior including whistling,lewd jokes,foul language,pictures,or e-mails,can fuel a successful lawsuit.

Accepted Answer

The term "hostile environment" specifically describes the type of behavior mentioned in the question which includes whistling, lewd jokes, foul language, pictures, or e-mails that are severe or pervasive enough to create an abusive or offensive work environment. The other answer choices are not directly related to creating a hostile work environment.

Quiz 3: Diversity, Equal Employment Opportunity, and Affirmative Action