Question 1

The procedural document developed by the Equal Employment Opportunity Commission is the:

Accepted Answer

The Uniform Guidelines on Employee Selection Procedures is the procedural document developed by the Equal Employment Opportunity Commission. It provides guidance for employers to ensure that their employment selection processes comply with federal law and do not discriminate against protected groups.

Question 2

An employer interviews 150 qualified applicants,100 whites and 50 Hispanics.If 25 whites are hired,a minimum of how many Hispanics would have to be hired to avoid charges of adverse impact?

Accepted Answer

To calculate adverse impact, we need to determine the selection rates for both groups.

Selection rate for whites = 25/100 = 0.25
Selection rate for Hispanics = x/50

To avoid adverse impact, the selection rate for Hispanics should be greater than or equal to 80% of the selection rate for whites:

x/50 >= 0.8(0.25)
x/50 >= 0.2
x >= 10

Therefore, a minimum of 10 Hispanics would need to be hired to avoid charges of adverse impact.

Question 3

When an employment selection instrument is related to job success,the instrument is said to have:

Accepted Answer

Validity refers to the degree to which a selection instrument measures what it claims to measure and is related to job performance or success. If an employment selection instrument correlates with job success, then it can be said to have validity. Option B, correctness, is not a commonly used term in the context of selection instruments. Option C, discrimination, is not appropriate in this context because discrimination refers to unfair treatment of individuals based on their membership in a particular group, and it does not capture the relationship between the selection instrument and job success. Option D, exclusiveness, is not an appropriate term in this context as it does not capture the concept of validity.

Question 4

Giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering is known as:

Accepted Answer

Reverse discrimination refers to the situation where members of a majority or historically advantaged group believe they are being discriminated against in favor of minority or historically disadvantaged groups.

Question 5

Employers can determine adverse impact by using:

Accepted Answer

The four-fifths rule is the most commonly used method for determining adverse impact under Title VII of the Civil Rights Act of 1964. It states that if a selection rate for any group is less than 80% of the selection rate for the group with the highest selection rate, then there is evidence of adverse impact.

Question 6

Executive Order 11246 provides equal employment opportunities to:

Accepted Answer

Executive Order 11246 specifically applies to federal contractors and subcontractors, as well as federally assisted construction contractors and subcontractors. It does not apply to state and local government employees or all public and private employers.

Question 7

Homosexuals are protected from discrimination mainly through:

Accepted Answer

Fair Employment Practice laws at the state or local level typically prohibit employment discrimination based on sexual orientation or gender identity. While there are some federal protections, such as the Equal Employment Opportunity Commission's interpretation of Title VII of the Civil Rights Act to include protections for LGBTQ individuals, there is currently no federal law explicitly prohibiting employment discrimination based on sexual orientation or gender identity. The other options listed are not relevant to protections for homosexuals.

Question 8

Fair employment practice laws:

Accepted Answer

Fair employment practice laws are often established at the state or local level and can provide more comprehensive protections against discrimination than the federal laws. These laws may vary from state to state but can cover a range of attributes such as race, gender, age, religion, disability, sexual orientation, and more.

Question 9

Which of the following is NOT an example of sexual harassment?

Accepted Answer

Pay discrimination is not an example of sexual harassment, it is an example of gender discrimination. Sexual harassment involves unwelcome sexual advances, comments, or conduct that create a hostile or uncomfortable work environment. Promising a promotion in exchange for a date, allowing a hostile work environment, and permitting customers to make sexual demands are all examples of sexual harassment.

Question 10

During the 1970s,in which case did the Supreme Court rule that applicants must be evaluated on an individual basis,and race can be one factor used in the evaluation process as long as other competitive factors are considered?

Accepted Answer

The Supreme Court ruled in University of California Regents v. Bakke (1978) that applicants must be evaluated on an individual basis, and race can be one factor used in the evaluation process as long as other competitive factors are considered.

Question 11

Disparate treatment cases involve:

Accepted Answer

Disparate treatment cases involve purposeful discrimination, where an employer treats an individual less favourably based on their protected characteristic (such as race, gender, religion, etc.). Discharge complaints, affirmative action goals, and immigration cases may involve discrimination, but do not necessarily involve disparate treatment.

Question 12

To comply with the Immigration Reform and Control Act,employers should do all of the following EXCEPT:

Accepted Answer

Refusing to hire immigrants solely based on their immigration status is discriminatory and violates the Immigration Reform and Control Act. Employers are required to complete and retain form I-9, present it for inspection upon request, and verify the citizenship or immigration status of their employees.

Question 13

Adverse impact means that:

Accepted Answer

Adverse impact refers to an employment practice that appears to be neutral but has a disproportionate negative effect on a particular group, such as a protected class. When employment decisions, such as hiring or promotions, result in a higher percentage of a protected class being rejected than a nonprotected class, it is considered to have adverse impact. Therefore option B is the correct answer. Options A, C, and D are irrelevant to the concept of adverse impact.

Question 14

An employer interviews 100 qualified applicants,60 whites and 40 blacks.If 30 whites are hired,a minimum of how many blacks should be hired to avoid charges of adverse impact?

Accepted Answer

The answer of An employer interviews 100 qualified applicants,60 whites...

Question 15

Which of the following is NOT under the jurisdiction of the Civil Rights Act of 1964?

Accepted Answer

The Civil Rights Act of 1964 only applies to private employers in interstate commerce with fifteen or more employees, so private employers with less than ten employees are not under its jurisdiction.

Question 16

An important step in avoiding discriminatory practices during selection is to:

Accepted Answer

Using validation studies to demonstrate the job-relatedness of a selection instrument is a key step in avoiding discriminatory practices. It ensures that the selection criteria are based on job-related qualifications, skills, and abilities rather than factors such as race, ethnicity, gender, or age. Using multiple interviewers or requiring all applicants to complete an application form may be helpful in some cases but they do not directly address the issue of discrimination. Basing selection decisions solely on interviews may also lead to bias and subjective judgments.

Question 17

When pursuing an adverse impact claim,an individual is alleging:

Accepted Answer

Pursuing an adverse impact claim involves alleging unintentional discrimination against a protected class. Adverse impact occurs when an employment practice that appears to be neutral adversely affects a protected group of individuals more than another group, even though no discriminatory intent exists. Examples include a physical ability test that disproportionately screens out women, or a height requirement that excludes individuals from certain racial groups.

Question 18

Which of the following are the two forms of sexual harassment recognized by the EEOC?

Accepted Answer

The two forms of sexual harassment recognized by the EEOC are quid pro quo harassment, which involves a person in authority requiring sexual favors in exchange for a job, promotion, or other work-related benefit, and hostile environment harassment, which involves unwanted sexual behavior that creates an intimidating, hostile, or offensive work environment. A, C, and D are not recognized forms of sexual harassment by the EEOC.

Question 19

According to the Uniform Guidelines,a rule of thumb that identifies selection practices that favor a disproportionate number of nonprotected class members is the:

Accepted Answer

The four-fifths rule is a commonly used rule of thumb to determine if a selection process has an adverse impact on protected groups. It states that if the selection rate for a particular group is less than four-fifths (or 80%) of the selection rate for the group with the highest selection rate, there may be evidence of adverse impact. This rule helps employers identify potential discrimination in their selection process and prompts them to review and revise their hiring methods to ensure the process is fair for all applicants.

Question 20

Which of the following is NOT a defense to an alleged Equal Pay Act violation?

Accepted Answer

The Equal Pay Act prohibits paying an employee less on the basis of sex for equal work, and having dependents is not a valid defense for paying a male worker more. Seniority, productivity, and quality may be valid defenses if they can be shown to be factors other than sex that contribute to the pay difference.

Quiz 3: Equal Employment Opportunity and Human Resources Management