Question 1

Which of the following is a characteristic of independent contractors?

Accepted Answer

The answer of Which of the following is a characteristic...

Question 2

Comparing the percentage of men,women,or minorities employed in a job category with their availability in the relevant population of qualified people interested in the position is an example of a ________.

Accepted Answer

This is an example of a stock statistic, which measures the composition of a current workforce or group at a specific point in time, comparing it to the relevant labor market or population.

Question 3

A hotel chain that is recruiting front desk receptionists receives 200 applications from males and 100 applications from females.100 out of 200 men are hired and 25 out of 100 women are hired.Which of the following statements is true of the hotel chain's hiring policy?

Accepted Answer

The hotel chain hired 50% of male candidates who applied (100 out of 200) and 25% of female candidates who applied (25 out of 100). This suggests that there may be a disparate impact of the hiring process on females as a group, as they were hired at a lower rate than males. However, without additional information about the qualifications and experience of the candidates, it is not possible to definitively conclude that there is a discriminatory hiring policy.

Question 4

Department store BigTen refused to hire Max because of his religion.The store is in violation of ________.

Accepted Answer

Title VII of the Civil Rights Act of 1964 prohibits discrimination based on religion among other protected categories, including race, color, sex, and national origin. The other options listed are not relevant in this scenario: 
A) The WARN Act (Worker Adjustment and Retraining Notification Act) requires certain employers to give advance notice of layoffs or plant closures. 
B) The USERRA of 1994 (Uniformed Services Employment and Reemployment Rights Act) protects the employment rights of individuals who serve in the military. 
D) The VEVRAA Act of 1974 (Vietnam Era Veterans' Readjustment Assistance Act) prohibits discrimination against certain categories of veterans.

Question 5

Comparing the percentages of men,women,or minorities in various job categories to see if men,women,or minorities are disproportionately represented in certain workforce categories is an example of a ________.

Accepted Answer

Comparing percentages of different demographic groups in job categories is a concentration statistic, which measures the distribution of a population across different categories. Hiring yield statistics measure the effectiveness of recruitment efforts, flow statistics track movement of employees within an organization, and stock statistics measure the overall size of a workforce.

Question 6

Comparing the percentage of applicants hired from different subgroups to determine if they are significantly different from each other is an example of a ________.

Accepted Answer

This is an example of a flow statistic, which measures the movement or flow of people through a process, such as hiring, to determine if there are significant differences in outcomes among different subgroups.

Question 7

What is the best conclusion given the following information about research technicians employed in the scientific wing of a pharmaceutical organization? Females comprise 60 percent of the current workforce and 50 percent of the relevant population (research technicians)and males comprise 40 percent of the current workforce and 50 percent of the relevant population.

Accepted Answer

The answer of What is the best conclusion given the...

Question 8

The WARN Act of 1988 applies to ________.

Accepted Answer

The WARN Act (Worker Adjustment and Retraining Notification Act) of 1988 applies to private, public, and quasi-public entities that operate in a commercial context and have 100 or more employees, not including part-time workers who have worked less than six months in the last 12 months or who work fewer than 20 hours per week. The Act requires covered employers to provide at least 60 days' advance written notice of plant closings and mass layoffs. Government entities that provide public services are not covered by the WARN Act.

Question 9

If a company makes promises to a recruit that it does not intend to keep,it could be found guilty of ________.

Accepted Answer

If a company makes promises to a recruit that it does not intend to keep, it could be found guilty of fraudulent recruitment. Negligent hiring refers to the failure of an employer to exercise reasonable care in the hiring process, resulting in harm to another party. Negligent referral refers to the failure of an employer to provide accurate information about a former employee to a potential employer, resulting in harm to the potential employer. The WARN Act requires employers to give notice of mass layoffs or plant closures. None of these options directly address the scenario of a company making promises to a recruit that it does not intend to keep except for fraudulent recruitment.

Question 10

Mrs.Peters filed a complaint against her employers for firing her.She admitted to being late to work five days in a month but she claimed that she was fired on the grounds of being a female employee.This is an example of ________.

Accepted Answer

This is a mixed motive case where the employee admits to a legitimate reason for termination (being late to work) but claims that she was also fired because of her gender.

Question 11

A manager only hires Hispanic women as secretaries.This is an example of ________.

Accepted Answer

The statement describes disparate treatment, which refers to intentional discrimination against an individual or group because of a protected characteristic such as race, gender, or religion. In this case, the manager is intentionally discriminating against non-Hispanic women in their hiring practices. Disparate impact, on the other hand, refers to the unintentional discrimination that occurs due to a policy or practice that has a negative impact on a protected group, such as requiring job applicants to have a certain level of education that is not necessary for the job. Negligent hiring refers to a situation where an employer is held liable for the actions of an employee who was hired despite the employer's knowledge or should have known that the employee posed a risk to others. Sexual harassment refers to the unwanted and unwelcome sexual advances or conduct that creates a hostile work environment.

Question 12

The Uniformed Services Employment and Reemployment Rights Act ________.

Accepted Answer

The Uniformed Services Employment and Reemployment Rights Act (USERRA) ensures that members of the uniformed services can return to their civilian employment after their service ends. USERRA prohibits employers from discriminating against employees who serve in the military, and requires employers to provide job protections and benefits to those who leave their jobs to serve in the military. While USERRA may indirectly lead to job opportunities and training for veterans, its primary focus is on protecting the employment rights of those who serve in the military. Option B and D are inaccurate, as USERRA does not mandate equal representation of veterans in the workforce, nor require the maintenance of a job board for veterans. Option C is partially inaccurate, as USERRA does not directly provide job training, though it may require employers to provide reemployment training to returning service members.

Question 13

The Age Discrimination in Employment Act of 1967 protects people ________.

Accepted Answer

The Age Discrimination in Employment Act of 1967 protects people who are 40 years of age or older.

Question 14

When a competing hospital calls for an employee recommendation,a hospital manager fails to disclose negative information about a previous employee who was discharged for improper and reckless behavior toward a patient.This could be an example of ________.

Accepted Answer

This is an example of negligent referral, where the hospital manager fails to disclose negative information about a previous employee, which could potentially harm the patient in the new hospital. This can be considered negligence on the part of the hospital manager in disclosing important information about the employee, which should have been done to avoid any harm or liability.

Question 15

A company fails to do a background check that would have revealed that a person it has hired has the potential to harm others.The employee then physically harms a customer during a disagreement.The company could be found guilty of ________.

Accepted Answer

Negligent hiring refers to a situation where a company fails to conduct a proper background check on an employee that could have revealed their potential to cause harm to others. If an employee causes harm to a customer, the company that hired them could be found guilty of negligent hiring. Negligent referral refers to a situation where a company provides a positive reference for an employee who is known to be dangerous or unfit for the job. Fraudulent recruitment refers to a situation where a company has misled or deceived an employee during the hiring process. The WARN Act requires employers to provide advance notice to employees before initiating a plant closing or mass layoff. None of the other options are relevant to the scenario described.

Question 16

The WARN Act relates to which of the following?

Accepted Answer

The WARN (Worker Adjustment and Retraining Notification) Act requires employers with 100 or more employees to provide 60 days advance notice of plant closings or mass layoffs. Therefore, the act relates to layoffs, and not to recruiting, selecting, or negotiating.

Question 17

A BFOQ is a(n)________.

Accepted Answer

A BFOQ (Bona Fide Occupational Qualification) is a characteristic that is considered essential to the performance of a particular job or function, and is an exception to employment discrimination laws. BFOQ cannot be used to exclude members of a particular race or gender, but can be used in limited circumstances such as hiring an actor to play a historical figure or a male officer for a men's correctional facility.

Question 18

Affirmative action means ________.

Accepted Answer

Affirmative action refers to proactive efforts taken by employers to ensure that their employment practices do not discriminate against individuals based on certain protected characteristics such as race or gender. These efforts may include setting goals for diversity in the workforce, establishing outreach programs to underrepresented groups, and implementing training programs to reduce bias in hiring and promotion decisions. However, affirmative action does not require employers to use quotas or make hiring decisions solely based on race or gender.

Question 19

If 33 percent of Hispanics are hired,42 percent of whites are hired,and 50 percent of blacks are hired,disparate impact has occurred against ________.

Accepted Answer

The answer of If 33 percent of Hispanics are hired,42...

Question 20

Which of the following is true for affirmative action plans?

Accepted Answer

An affirmative action plan should be temporary and not have the intention of being a permanent solution. It should be regularly reviewed and updated based on the progress made towards achieving diversity and inclusion goals. A and B are incorrect because affirmative action plans are designed to be remedial in nature and include all individuals who have been historically underrepresented or disadvantaged, regardless of their race or ethnicity. D is incorrect because affirmative action plans should be formalized and documented to ensure that they are followed consistently and legally.

Quiz 3: The Legal Context