Deck 3: Equal Employment Opportunity

Question 1

Preventing workers from injuring themselves at the workplace is a _____.

A) nonretaliatory practice
B) burden of proof
C) business necessity
D) business emergency

Answer 1

C

Question 2

Which of the following is an illegal criterion for rejecting job applicants?

A) Education
B) Work experience
C) Skill sets
D) Religion

Answer 2

D

Question 3

Which of the following is true of retaliation in workplaces?

A) Employers are prohibited from retaliating against individuals who file?discrimination charges.
B) Employees are prohibited from retaliating against organizations that practice discrimination.
C) Employers are prohibited from retaliating against employees on ethical grounds.
D) Employees are restricted from retaliating against employers who encourage instances of glass ceiling.

Answer 3

A

Question 4

After interviewing eight applicants, Allison is ready to hire someone. Which of the following is a legally permissible criterionthat she can use to make a hiring decision?

A) Education
B) Gender
C) Age
D) Religion

Question 5

Which of the following is a criticism of the use of criminal background checks and credit reports in the selection process?

A) It often results in a disparate impact of minority applicants.
B) It leads to an increase in the number of status-blind employment decisions.
C) It is merely an indicator of the past and not a predictor of the future.
D) It reduces instances of glass ceiling.

Question 6

Which of the following is true of the U.S. Department of Labor?

A) The Equal Employment Opportunity Commission is a part of the Department of Labor.
B) It can enforce employment laws for employers in public workplaces but private workplaces are beyond its jurisdiction.
C) The employment requirements set out by Executive Orders for federal contractors and subcontractors is beyond the scope of the Department of Labor.
D) It has broad enforcement power and oversees compliance with many employment-related laws.

Question 7

Max separated the workers by gender and then asked only the men to work the evening shift from 5 p.m. to closing. This is an example of_____.

A) disparate treatment
B) sexual harassment
C) nepotism
D) status-blind employment decisions

Question 8

A _____ is a practice required for safe and efficient organizational operations.

A) disparate treatment
B) burden of proof
C) business necessity
D) business emergency

Question 9

Which of the following best describes a bona fide occupational qualification?

A) It is a template that an HR department uses in selecting, training, and orienting prospective employees.
B) It provides a detailed description of routine work responsibilities for all the employees in an organization.
C) It provides an exhaustive list of the desired traits and characteristics expected from prospective employees.
D) It provides a legitimate reason why an employer can exclude persons on otherwise?illegal bases of consideration.

Question 10

Emily recommended three of her friends to Jeremy, her supervisor at Flipping Burgers. After hiring all three of Emily's friends, Jeremy realized that all of his employees were multiracial, teenage girls. This is an example of_____.

A) prejudice
B) disparate impact
C) status-blind hiring
D) harassment

Question 11

Which of the following is true of executive orders 11246, 11375, and 11478?

A) They require all educational institutions to take affirmative actions to compensate for historical discrimination against women, minorities, and handicapped individuals.
B) They require labor unions to take affirmative actions to compensate for historical discrimination against women, minorities, and handicapped individuals.
C) They require state governments to take affirmative actions to compensate for historical discrimination against women, minorities, and handicapped individuals.
D) They require federal contractors to take affirmative actions to compensate for historical discrimination against women, minorities, and handicapped individuals.

Question 12

Which of the following scenarios is considered illegal according to the Civil Rights Act of 1964?

A) Segregating employees on the basis of their educational qualification
B) Segregating employees on the basis of their gender
C) Segregating employees on the basis of their work experience
D) Segregating employees on the basis of their skill sets

Question 13

Affirmative action means that an employer takes proactive measures to_____.

A) encourage the glass ceiling effect
B) reduce status-blind employment decisions
C) increase the number of women and minorities in the workforce
D) decrease instances of whistleblowing in the workplace

Question 14

Which of the following organizations must comply with rules and regulations that specific government agencies have established to administer the Equal Employment OpportunityAct of 1972?

A) Government organizations with a minimum of 10 employees
B) Private employerswith15 or more employees
C) Private organizations with a minimum of 10 employees
D) Labor unions with 5 or more members

Question 15

Which of the following scenarios is considered illegal according to the Civil Rights Act of 1964?

A) Segregating employees on the basis of their educational qualification
B) Segregating employees on the basis of their ethnicity
C) Segregating employees on the basis of their work experience
D) Segregating employees on the basis of their skill sets

Question 16

Which of the following advertisements for recruitment is most likely to be considered illegal?

A) "Experienced writers required"
B) "Enthusiastic radio jockeys needed"
C) "Wanted: Professors with educational background in economics"
D) "Young store executives needed"

Question 17

Equal employment opportunity is a broad-reaching concept that essentially requires employers to make_____.

A) status-blind employment decisions
B) nepotistic employment decisions
C) egocentric employment decisions
D) dictatorial employment decisions

Question 18

Which of the following is true of the Civil Rights Act of 1991?

A) It requires that employers show that there are instances of glass ceiling in their organizations.
B) It requires employers to discourage the occurence of affirmative actions in the work place.
C) It requires that employers show that an employment practice is job related for a position.
D) It requires employers to avoid making status-blind employment decisions.

Question 19

The affirmative action program is reviewed by the_____.

A) Equal Employment Opportunity Commission
B) Office of Federal Contract Compliance Programs
C) Committee on Oversight and Government Reform
D) Department of Justice

Question 20

Which of the following is the objective of the affirmative action program?

A) To have the company's workforce demographics reflect as closely as possible the demographics in the labor market
B) To encourage organizations where minorities from the local community represent a significantly lesser proportion of the workforce
C) To stop companies from making status-blind employment decisions
D) To encourage organizations where instances of glass ceiling are common

Question 21

Which of the following is true of the Family and Medical Leave Act?

A) It does not cover cases of adoption.
B) Itapplies only to women.
C) It requires that qualified individuals be given up to 12 weeks of unpaid family leave.
D) It requires that qualified individuals be given up to 20 weeks of unpaid family leave.

Question 22

After freezing salaries for three years, Solo Music Publishers determined that employees with two to three years of experience were leaving Solo because other employers were offering higher salaries.Which of the following is a step that Solo can take to reduce pay inequities?

A) Benchmark against local and national markets
B) Base pay on the longevity of the employee's association with the company
C) Exclude benefits and other items from the total pay package
D) Base pay on the age of the employee

Question 23

The Rehabilitation Act passed in 1973 applied only to_____.

A) federal contractors
B) state governments
C) labor unions
D) nonprofit organizations

Question 24

Which of the following statements is true about the Equal Pay Act of 1963?

A) It states that differences in pay between men and women in the same jobs are permitted if they belong to different ethnic groups.
B) It requires that men and women in the same jobs, inspite of difference in seniority are given equal pay.
C) It states that the existence of pay differences between the different jobs held by women and men issufficient to prove that illegal discrimination has occurred.
D) It requires employers to give similar wage rates for similar work without regard to gender.

Question 25

Under which of the following circumstances is a difference in pay between men and women permitted by the Equal Pay Act of 1963?

A) Difference in seniority
B) Difference in marital status
C) Difference in ethnicity
D) Difference in religious beliefs

Question 26

Samantha, a senior manager at OfficeBoxes, discovered that her salary is lower than a male senior manager's salary. After consulting a human resources employee, she learned thata difference in pay between men and women is permitted by the Equal Pay Act of 1963 if the pay difference is based on a_____.

A) difference in performance
B) difference in life stage
C) difference in ethnicity
D) difference in religious beliefs

Question 27

The original purpose of the Civil Rights Act of 1964 was to address _____ in the United States.

A) gender discrimination
B) age discrimination
C) racial discrimination
D) disability discrimination

Question 28

The _____ requires that employers treat maternity leave the same as other personal or medical leaves.

A) Pregnancy Discrimination Act
B) Family and Medical Leave Act
C) Fair Labor Standards Act
D) National Labor Relations Act

Question 29

Which of the following best exemplifies quid pro quo type of sexual harassment?

A) A supervisor commenting on the appearance of an employee
B) A supervisor telling jokes to an employee that are sexual in nature
C) A supervisor giving a pay hike to an employee who performed sexual favors
D) A supervisor allowing revealing photos of self to be displayed in a public domain

Question 30

Which of the following is a major reason for the development of the pay equity idea?

A) The uneven representation of ethnic minorities in the workforce
B) The increasing number of racial discrimination lawsuits
C) The continuing gap between the earnings of women and men
D) The increasing number of women in the workforce

Question 31

The _____ passed in 1973 required that federal contractors take affirmative action to employ disabled workers.

A) Genetic Information Nondiscrimination Act
B) Rehabilitation Act
C) Civil Rights Act
D) Taft-Hartley Act

Question 32

The _____ eliminates the statute of limitations for employees who file pay discrimination claims under the Equal Pay Act.

A) Taft-Hartley Act
B) Lilly Ledbetter Fair Pay Act
C) Clayton Antitrust Act
D) Railway Labor Act

Question 33

One of the most common means used to control instances of glass ceiling in an organization is_____.

A) avoiding status-blind employment decisions
B) establishing formal mentoring programs for minority groups
C) avoiding affirmative action
D) preventing employees from opting for alternative work arrangements

Question 34

Which of the following statements is true of quid pro quo harassment?

A) A supervisor can be held guilty of quid pro quo harassment if he or she tells jokes that are suggestive or sexual in nature.
B) For proving charges of quid pro quo harassment, a plaintiff only needs to prove that the working condition at a workplace is hostile.
C) A supervisor can be held guilty of quid pro quo harassment if he or she promotes an employee in return of sexual favors.
D) A company cannot be heald liable for an employee's actions in cases of quid pro quo harassment.

Question 35

Which of the following is not covered under the Americans with Disabilities Act?

A) Employees of private organizations
B) Employment agencies
C) State government employees
D) Labor unions

Question 36

Which of the following is true of the term "glass ceiling"?

A) It refers to the discriminatory practices that have prevented women and other minority status employees from successfully obtaining jobs.
B) It refers to the preferential treatment that women and minorities receive within an organization.
C) It refers to the preferential treatment that women and minorities receive within an organization when they advance to executive-level jobs.
D) It refers to the discriminatory practices that have prevented women and other minority status employees from advancing to executive-level jobs.

Question 37

Which of the following statements is true of quid pro quo harassment?

A) A supervisor can be held guilty of quid pro quo harassment if he or she tells jokes that are suggestive or sexual in nature.
B) For proving charges of quid pro quo harassment, a plaintiff only needs to prove that the working condition at a workplace is hostile.
C) A supervisor can be held guilty of quid pro quo harassment only if the victim refuses to grant the sexual favors.
D) A company always bears liability for quid pro quo harassment because supervisors are agents of the company.

Question 38

Which of the following best describes nepotism?

A) It is the practice of prohibiting relatives from working for the same employer.
B) It is the practice of allowing relatives to work for the same employer.
C) It is the practice of allowing friends to work for the same employer.
D) It is the practice of prohibiting friends from working for the same employer.

Question 39

The _____ requires that qualified individuals be given up to 12 weeks of unpaid family leave and also requires that those taking family leave be allowed to return to jobs.

A) Pregnancy Discrimination Act
B) Family and Medical Leave Act
C) Fair Labor Standards Act
D) National Labor Relations Act

Question 40

The Equal Employment Opportunity Commission and Federal Court cases have ruled that sex discrimination under title VII applies to a person's gender at the time of _____.

A) birth
B) discrimination
C) employment
D) litigation

Question 41

Employers cannot discriminate on the basis of sex, religion, or national origin even if the characteristics can be justified as a bona fide occupational qualification.

Question 42

Disparate treatment occurs when either different standards are used to judge individuals or the same standard is used but it is not related to the individuals' jobs.

Question 43

In June, Alexa's Army Reserve unit was called to active duty. To comply withthe Uniformed Services Employment and Reemployment Rights Act, her employer must_____.

A) provide up to five years of active duty service leave and hold her job
B) promote her to a higher position when she returns
C) pay her a salary and a bonus amount for her military service
D) pay her salary to the military branch in which she serves

Question 44

Tea Leaves, Inc., Jason's employer, realized that he had valuable information that should be passed on to another associate before Jason's retirement. Tea Leaves offered himphased retirement, which means that his_____.

A) workload and pay level are increased
B) workload and pay level are reduced
C) workloadis reduced and pay level isincreased
D) workload is increased and pay level isreduced

Question 45

All educational institutions are exempted from title VII of the Equal Employment Opportunity Act of 1972.

Question 46

The Americans with Disabilities Act is enforced by the_____.

A) Department of Labor
B) National Labor Relations Board
C) Office of Federal Contract Compliance Programs
D) Equal Employment Opportunity Commission

Question 47

Which of the following statements is true of the Americans with Disabilities Act?

A) The ADA does not protect current users of illegal drugs and substances
B) The ADA does not protect recovering addicts
C) Impairments such as autism and bipolar disorder are not covered as disabilities
D) Impairments such as cancer and HIV are not covered as disabilities

Question 48

The Civil Rights Act of 1991 requires that employers show that an employment practice is job related for the position and consistent with business necessity.

Question 49

Restricting employees from wearing garments that might get caught in machinery is a form of discrimination and not a business necessity.

Question 50

The _____ requires employers to verify the employment status of all employees, while not discriminating because of national origin or ethnic background.

A) Civil Rights Act
B) Rehabilitation Act
C) Immigration Reform and Control Act
D) Older Workers Benefit Protection Act

Question 51

Title VII of the Civil Rights Act states that it is illegal for an employer to fail or refuse to hire or discharge any individual because of such individual's national origin.

Question 52

The _____ prohibits discrimination in terms, conditions, or privileges of employment against all individuals of age 40 or older working for employers having 20 or more workers.

A) Older Workers Benefit Protections Act
B) Rehabilitation Act
C) Civil Rights Act
D) Age Discrimination in Employment Act

Question 53

According to the _____ employees are required to notify their employers of military service obligations.

A) Civil Rights Act
B) Rehabilitation Act
C) Vietnam Era Veterans Readjustment Assistance Act
D) Uniformed Services Employment and Reemployment Rights Act

Question 54

The primary objective of affirmative action plans is to identify the scope of workplace discrimination in the future.

Question 55

The _____ prohibits the use of preemployment medical exams, except for drug tests, until a job has been conditionally offered.

A) Civil Rights Act
B) Family and Medical Leave Act
C) Americans with Disabilities Act
D) Taft-Hartley Act

Question 56

Edison, a warehouse worker,was in a serious accident thatrequires long-term use of a wheelchair. To comply with the ADA, his employer_____.

A) reduced his pay because he could no longer lift heavy packages
B) changed his duties so he worked on a computer in the warehouse office
C) increased his salary to help him pay medical expenses
D) bought a van for him that was adapted for wheelchair use so he coulddrive to work

Question 57

Executive Orders 11246, 11375, and 11478 require federal contractors to take affirmative action to compensate for historical discrimination against women, minorities, and individuals who have a disability.

Question 58

According to the _____ workers over the age of 40 are entitled to receive complete accurate information on the available benefits, a list of all workers impacted in a reduction, and several weeks to decide whether or not to accept severance benefits in exchange for a waiver to sue the employer.

A) Older Workers Benefit Protection Act
B) Age Discrimination in Employment Act
C) Civil Rights Act
D) Rehabilitation Act

Question 59

Employers are allowed to retaliate against individuals who file discrimination charges.

Question 60

The Equal Employment Opportunity Commission (EEOC) enforces employment laws in both private and public workplaces.

Question 61

Under the Vietnam Era Veterans Readjustment Assistance Act, employees are required to notify their employers of military service obligations.

Question 62

The Rehabilitation Act was initially applicable to only federal contractors.

Question 63

The Americans with Disabilities Act includes restrictions on obtaining and retaining medically related information on applicants and employees.

Question 64

The Equal Pay Act of 1963 requires employers to pay similar wage rates for similar work without regard to gender.

Question 65

Nepotism is the practice of preventing relatives from working for the same employer.

Question 66

Congress passed the Genetic Information Nondiscrimination Act (GINA) in 2009 to limit the use of genetic information by health insurance plans and to prohibit employment discrimination on the basis of this information.

Question 67

The Immigration Reform and Control Act (IRCA) requires employers to verify the employment status of all employees, while not discriminating because of national origin or ethnic background.

Question 68

The Older Workers Benefit Protection Act ensures that older workers are not compelled or pressured into waiving their rights under the ADEA.

Question 69

Provisions of theEqual PayAct (2010) allow for break time and a private place for nursing mothers to express breast milk for one year after the birth of a child.

Question 70

Through cultural awareness training, organizations try to build greater understanding of the differences among people.

Question 71

Workplace romances are considered risky because they have great potential for causing conflict.

Question 72

The Pregnancy Discrimination Act (PDA) requires that employers treat maternity leave the same as other personal or medical leaves.

Question 73

A quid pro quo harassment exists when an individual's work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions.

Question 74

Pay equity is the idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar, even if actual duties differ significantly.

Question 75

The Family and Medical Leave Act (FMLA) of 1993 is applicable only to women.

Question 76

The Americans with Disabilities Act (ADA) covers all state government employees.

Question 77

Differences in pay between men and women in the same jobs are permitted when there is a difference in the quality of work.

Question 78

When Jessie returned to work after a diagnosis of diabetes, her supervisor terminated her employment. Because the EEOC's final regulations excludediabetes from its approved list of disabilities, Jessie was not able to use it to argue against the termination of her employment.

Question 79

The use of employee referral programs can contribute toward discrimination at a workplace.

Question 80

Hostile environment harassment is a type of sexual harassment in which employment outcomes are typically linked to the individual granting sexual favors.