Question 1

______ amended the Civil Rights Act of 1964 to extend the period of time in which an employee is allowed to file a lawsuit over pay discrimination.

Accepted Answer

The Lily Ledbetter Fair Pay Act of 2009 amended the Civil Rights Act of 1964 to allow an employee to file a lawsuit over pay discrimination within 180 days of receiving any discriminatory paycheck, rather than 180 days from the original discriminatory act. This was in response to the Supreme Court decision in Ledbetter v. Goodyear Tire & Rubber Co., which ruled that the 180-day time frame for filing a pay discrimination claim starts from the date of the initial discriminatory decision, even if the effects of that decision are not immediately apparent.

Question 2

The ______ amends Uniformed Services Employment and Reemployment Rights Act to maintain healthcare coverage while away on duty and require employers to post a notice of benefits,duties,and rights of reemployment.

Accepted Answer

The Veterans Benefits Improvement Act of 2004 amends the Uniformed Services Employment and Reemployment Rights Act (USERRA) to include provisions for maintaining healthcare coverage while away on duty and requiring employers to post a notice of benefits, duties, and rights of reemployment. The other options (A, C, and D) do not pertain to USERRA or the specific provisions mentioned.

Question 3

The ______ was designed to take a variety of different immigration laws and combine them into a single act.

Accepted Answer

The Immigration and Nationality Act of 1952, also known as the McCarran-Walter Act, was designed to consolidate and revise existing immigration laws into a single comprehensive act. It is one of the most significant pieces of immigration legislation in U.S. history. The other options listed are either unrelated or do not fit the description of a law designed to consolidate and streamline immigration policies.

Question 4

Coleton feels that he was sexually harassed by his boss on an offshore oil rig.He would generally have to file a complaint with the EEOC within ______ days of the incident,or he would not be able to file it at all.

Accepted Answer

The standard deadline for filing a complaint with the Equal Employment Opportunity Commission (EEOC) regarding sexual harassment is within 180 days of the incident. This timeframe can be extended to 300 days if a state or local agency enforces a law that prohibits employment discrimination on the same basis.

Question 5

______ exists when different groups of people have different scores designated as "passing" grades on a test for employment.

Accepted Answer

Race norming is the practice of adjusting scores on employment tests based on the race of the test takers, which can lead to different passing scores for different racial groups. This practice has been deemed discriminatory and is no longer allowed under federal law. Reasonable accommodation refers to making adjustments to the work environment or job duties to accommodate an employee's disability. Undue hardship refers to an accommodation that would create significant difficulty or expense for the employer. Job relatedness refers to ensuring that employment tests are directly related to the essential functions of the job.

Question 6

______ is any action such as firings,demotions,schedule reductions,or changes that would harm the individual employee.

Accepted Answer

Adverse employment action refers to any action that would harm the individual employee, such as firings, demotions, schedule reductions or changes that may negatively impact the employee's career.

Question 7

______ exists when an employee is put under such extreme pressure by management that continued employment becomes intolerable and,as a result,the employee quits,or resigns from the organization.

Accepted Answer

Constructive discharge occurs when an employee is forced to resign due to a hostile work environment created by the employer. This situation is often difficult to prove in court, but if it can be demonstrated that the employer intentionally created intolerable working conditions to force the employee to quit, it may be considered a form of wrongful termination.

Question 8

______ is a notice from the EEOC,issued if it elects not to prosecute an individual discrimination complaint within the agency,that gives the recipient the right to go directly to the courts with the complaint.

Accepted Answer

The right-to-sue is a notice from the Equal Employment Opportunity Commission (EEOC) that is given when it chooses not to prosecute an individual discrimination complaint within the agency. This notice gives the complainant the right to file a lawsuit in court against the employer.

Question 9

Jacob filed a sexual harassment complaint against his supervisor.Afterward,Jacob's schedule was changed to the most undesirable shift and his work was constantly criticized.It is likely that Jacob experienced ______ for alleging sexual harassment.

Accepted Answer

Jacob's experience is most likely an example of retaliation, as his schedule and work were negatively affected after he filed a sexual harassment complaint. Retaliation occurs when an employer takes adverse actions against an employee for engaging in protected activity, such as filing a complaint about discrimination or harassment.

Question 10

When Anna showed up for her first day of work at Acme Global,she was required to produce documents verifying her identity and her eligibility to work in the United States.Acme Global is abiding by the ______.

Accepted Answer

The Immigration Reform and Control Act requires employers to verify the identity and work authorization of all employees hired after November 6, 1986.

Question 11

______ is a situation where the organization takes an adverse employment action against an employee because the employee brought discrimination charges against the organization or supported someone who brought discrimination charges against the company.

Accepted Answer

Retaliation is when the organization takes an adverse employment action, such as termination, demotion, or discipline, against an employee because they filed a discrimination charge against the company or supported someone who filed a charge. This behavior is illegal and is considered retaliation under Title VII of the Civil Rights Act.

Question 12

Lily Ledbetter Fair Pay Act of 2009 amends the 1964 Civil Rights Act to ______ the period of time in which an employee is allowed to file a lawsuit over pay discrimination.

Accepted Answer

The Lily Ledbetter Fair Pay Act of 2009 extends the period of time in which an employee is allowed to file a lawsuit over pay discrimination from 180 days to 180 days from when the employee receives their last discriminatory paycheck.

Question 13

Brenda is a member of the National Guard.Her unit is being deployed to Afghanistan for 6 months.Her boss let her know that the company cannot hold her job for her while she is gone.She will be replaced as soon as she deploys and will have to find a new job at a different company when she returns.The actions of her boss are likely a violation of the ______.

Accepted Answer

The Uniformed Services Employment and Reemployment Rights Act (USERRA) prohibits employers from discriminating against employees who serve in the military and requires employers to reemploy those who have served. Brenda's employer is violating USERRA by refusing to hold her job for her while she is deployed.

Question 14

______ was created in the 1960s through a series of policies at the presidential and legislative levels.Except in a few circumstances,it does not have the effect of law.

Accepted Answer

Affirmative action was created in the 1960s through a series of policies at the presidential and legislative levels, including the Civil Rights Act of 1964 and the Executive Order 11246 signed by President Lyndon B. Johnson. Affirmative action does not have the effect of law, but rather provides guidelines for promoting diversity and addressing past discrimination in areas such as education and employment.

Question 15

______ is a series of policies,programs,and initiatives that have been instituted by various entities within both government and the private sector that are designed to prefer hiring of individuals from protected groups in certain circumstances,in an attempt to mitigate past discrimination.

Accepted Answer

Affirmative action is a set of policies, programs, and initiatives aimed at addressing historical and ongoing discrimination against certain groups, such as women and minorities, in employment, education, and other areas. Affirmative action seeks to promote diversity and inclusion by requiring employers and institutions to actively recruit and hire individuals from underrepresented groups, even if they are not the most qualified candidates. The goal is to create a more level playing field and to provide opportunities for disadvantaged groups to improve their socioeconomic status.

Question 16

______ prohibits the use of genetic information in employment,prohibits intentional acquisition of genetic information,and imposes confidentiality requirements.

Accepted Answer

The Genetic Information Nondiscrimination Act of 2008 (GINA) specifically prohibits the use of genetic information in employment decisions, prohibits intentional acquisition of genetic information, and imposes confidentiality requirements. The other options - Veterans Benefits Improvement Act of 2004, Rehabilitation Act, and Americans with Disabilities Act - do not specifically address genetic information.

Question 17

A Latino applicant scores 55 points on a job selection exam and is hired based on the results of the exam while a White applicant scores 62 points on the same exam and does not get hired.What illegal activity might have occurred?

Accepted Answer

Race norming is the practice of adjusting scores on a standardized test by using separate curves for different racial groups. In this scenario, the hiring decision appears to be influenced by the race of the applicants, which suggests that race norming could have been used to adjust the scores unfairly.

Question 18

Mai filed a sexual harassment complaint against her supervisor.Afterward,she noticed that managers were treating her differently and putting increased pressure on her.Eventually,the situation became intolerable for Mai and she voluntarily resigned from the organization.It is likely that Mai experienced ______ for alleging sexual harassment.

Accepted Answer

Mai's situation meets the criteria for constructive discharge, which occurs when an employer makes working conditions intolerable for an employee, ultimately forcing them to resign. In this case, the increased pressure and differential treatment by managers after filing a sexual harassment complaint contributed to Mai's decision to resign.

Question 19

The ______ states that employers may only hire individuals who are authorized to legally work in the United States.

Accepted Answer

The Immigration Reform and Control Act of 1986 states that employers may only hire individuals who are authorized to legally work in the United States. This law made it illegal to knowingly hire undocumented immigrants and required employers to verify the employment eligibility of every new hire through the completion of an I-9 form.

Question 20

______ is a very broad set of concepts that deal with the differences among people within organizations.

Accepted Answer

Diversity encompasses a wide range of factors including race, ethnicity, gender, age, sexual orientation, disability status, and more. It focuses on understanding, valuing, and leveraging these differences to create a more inclusive work environment. EEO (equal employment opportunity) and affirmative action are specific policies and laws aimed at promoting equal opportunities for historically marginalized groups, while civil rights laws address discrimination and provide legal protections for individuals based on certain characteristics.

Quiz 3: The Legal Environment and Diversity Management