Question 1

Kansamb Residential School, a school run by Christian missionaries, does not recruit teaching staff who practice other religions even when they meet the hiring requirements. In the context of employment discrimination, this scenario best illustrates _____.
A) minority domination
B) adverse impact
C) affirmative action
D) disparate treatment

Accepted Answer

This scenario best illustrates disparate treatment, which occurs when an employer intentionally discriminates against individuals because of their membership in a protected group, such as religion. In this case, the school is refusing to hire individuals who practice religions other than Christianity, even if they meet the hiring requirements. This is a clear case of disparate treatment based on religion.

Question 2

Darlene Jespersen used to work in a sports bar. Despite being nominated by her manager for a promotion for her outstanding performance, the nomination was rejected; and a male coworker was awarded the promotion. Subsequently, Darlene's manager informed her that she was not promoted because the post requires working extra hours, and the management considered that to be a difficult task for a female employee. This is an example of _____.
A) disparate treatment
B) adverse impact
C) affirmative action
D) minority domination

Accepted Answer

This scenario is an example of disparate treatment, which occurs when an employer treats an individual or group differently because of their protected characteristic, such as gender. In this case, Darlene was not promoted because of her gender. Adverse impact occurs when a neutral policy disproportionately affects a certain group, while affirmative action is a policy used to increase the representation of underrepresented groups in the workplace. Minority domination is not relevant to this scenario.

Question 3

A(n) _____ is an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business."
A) registered employment agreement
B) employment regulation order
C) bona fide occupational qualification
D) critical skills employment permit

Accepted Answer

A bona fide occupational qualification (BFOQ) is an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business." This means that a certain job requirement that might appear discriminatory is allowed if it is necessary for the safe and efficient operation of the business. Examples of BFOQs include gender requirements for actors and models, age requirements for airline pilots, and religious requirements for a minister or rabbi.

Question 4

Which of the following is true of the Occupational Safety and Health Act (OSHA)?
A) It permits workers to take up to twelve weeks of unpaid leave for pregnancy and/or birth of a new child, adoption or foster care of a new child; illness of an immediate family member; or personal medical leave.
B) It guarantees employees the right to form and join unions of their own choosing.
C) It requires that employers provide employees with a workplace that is free from recognized hazards that are causing or are likely to cause death or serious physical harm.
D) It prohibits discrimination on the basis of physical or mental disabilities.

Accepted Answer

The Occupational Safety and Health Act (OSHA) requires that employers provide employees with a workplace that is free from recognized hazards that are causing or are likely to cause death or serious physical harm. Option A refers to the Family and Medical Leave Act (FMLA), option B to the National Labor Relations Act (NLRA), and option D to the Americans with Disabilities Act (ADA).

Question 5

Bernalk Corp., a financial organization, only promotes Whites to senior management positions. In the context of employment discrimination, this scenario best illustrates _____.
A) disparate treatment
B) adverse impact
C) affirmative action
D) minority domination

Accepted Answer

The scenario of only promoting Whites to senior management positions indicates disparate treatment, which is a form of intentional discrimination in employment discrimination.

Question 6

Roadling Inc., a private bus company, has set minimum and maximum age limits for the recruitment of bus drivers. This is because younger bus drivers may not understand the seriousness of safeguarding the life and safety of passengers, and older bus drivers may not be able to work for long hours and night shifts. In the context of federal employment laws, this scenario exemplifies a(n) _____.
A) employment regulation order
B) registered employment agreement
C) bona fide occupational qualification
D) critical skills employment permit

Accepted Answer

The scenario exemplifies a bona fide occupational qualification (BFOQ), which allows employers to establish certain job requirements, such as age limits, if they are necessary for the performance of the job and are based on a legitimate business necessity. The BFOQ defense is recognized under Title VII of the Civil Rights Act of 1964, which prohibits discrimination on the basis of age, sex, race, religion, and other protected characteristics.

Question 7

Eva, a human resources associate at a cell phone manufacturing company, was not given the promotion she deserved because she is a foreign national. In the context of employment discrimination, this scenario best illustrates _____.
A) disparate treatment
B) adverse impact
C) affirmative action
D) minority domination

Accepted Answer

Disparate treatment refers to intentional discrimination against an individual based on their protected characteristic, such as their national origin. In this scenario, Eva was not promoted due to her foreign nationality, which is an example of disparate treatment. Adverse impact refers to unintentional discrimination that disproportionately affects a certain group, affirmative action is a policy to promote diversity and inclusion, and minority domination is not applicable in this context.

Question 8

From a legal perspective, the two kinds of sexual harassment are:
A) quid pro quo and hostile work environment.
B) intentional discrimination and minority domination.
C) adverse impact and disparate treatment.
D) affirmative action and opportunistic behavior.

Accepted Answer

Quid pro quo sexual harassment occurs when an individual's job opportunities or working conditions are made contingent on sexual favors. Hostile work environment sexual harassment involves unwelcome sexual advances, comments, or behavior that creates a hostile or offensive working environment. These are the two primary forms of sexual harassment recognized by the law.

Question 9

Carrieck., a company that manufactures handbags for women, posted a requirement for a female model in an online job portal. In the context of federal employment laws, this scenario exemplifies a(n) _____.
A) bona fide occupational qualification
B) registered employment agreement
C) employment regulation order
D) critical skills employment permit

Accepted Answer

This scenario exemplifies a bona fide occupational qualification, which means that being a female model is essential to the performance of the job. In some cases, gender may be a legitimate qualification for certain roles, such as models for women's clothing or actors portraying a specific gender in a movie.

Question 10

Goschan Bank is a multinational bank. The employees from the bank's branches in underdeveloped countries are not given higher positions at the headquarters because their industrial knowledge is often insufficient and irrelevant to be employed in the parent country. In the context of employment discrimination, this scenario best illustrates _____.
A) disparate treatment
B) adverse impact
C) affirmative action
D) minority domination

Accepted Answer

This scenario illustrates adverse impact, where a seemingly neutral policy disproportionately affects a particular group, in this case, employees from underdeveloped countries.

Question 11

The management of Elaka Air, an airline company, has set a mandatory retirement age for its flight attendants. This is because the management strongly feels that with age, flight attendants find it difficult to work in a pressurized cabin for extended periods. In the context of federal employment laws, this scenario exemplifies a(n) _____.
A) critical skills employment permit
B) bona fide occupational qualification
C) employment regulation order
D) registered employment agreement

Accepted Answer

This scenario exemplifies a bona fide occupational qualification (BFOQ) which is an exemption in employment discrimination law that permits employers to discriminate against employees on the basis of a protected characteristic (such as age) if that characteristic is reasonably necessary to the performance of the job. In this case, the management believes that the mandatory retirement age for flight attendants is necessary for their ability to perform the job properly and ensure the safety of passengers.

Question 12

Which of the following is a criterion outlined in the Uniform Guidelines on Employee Selection Procedures that is used to determine whether companies have engaged in discriminatory hiring and promotion practices?
A) Equal rights
B) Disparate treatment
C) Unbiased recruitment
D) Opportunistic behavior

Accepted Answer

The answer of Which of the following is a criterion...

Question 13

Which of the following acts provides for jury trials and punitive damages for employment discrimination on the basis of race, color, religion, gender, or national origin?
A) The Civil Rights Act of 1991
B) The Uniformed Services Employment and Reemployment Rights Act of 1994
C) The Equal Pay Act of 1963
D) The Fair Labor Standards Act of 1938

Accepted Answer

The Civil Rights Act of 1991 provides for jury trials and punitive damages for employment discrimination on the basis of race, color, religion, gender, or national origin. The Uniformed Services Employment and Reemployment Rights Act of 1994 provides employment rights and protections for individuals who serve or have served in the military. The Equal Pay Act of 1963 prohibits sex-based wage discrimination, and the Fair Labor Standards Act of 1938 establishes minimum wage and overtime pay standards.

Question 14

Which of the following is an example of adverse impact, a criterion used in determining whether companies have engaged in discriminatory hiring and promotion practices?
A) A company's hiring policies dictated that only 10% of the employees in the company can be women.
B) The women in a company were given responsibilities equal to that of men but were paid lower salaries than men.
C) Sixty percent of the questions on a competitive exam taken by blacks, Hispanics, and Chinese were on African American history, and most of the candidates who passed the test were black.
D) The chief executive officer of an American company blatantly refused to employ an African American although he had an excellent academic record and was also the best performer in the interview.

Accepted Answer

Adverse impact refers to a practice that appears to be neutral but has a discriminatory effect on a protected group. In this case, the exam questions disproportionately favor one minority group, resulting in a higher pass rate for that group. This could be seen as discriminatory against other minority groups who did not have the same cultural and historical background knowledge. Options A, B, and D are all obvious cases of discriminatory practices, whereas option C represents a more subtle form of discrimination.

Question 15

In the context of employment discrimination, which of the following is a difference between disparate treatment and adverse impact?
A) Unlike adverse impact, disparate treatment can be calculated by dividing the decision rate for a protected group of people by the decision rate for a nonprotected group.
B) Unlike disparate impact, adverse impact is unintentional discrimination.
C) Violation of the four-fifths rule is not an automatic indication of disparate treatment, whereas violation of the four-fifths rule is an automatic indication of adverse impact.
D) Disparate treatment occurs when members of an ethnic group are harmed because they are hired or promoted at substantially lower rates than others, whereas adverse impact occurs when people are not given the same hiring opportunities as other employees because of their race and age.

Accepted Answer

Disparate treatment refers to intentional discrimination, while adverse impact refers to unintentional discrimination. Option A is incorrect because the calculation described refers to adverse impact, not disparate treatment. Option C is incorrect because violation of the four-fifths rule applies to both disparate treatment and adverse impact, but it does not automatically indicate either one. Option D is incorrect because it incorrectly defines disparate treatment and adverse impact.

Question 16

At Abendreg, a multinational law firm, only English-speaking trainers are given the opportunity to impart training to employees in different countries. This is because the company has most of its branches in English-speaking countries, while only three of its branches are in countries where English is not an official language. In the context of employment discrimination, this scenario best illustrates _____.
A) adverse impact
B) disparate treatment
C) affirmative action
D) minority domination

Accepted Answer

This scenario illustrates adverse impact, where a seemingly neutral policy disproportionately affects a particular group—in this case, non-English speakers—without intentional discrimination.

Question 17

A female worker is working late hours at her office. Her manager approaches her on the pretext of inquiring about work updates. He casually turns the conversation into a personal one and starts touching her and making explicit remarks about her body. The female worker reacts furiously and tells the manager that she is going to take this issue to the human resources department. The manager feels intimidated and threatens her that if she files any complaints, her appraisal will be affected. This case is an example of _____.
A) structural accommodation
B) disparate treatment
C) adverse impact
D) quid pro quo sexual harassment

Accepted Answer

This case is an example of quid pro quo sexual harassment, where the manager uses their position of power to demand sexual favors from the female worker in exchange for a positive work-related outcome (in this case, a good appraisal). The manager's behavior is unacceptable and illegal, and the female worker has the right to file a complaint with the human resources department without fear of retaliation.

Question 18

The job application of Annette for the post of a trainer in a tennis club was rejected only because she was a female. In the context of employment discrimination, this scenario best illustrates _____.
A) adverse impact
B) disparate treatment
C) affirmative action
D) minority domination

Accepted Answer

The scenario best illustrates disparate treatment, as Annette was rejected for the job only because of her gender, which is a violation of Title VII of the Civil Rights Act, and a form of intentional discrimination. Adverse impact refers to a situation where a neutral employment practice has a disproportionate impact on a protected group, and affirmative action refers to policies that aim to address historical discrimination against specific groups. Minority domination is not relevant to this scenario.

Question 19

_____ is intentional discrimination that occurs when people, despite being qualified, are intentionally not given the same hiring, promotion, or membership opportunities as other employees because of their race, color, age, sex, ethnic group, national origin, or religious beliefs.
A) Disparate treatment
B) Disparate impact
C) Social loafing
D) Adverse impact

Accepted Answer

Disparate treatment refers to intentional discrimination, where individuals are treated differently based on their protected characteristics like race, gender, age, etc. It occurs when qualified individuals are intentionally not given the same employment opportunities as others. Disparate impact, on the other hand, refers to unintentional discrimination, where seemingly neutral policies or practices disproportionately affect certain groups. Social loafing refers to a situation where individuals tend to exert less effort when working in a group than if they were working alone. Adverse impact refers to a situation where neutral policies or practices have a disproportionate impact on a protected group, even if they are not intended to discriminate.

Question 20

The management of Audrumptus, a fine dining restaurant, only recruits males for the positions of chefs and waiters. In the context of employment discrimination, this scenario best illustrates _____.
A) affirmative action
B) social loafing
C) disparate treatment
D) minority domination

Accepted Answer

This scenario best illustrates disparate treatment, which refers to a form of employment discrimination in which an employer treats certain groups of employees less favorably than others based on their gender, race, age, or other protected characteristics. In this case, the management of Audrumptus is treating female employees less favorably than male employees when it comes to hiring for chef and waiter positions.

Quiz 11: Managing Human Resource Systems

Kansamb Residential School, a school run by Christian missionaries, does not recruit teaching staff who practice other religions even when they meet the hiring requirements. In the context of employment discrimination, this scenario best illustrates _____.

A(n) _____ is an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business."

Which of the following is true of the Occupational Safety and Health Act (OSHA) ?

Bernalk Corp., a financial organization, only promotes Whites to senior management positions. In the context of employment discrimination, this scenario best illustrates _____.

Eva, a human resources associate at a cell phone manufacturing company, was not given the promotion she deserved because she is a foreign national. In the context of employment discrimination, this scenario best illustrates _____.

From a legal perspective, the two kinds of sexual harassment are:

Carrieck., a company that manufactures handbags for women, posted a requirement for a female model in an online job portal. In the context of federal employment laws, this scenario exemplifies a(n) _____.

Which of the following is a criterion outlined in the Uniform Guidelines on Employee Selection Procedures that is used to determine whether companies have engaged in discriminatory hiring and promotion practices?

Which of the following acts provides for jury trials and punitive damages for employment discrimination on the basis of race, color, religion, gender, or national origin?

Which of the following is an example of adverse impact, a criterion used in determining whether companies have engaged in discriminatory hiring and promotion practices?

In the context of employment discrimination, which of the following is a difference between disparate treatment and adverse impact?

The job application of Annette for the post of a trainer in a tennis club was rejected only because she was a female. In the context of employment discrimination, this scenario best illustrates _____.

_____ is intentional discrimination that occurs when people, despite being qualified, are intentionally not given the same hiring, promotion, or membership opportunities as other employees because of their race, color, age, sex, ethnic group, national origin, or religious beliefs.

The management of Audrumptus, a fine dining restaurant, only recruits males for the positions of chefs and waiters. In the context of employment discrimination, this scenario best illustrates _____.