Question 1

Which of the following statements is true of sexual orientation discrimination?

Accepted Answer

Sexual orientation discrimination is not explicitly prohibited by a specific federal law dedicated solely to this issue. However, the Supreme Court of the United States has interpreted Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on sex, to also cover discrimination based on sexual orientation and gender identity. The Defense of Marriage Act of 1996, the Fair Labor Standards Act, and protections for federal employees do not directly address sexual orientation discrimination in the manner described by the other options.

Question 2

Which of the following is a similarity between the Equal Employment Opportunity Commission and the U.S. Civil Service Commission?

Accepted Answer

Both the Equal Employment Opportunity Commission (EEOC) and the U.S. Civil Service Commission (the predecessor to the Office of Personnel Management) have played roles in developing uniform guidelines on employee-selection procedures. These guidelines help ensure that employment practices, particularly in hiring, are conducted in a non-discriminatory manner that complies with federal laws and regulations.

Question 3

In the context of court decisions in the late 1990s, identify the type of discrimination whose charges typically stem from the belief by white males that they have suffered because of preferential treatment given to other groups.

Accepted Answer

Reverse discrimination refers to the claims by individuals, often white males, that they have been unfairly disadvantaged or discriminated against in favor of minority groups, typically as a result of affirmative action policies or similar measures intended to correct historical inequalities.

Question 4

Which of the following suggests that disparate impact exists if a selection criterion results in a selection rate for a protected class that is less than 80 percent of that for the majority group?

Accepted Answer

The four-fifths rule is a guideline used by the U.S. Equal Employment Opportunity Commission (EEOC) to assess whether a selection process or criterion results in disparate impact against a protected class. It suggests that a selection rate for any race, sex, or ethnic group which is less than four-fifths (or 80 percent) of the rate for the group with the highest rate may indicate adverse impact, warranting further examination of the selection process.

Question 5

Which of the following is the result of behaviors or actions by an organization or managers within an organization that causes members of a protected class to be unfairly differentiated from others?

Accepted Answer

Illegal discrimination is the result of behaviors or actions by an organization or managers within an organization that causes members of a protected class to be unfairly differentiated from others.

Question 6

Which of the following statements is an argument against drug-testing programs?

Accepted Answer

Drug-testing programs are often criticized for being inappropriate or invasive when there is no reasonable suspicion of drug use among employees, making choice D the correct argument against such programs. Choices A, B, and C do not accurately represent arguments against drug-testing programs.

Question 7

Jane and Mathew, employees at Widget Corp., apply for a promotion in the company. Despite having the same qualifications and experience, Mathew is given preference over Jane because Mathew is a male candidate. In the given scenario, it can be said that Jane is most likely a victim of _____.

Accepted Answer

Jane is most likely a victim of disparate treatment discrimination, which occurs when an individual is treated differently based on a protected characteristic, such as gender, in employment decisions. In this scenario, Jane was not promoted over Mathew solely because of her gender, which is a clear case of disparate treatment.

Question 8

Which of the following is developing new guidelines that will require companies to divulge more complete and detailed information about their executive-compensation packages?

Accepted Answer

The Securities and Exchange Commission (SEC) is responsible for regulating and ensuring transparency in the securities markets, which includes requiring companies to provide detailed information about their executive-compensation packages to protect investors and ensure fair markets.

Question 9

Employees at Border Bookstores, a chain of bookstores, recently held a strike to force their employer to negotiate a labor contract. They demanded higher wages and eight sick leaves in a year instead of the three that they were given. In this context, which of the following acts gave the employees of Border Bookstores the power to collectively bargain with the organization?

Accepted Answer

The National Labor Relations Act (NLRA) of 1935, also known as the Wagner Act, gives employees the right to form unions and engage in collective bargaining with their employers, which directly relates to the situation described at Border Bookstores.

Question 10

Which of the following mirrors the Civil Rights Act in terms of outlawing discrimination but also requires federal contractors and subcontractors with contracts greater than $50,000 to file written affirmative action plans?

Accepted Answer

Executive Order 11246, signed by President Lyndon B. Johnson in 1965, not only prohibits federal contractors from discriminating based on race, color, religion, sex, or national origin, but also mandates that contractors with contracts over $50,000 prepare and maintain affirmative action plans to ensure equal employment opportunity.

Question 11

The definition of labor market is a major issue in resolving lawsuits brought under _____.

Accepted Answer

The answer of The definition of labor market is a...

Question 12

Quid pro quo harassment typically involves:

Accepted Answer

Quid pro quo harassment involves a situation where someone in a position of power offers to exchange something of value (like a job promotion or raise) for sexual favors. This directly matches the description in choice A. Choices B, C, and D describe behaviors that could contribute to a hostile work environment, but they do not involve the direct exchange of something for sexual favors, which is the hallmark of quid pro quo harassment.

Question 13

Which of the following statements is true of the Privacy Act of 1974?

Accepted Answer

The Privacy Act of 1974 primarily governs how federal agencies handle personal information, but its principles have influenced the development of state privacy laws, reflecting its broader impact beyond just federal employees.

Question 14

Which of the following statements is true of a bona fide occupational qualification?

Accepted Answer

Bona fide occupational qualifications (BFOQ) allow for hiring based on specific qualities or attributes when they are reasonably necessary to the normal operation of a particular business. This includes making decisions based on sex, religion, or national origin when these are essential to the job, but it does not extend to customer preferences or age discrimination.

Question 15

Identify the act that requires that all federal agencies, as well as federal contractors and subcontractors receiving more than $2,500 a year from the federal government, engage in affirmative action for disabled individuals.

Accepted Answer

The Vocational Rehabilitation Act of 1973 requires federal agencies and contractors/subcontractors receiving more than $2,500 annually from the federal government to engage in affirmative action for disabled individuals.

Question 16

Ziff Corp., an IT firm, hires candidates from a minority group despite the superior experience and qualifications of candidates from the majority group. It is evident that Ziff Corp.'s hiring policy constitutes _____.

Accepted Answer

Reverse discrimination occurs when members of a majority or historically advantaged group are discriminated against based on their race, gender, age, or other protected characteristic, in favor of a minority group, even if unintentionally, as described in the scenario with Ziff Corp.'s hiring policy.

Question 17

The Drug-Free Workplace Act of 1988:

Accepted Answer

The Drug-Free Workplace Act of 1988 was specifically enacted to reduce the use of illegal drugs in the workplace, targeting federal contractors and grantees to ensure a drug-free work environment.

Question 18

Which of the following statements is true of the Civil Rights Act of 1964?

Accepted Answer

The Civil Rights Act of 1964 was landmark legislation in the United States that aimed to eliminate discrimination based on race, color, religion, sex, or national origin. It was passed to ensure that equal opportunities in employment, public accommodations, and other areas would be available to everyone, regardless of their background.

Question 19

Which of the following states that a condition such as race, sex, or other personal characteristic legitimately affects a person's ability to perform a job and therefore can be used as a legal requirement for selection?

Accepted Answer

A bona fide occupational qualification (BFOQ) allows for discrimination based on characteristics like race, sex, or other personal traits if they are reasonably necessary to the normal operation of a particular business or job.

Question 20

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

Accepted Answer

The Civil Rights Act of 1991 was enacted to provide stronger protection against discrimination in the workplace. One of its key provisions allows for the payment of compensatory and punitive damages in cases of intentional discrimination under Title VII of the Civil Rights Act of 1964, which it amended. This was a significant change, as prior to this amendment, victims of discrimination could only seek back pay and reinstatement.

Quiz 2: The Legal Environment