Question 1

What were the main factors that led to the development of EEO?

Accepted Answer

The answer of What were the main factors that led...

Question 2

The __________ enforces Executive Order 11246.

Accepted Answer

The Office of Federal Contract Compliance Programs (OFCCP) enforces Executive Order 11246, which prohibits federal contractors and subcontractors from discriminating in employment based on race, color, religion, sex, sexual orientation, gender identity, or national origin.

Question 3

The __________ enforces Title VII,the Civil Rights Act of 1991,the Equal Pay Act,the Age Discrimination in Employment Act,and the Americans with Disabilities Act

Accepted Answer

The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing Title VII of the Civil Rights Act of 1964, the Civil Rights Act of 1991, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1990. The Occupational Safety and Health Administration (OSHA) enforces workplace safety standards, the Office of Federal Contract Compliance Programs (OFCCP) enforces affirmative action requirements for federal contractors, and while the federal courts may adjudicate discrimination claims, they do not enforce these laws.

Question 4

Any person has _______________ days from the occurrence of a discriminatory act to file a charge with the EEOC.

Accepted Answer

Any person has 180 days from the occurrence of a discriminatory act to file a charge with the EEOC. This time frame is extended to 300 days if the charge is also covered by state or local anti-discrimination laws.

Question 5

Affirmative action _______________.

Accepted Answer

Affirmative action has been defined as "those actions appropriate to overcome the effects of past or present practices, policies, or other barriers to equal employment opportunity." It does not necessarily concern only race and it does not always require the use of quotas.

Question 6

The OFCCP issued Revised Order No.4,which suggests the format and parts of an Affirmative Action Plan.What do they suggest as the first step in that plan?

Accepted Answer

The OFCCP's Revised Order No.4 suggests that the first step in an Affirmative Action Plan is to analyze under-representation and availability. This involves examining the workforce to identify areas where certain groups are under-represented and then analyzing the availability of those groups in the relevant labor market. Only then can the goals and strategies for the plan be developed. Therefore, option D is the correct choice. Options A, B, and C are not the first steps in the process and may come later in the plan development process.

Question 7

Executive Order 11246 prohibits the same actions as Title VII does,but it carries two additional requirements that contractors must meet.What are they?

Accepted Answer

The answer of Executive Order 11246 prohibits the same actions...

Question 8

Plaintiffs may defend the termination of protected employees with legitimate reasons,such as poor performance.However,employees may overcome this defense.How?

Accepted Answer

The answer of Plaintiffs may defend the termination of protected...

Question 9

To be considered lawful,a voluntary affirmative action plan must meet all of the following criteria except:

Accepted Answer

A voluntary affirmative action plan does not have to be permanent. It should be carefully designed and implemented to eliminate past imbalances, while also ensuring that the rights of the majority are not unnecessarily trampled upon. However, it is not necessary for a plan to provide for set-aside positions.

Question 10

A BFOQ defense may be upheld for customer preferences in narrow situations related to authenticity and privacy.Name a job where authenticity might be an issue.

Accepted Answer

The answer of A BFOQ defense may be upheld for...

Question 11

What are two of the economic reasons that companies give for not hiring older workers?

Accepted Answer

The answer of What are two of the economic reasons...

Question 12

In Gratz v.Bollinger the Supreme court ruled _________________.

Accepted Answer

In Gratz v. Bollinger, the Supreme Court ruled that the University of Michigan's undergraduate admissions process, which used a rigid point system that automatically awarded points to minority applicants, went too far in its attempt to achieve diversity objectives. This decision found the policy to be in violation of the Equal Protection Clause of the Fourteenth Amendment.

Question 13

As Congress turned its attention to civil rights,laws were passed prohibiting discriminating in five areas.What were the five areas?

Accepted Answer

The answer of As Congress turned its attention to civil...

Question 14

List five adverse employment actions which may be considered retaliatory.

Accepted Answer

The answer of List five adverse employment actions which may...

Question 15

Any employer having a contract with the federal government of at least _______________ and employing at least 50 individuals must have an affirmative action plan in writing.

Accepted Answer

Any employer having a contract with the federal government of at least $50,000 and employing at least 50 individuals must have an affirmative action plan in writing.

Question 16

All of the following were primary influences on the development of Equal Opportunity Employment laws except:

Accepted Answer

The aging of America's workforce was not a primary influence on the development of Equal Opportunity Employment laws. While this demographic shift may have played a role in certain aspects of labor policy, it was not a driving force behind the establishment of anti-discrimination laws and regulations. The other three options presented (changes in societal values, the economic status of women and minorities, and the emerging role of government regulation) all had significant impacts on the development of equal opportunity policies in the United States.

Question 17

The EEOC _____________________________.

Accepted Answer

The Equal Employment Opportunity Commission (EEOC) has the authority to bring lawsuits against employers in federal court for violations of the laws it enforces, such as discrimination cases. However, it does not have the power to issue directly enforceable orders or place liens on properties of employers it has found in violation.

Question 18

Do you believe that Muslims working in the United States need legal protection against retaliation? Why?

Accepted Answer

The answer of Do you believe that Muslims working in...

Question 19

Why did the court rule in Griggs' favor in the case of Griggs v.Duke Power Company?

Accepted Answer

The answer of Why did the court rule in Griggs'...

Question 20

What is quid pro quo harassment?

Accepted Answer

The answer of What is quid pro quo harassment?...

Quiz 3: Legal Environment of Human Resource Management Equal Employment Opportunity