Question 1

Which law establishes criminal and civil sanctions against employers who hire an individual knowing he or she is an unauthorized alien?

Accepted Answer

B) The desire to stem illegal immigration prompted Congress to enact the Immigration Reform and Control Act (IRCA) of 1986. The IRCA granted amnesty to approximately 1.7 million long-term unauthorized workers in an effort to bring them out of the shadows and improve their labor market opportunities. It also established criminal and civil sanctions against employers who knowingly hire unauthorized aliens.

Question 2

Holly, an IT specialist at a bank, is eight months pregnant and experiencing some medical complications. As a result, Holly's doctor has ordered Holly to remain home on bed-rest for the last month of her pregnancy. According to the Pregnancy Discrimination Act, Holly is entitled to receive ________.

Accepted Answer

A) Under the Pregnancy Discrimination Act, a woman unable to work for pregnancy-related reasons is entitled to disability benefits or sick leave on the same basis as employees unable to work for other medical reasons.

Question 3

In 2008, the Americans with Disabilities Act Amendments Act ________.

Accepted Answer

D) The Americans with Disabilities Act Amendments Act (ADAAA) brings millions more people within the ADA's protection. The ADAAA expands the definition of "disability," so that many more applicants and employees are eligible for reasonable accommodations. The ADAAA broadened the ADA's definition of disability by expanding the term "major life activities."

Question 4

The Rehabilitation Act is administered by the ________.

Accepted Answer

D) The Office of Federal Contract Compliance Programs (OFCCP) administers the Rehabilitation Act. The EEOC administers many other employee discrimination laws, such as the ADA and ADEA.

Question 5

Kayla, who has dyslexia, is employed by a non-profit organization that has received a $90,000 federal grant. Which law most likely protects Kayla against employer discrimination?

Accepted Answer

D) The Rehabilitation Act prohibits discrimination against disabled workers who are employed by certain government contractors and subcontractors and organizations that receive federal grants in excess of $2,500. Protected under the Act are diseases and conditions such as epilepsy, cancer, cardiovascular disorders, AIDS, blindness, deafness, mental retardation, emotional disorders, and dyslexia.

Question 6

You are a human resource manager with a large manufacturing firm. Yesterday, you heard one of your recruiters ask an applicant the following question: "What previous medical conditions have you experienced?" Would this be an employment standard to avoid? If this is an employment standard to avoid, what law or court decision is it based on?

Accepted Answer

D) The guiding principle of the ADA is to ask only about potential employees' ability to do the job, and not about their disabilities. Lawful inquiries include those regarding performance of specific functions or possession of training, while illegal inquiries include those that ask about previous medical conditions or extent of prior drug use.

Question 7

All of the following are provisions of the Immigration Reform and Control Act of 1986 EXCEPT ________.

Accepted Answer

B) The IRCA established criminal and civil sanctions against employers who knowingly hire unauthorized aliens. The Act also makes unlawful the hiring of anyone unless the person's employment authorization and identity are verified. The IRCA denied illegal aliens federally funded welfare benefits.

Question 8

All of the following were changes that resulted from the ADAAA being enacted in 2008 EXCEPT ________.

Accepted Answer

C) The ADA Amendments Act broadened the ADA's definition of disability by expanding the term "major life activities." The law also did away with the "substantially limited" requirement for those regarded as having a disability. The ADA does not protect current illegal drug users.

Question 9

The primary purpose of the Uniformed Services Employment and Reemployment Rights Act is to ________.

Accepted Answer

A) The Uniformed Services Employment and Reemployment Rights Act (USERRA) provides protection to Reservists and National Guard members. Under this Act, those workers are entitled to return to their civilian employment after completing their military service.

Question 10

Under the Illegal Immigration Reform and Immigrant Responsibility Act, anyone unlawfully present in the United States for one year or more is subject to a ________-year bar for admission to the United States.

Accepted Answer

D) Anyone unlawfully present in the United States for 180 days, but less than one year, is subject to a three-year ban for admission to the United States. Anyone unlawfully present in the United States for one year or more is subject to a 10-year ban from admission to the United States.

Question 11

The Americans with Disabilities Act prohibits discrimination during ________.

Accepted Answer

D) The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities. The ADA prohibits discrimination in all employment practices, including job application procedures, hiring, firing, advancement, compensation, training, and other terms, conditions, and privileges of employment. It applies to recruitment, advertising, tenure, layoffs, leaves, benefits, and all other employment-related activities.

Question 12

Under the Illegal Immigration Reform and Immigrant Responsibility Act, anyone unlawfully present in the United States for 180 days, but less than one year will be subject to a ________-year ban for admission to the United States.

Accepted Answer

B) Anyone unlawfully present in the United States for 180 days, but less than one year, is subject to a three-year ban for admission to the United States. Anyone unlawfully present in the United States for one year or more is subject to a 10-year ban from admission to the United States.

Question 13

The ________ is a requirement designed to ensure that a soldier who is a returning employee is not penalized for the time spent on active duty.

Accepted Answer

C) As a general rule, a returning employee is entitled to reemployment in the same job position that he or she would have attained with reasonable certainty if not for the absence to serve in the military. Known as the escalator principle, this requirement is designed to ensure that a returning employee is not penalized (by losing a pay raise, promotion, etc.) for the time spent on active duty, not exceeding five years.

Question 14

The invisible barrier in organizations which prevents many women and minorities from achieving top level management positions is called the ________.

Accepted Answer

A) The glass ceiling is the invisible barrier in organizations that impedes women and minorities from career advancement. This Glass Ceiling Act established a Glass Ceiling Commission to study the manner in which businesses fill management and decision-making positions, the developmental and skill-enhancing practices used to foster the necessary qualifications for advancement to such positions, and the compensation programs and reward structures currently used in the workplace.

Question 15

Which case established that firms may not require pre-employment medical examinations before making hiring decisions?

Accepted Answer

C) The EEOC guidelines on pre-employment inquiries and tests regarding disabilities prohibit inquiries and medical examinations intended to gain information about applicants' disabilities before a conditional job offer. In the Supreme Court case of Leonel v American Airlines, the Court ruled that the airline violated the ADA's required sequence for pre-hire medical inquiries/examinations by making medical inquiries and requiring individuals to take medical examinations before completing and making its hiring decisions.

Question 16

Which act codified the concepts of business necessity and job related?

Accepted Answer

D) The Civil Rights Act of 1991 served to codify the concepts of business necessity and job-related pronounced by the Supreme Court in Griggs v Duke Power Co.

Question 17

Under the Rehabilitation Act, if the contract or subcontract exceeds ________, or if the contractor has ________ or more employees, a written affirmative action program must be prepared.

Accepted Answer

B) If the contract or subcontract exceeds $50,000, or if the contractor has 50 or more employees, the employer must prepare a written affirmative action plan for review by the Office of Federal Contract Compliance Programs (OFCCP), which administers the Act. In it, the contractor must specify that reasonable steps are being taken to hire and promote disabled persons.

Question 18

Which law amended the Civil Rights Act of 1964 and provided appropriate remedies for intentional discrimination in the workplace?

Accepted Answer

D) The Civil Rights Act of 1991 amended five statutes: (1) the Civil Rights Act of 1866; (2) Title VII of the Civil Rights Act of 1964, as Amended; (3) the Age Discrimination in Employment Act of 1967, as Amended; (4) the Rehabilitation Act of 1973; and (5) the Americans with Disabilities Act of 1990. The Civil Rights Act of 1991 provides appropriate remedies for intentional discrimination and unlawful harassment in the workplace.

Question 19

Hannigan Lumber employs 155 workers. One of the firm's former employees used the Civil Rights Act of 1991 to file and win a discrimination lawsuit against Hannigan Lumber. What is the maximum amount of punitive damages that the former employee could receive?

Accepted Answer

B) Under the Civil Rights Act of 1991, a complaining party may recover punitive damages if the complaining party demonstrates that the company engaged in a discriminatory practice with malice or with reckless indifference to the law. However, the following limits, based on the number of people employed by the company, were placed on the amount of the award:
Between 15 and 100 employees-$50,000
Between 101 and 200 employees-$100,000
Between 201 and 500 employees-$200,000
More than 500 employees-$300,000

Question 20

When dealing with the national origin provision of the Civil Rights Act, IRCA reduces coverage from fifteen employees to ________.

Accepted Answer

D) The Act also makes unlawful the hiring of anyone unless the person's employment authorization and identity are verified. When dealing with the national origin provision of the Civil Rights Act, IRCA reduces the threshold coverage from 15 employees to 4.

Quiz 3: Workforce Diversity, Equal Employment Opportunity, and Affirmative Action