Question 1

Most of the EEO laws and executive orders dealing with federal contractors contain the requirement of affirmative action for those with contracts of at least:
A)$10,000
B)$25,000
C)$50,000
D)$100,000

Accepted Answer

The answer of Most of the EEO laws and executive...

Question 2

Match the key issues to the major selection court cases.
-U.S.v.Georgia Power (1973)
A)Company must insure that all parts of a multiple-step selection program have no disparate impact
B)Company's burden of proof against adverse impact diminishes as human risk increases
C)Selection test must be job-related if disparate impact results
D)Validation must reflect selection decision practices
E)In disability cases, organization must prove that individual cannot perform job
F)Company's moral concerns about health of future children is not sufficient to bar women from employment
G)Cases focusing on subjective selection devices (e.g., interviews and judgments) could be heard as disparate impact cases

Accepted Answer

The answer of Match the key issues to the major...

Question 3

Match the key issues to the major selection court cases.
-Griggs v.Duke Power (1971)
A)Company must insure that all parts of a multiple-step selection program have no disparate impact
B)Company's burden of proof against adverse impact diminishes as human risk increases
C)Selection test must be job-related if disparate impact results
D)Validation must reflect selection decision practices
E)In disability cases, organization must prove that individual cannot perform job
F)Company's moral concerns about health of future children is not sufficient to bar women from employment
G)Cases focusing on subjective selection devices (e.g., interviews and judgments) could be heard as disparate impact cases

Accepted Answer

The answer of Match the key issues to the major...

Question 4

Describe specific actions that an organization can take using the regulatory model to anticipate potential EEO issues.

Accepted Answer

The answer of Describe specific actions that an organization can...

Question 5

Match the key issues to the major selection court cases.
-Auto Workers v.Johnson Controls (1991)
A)Company must insure that all parts of a multiple-step selection program have no disparate impact
B)Company's burden of proof against adverse impact diminishes as human risk increases
C)Selection test must be job-related if disparate impact results
D)Validation must reflect selection decision practices
E)In disability cases, organization must prove that individual cannot perform job
F)Company's moral concerns about health of future children is not sufficient to bar women from employment
G)Cases focusing on subjective selection devices (e.g., interviews and judgments) could be heard as disparate impact cases

Accepted Answer

The answer of Match the key issues to the major...

Question 6

Should an organization keep detailed records of its human resource management practices (selection procedures,performance appraisal procedures,etc.)if they have not been validated? Discuss the trade-offs involved.

Accepted Answer

The answer of Should an organization keep detailed records of...

Question 7

What basic principles should an organization follow to develop a selection program that is both legally defensible and ensures hiring the most qualified applicants?

Accepted Answer

The answer of What basic principles should an organization follow...

Question 8

Match the key issues to the major selection court cases.
-OFCCP v.Ozark Air Lines (1986)
A)Company must insure that all parts of a multiple-step selection program have no disparate impact
B)Company's burden of proof against adverse impact diminishes as human risk increases
C)Selection test must be job-related if disparate impact results
D)Validation must reflect selection decision practices
E)In disability cases, organization must prove that individual cannot perform job
F)Company's moral concerns about health of future children is not sufficient to bar women from employment
G)Cases focusing on subjective selection devices (e.g., interviews and judgments) could be heard as disparate impact cases

Accepted Answer

The answer of Match the key issues to the major...

Question 9

An organization has been accused of disparate impact discrimination through the use of a statistical argument.Provide two alternative explanations for a statistically unbalanced work force that are not due to illegal discrimination.

Accepted Answer

The answer of An organization has been accused of disparate...

Question 10

Match the key issues to the major selection court cases.
-Spurlock v.United Airlines (1972)
A)Company must insure that all parts of a multiple-step selection program have no disparate impact
B)Company's burden of proof against adverse impact diminishes as human risk increases
C)Selection test must be job-related if disparate impact results
D)Validation must reflect selection decision practices
E)In disability cases, organization must prove that individual cannot perform job
F)Company's moral concerns about health of future children is not sufficient to bar women from employment
G)Cases focusing on subjective selection devices (e.g., interviews and judgments) could be heard as disparate impact cases

Accepted Answer

The answer of Match the key issues to the major...

Question 11

Requirements drawn from higher-level jobs are permissible only if it can be documented that a majority of individuals move to higher-level jobs within a reasonable time period.What do the Uniform Guidelines on Employee Selection Procedures define as a reasonable time period?
A)no more than 2 years
B)no more than 3 years
C)no more than 4 years
D)no more than 5 years

Accepted Answer

The answer of Requirements drawn from higher-level jobs are permissible...

Question 12

Match the key issues to the major selection court cases.
-Connecticut v.Teal (1982)
A)Company must insure that all parts of a multiple-step selection program have no disparate impact
B)Company's burden of proof against adverse impact diminishes as human risk increases
C)Selection test must be job-related if disparate impact results
D)Validation must reflect selection decision practices
E)In disability cases, organization must prove that individual cannot perform job
F)Company's moral concerns about health of future children is not sufficient to bar women from employment
G)Cases focusing on subjective selection devices (e.g., interviews and judgments) could be heard as disparate impact cases

Accepted Answer

The answer of Match the key issues to the major...

Question 13

Which type of validation strategy is especially appropriate for a small business?
A)construct validation
B)criterion validation
C)content validation
D)cross-validation

Accepted Answer

Content validation is especially appropriate for a small business because it involves evaluating the relevance of a test or assessment to the job or situation being evaluated, which can be tailored to fit the specific needs and requirements of a small business. This type of validation ensures that the test or assessment accurately measures the knowledge, skills, and abilities required for the job, without having to rely on external sources or benchmarks. This method is cost-effective, practical, and easy to implement, making it ideal for small businesses with limited resources.

Question 14

Match the key issues to the major selection court cases.
-Watson v.Ft.Worth Bank & Trust (1988)
A)Company must insure that all parts of a multiple-step selection program have no disparate impact
B)Company's burden of proof against adverse impact diminishes as human risk increases
C)Selection test must be job-related if disparate impact results
D)Validation must reflect selection decision practices
E)In disability cases, organization must prove that individual cannot perform job
F)Company's moral concerns about health of future children is not sufficient to bar women from employment
G)Cases focusing on subjective selection devices (e.g., interviews and judgments) could be heard as disparate impact cases

Accepted Answer

The answer of Match the key issues to the major...

Question 15

How do you measure the effectiveness of an affirmative action program? When can an organization discontinue its affirmative action program?

Accepted Answer

The answer of How do you measure the effectiveness of...

Question 16

What is the current status of voluntary affirmative action programs?
A)Organizations are not restricted in how they implement these programs.
B)Organizations must meet specific criteria in order to establish these programs.
C)These programs have been found illegal in all circumstances due to reverse discrimination.
D)These programs have been abandoned in favor of consent decrees.

Accepted Answer

Although voluntary affirmative action programs are still allowed, the Supreme Court has placed limitations on them. To establish these programs, organizations must show evidence of past discrimination and set specific goals and timetables for achieving diversity. They must not use quotas or discriminate against non-minority employees.

Question 17

The Uniform Guidelines on Employee Selection Procedures requires organizations to keep information about the demographic characteristics of applicants and hires.These records must be kept for which groups?
A)all groups
B)only those groups that constitute at least 1% of the relevant labor market
C)only those groups that constitute at least 2% of the relevant labor market
D)only those groups that constitute at least 3% of the relevant labor market

Accepted Answer

The answer of The Uniform Guidelines on Employee Selection Procedures...

Question 18

Which of the following is considered acceptable according to the Uniform Guidelines on Employee Selection Procedures?
A)using skills and abilities that are easily learned during a brief training program as selection requirements
B)using requirements drawn from higher-level jobs if the majority of individuals move to the higher-level job within a reasonable period of time
C)using a cutoff score that individually ranks all applicants even if the use of such method results in adverse impact
D)using high cutoff scores to ensure fair selection rather than validating lower cutoff scores

Accepted Answer

According to the Uniform Guidelines on Employee Selection Procedures, using requirements drawn from higher-level jobs is acceptable if the majority of individuals move to the higher-level job within a reasonable period of time. This is known as the “validity transfer” approach, where the job requirements are based on the assumption that individuals who are successful in one job will also be successful in another job that requires similar skills and abilities. The use of cutoff scores is also acceptable, but only if the method used does not result in adverse impact. Using skills and abilities that are easily learned during a brief training program as selection requirements (option A) is not recommended as it could result in adverse impact towards certain groups that may not have had prior access to that training. Using high cutoff scores (option D) could also result in adverse impact towards certain groups as it may eliminate a significant portion of the applicant pool without appropriate validation evidence.

Quiz 2: Legal Issues in Selection

Most of the EEO laws and executive orders dealing with federal contractors contain the requirement of affirmative action for those with contracts of at least:

Match the key issues to the major selection court cases. -U.S.v.Georgia Power (1973)

Match the key issues to the major selection court cases. -Griggs v.Duke Power (1971)

Describe specific actions that an organization can take using the regulatory model to anticipate potential EEO issues.

Match the key issues to the major selection court cases. -Auto Workers v.Johnson Controls (1991)

Should an organization keep detailed records of its human resource management practices (selection procedures,performance appraisal procedures,etc.)if they have not been validated? Discuss the trade-offs involved.

What basic principles should an organization follow to develop a selection program that is both legally defensible and ensures hiring the most qualified applicants?

Match the key issues to the major selection court cases. -OFCCP v.Ozark Air Lines (1986)

An organization has been accused of disparate impact discrimination through the use of a statistical argument.Provide two alternative explanations for a statistically unbalanced work force that are not due to illegal discrimination.

Match the key issues to the major selection court cases. -Spurlock v.United Airlines (1972)

Requirements drawn from higher-level jobs are permissible only if it can be documented that a majority of individuals move to higher-level jobs within a reasonable time period.What do the Uniform Guidelines on Employee Selection Procedures define as a reasonable time period?

Match the key issues to the major selection court cases. -Connecticut v.Teal (1982)

Which type of validation strategy is especially appropriate for a small business?

Match the key issues to the major selection court cases. -Watson v.Ft.Worth Bank & Trust (1988)

How do you measure the effectiveness of an affirmative action program? When can an organization discontinue its affirmative action program?

What is the current status of voluntary affirmative action programs?

The Uniform Guidelines on Employee Selection Procedures requires organizations to keep information about the demographic characteristics of applicants and hires.These records must be kept for which groups?

Which of the following is considered acceptable according to the Uniform Guidelines on Employee Selection Procedures?