Question 1

A 50-year-old African-American employee has been "carried" by management for years. His substandard performance has been largely ignored because of personal concerns for his family and his supervisor's inability to confront poor performance. Now after seven years, the employee is fired as part of a layoff and files an age- and race-based discrimination suit. The primary way this problem could have been avoided would have been for the company and supervisor to have:

Accepted Answer

The primary way to avoid this situation would have been to document the employee's work history. By documenting the employee's substandard performance, it would have given the supervisor and the company a paper trail to support the termination as part of a legitimate layoff rather than discrimination based on age and race. This documentation would also help the company avoid future lawsuits and ensure that employees are being held accountable for their work performance. Providing EEOC training and establishing a complaint resolution system are important steps in preventing discrimination, but documentation of work history is the most crucial in this specific situation. Arguing for reverse discrimination is not a viable solution and is not relevant to this scenario.

Question 2

You need to know if an applicant can speak a foreign language, as a job-related skill. Which of the following is an acceptable way to ask for the information in an interview?

Accepted Answer

Option B specifically asks if the applicant can read, write, or speak a foreign language, which is job-related information. Option A is too general and may not necessarily reveal language proficiency. Option C is inappropriate as it could be seen as discriminatory. Option D is too specific and assumes the applicant speaks a particular language.

Question 3

Since the passage of the Drug Free Workplace Act of 1988, about ________ of Fortune 200 companies conduct some form of drug testing.

Accepted Answer

The answer of Since the passage of the Drug Free...

Question 4

Additional Case 3.3
Tyra has been the head of HR at SPI for 20 years. During her time there, she has instituted an internal EEO complaint resolution process and a no-tolerance policy for sexual harassment.
Many SPI employees are Asian immigrants, but there are half a dozen countries represented within the company. Such diversity benefits the firm because many of the firm's product manuals are translated into foreign languages.
Due to an increase in product demand, SPI needs to hire many new employees. Tyra has received 70 applications for positions in the production department. She hires 60% of the white applicants and 25% of the African-Americans applicants.
-Refer to Additional Case 3.3. Which of the following is an appropriate question for Tyra to ask an applicant?

Accepted Answer

Asking about an applicant's fluency in another language is appropriate as it relates to the company's need for individuals who can translate manuals into foreign languages. Asking about the applicant's language at home, how they learned to read/write in a foreign language, and what language they feel most comfortable with could potentially lead to discriminatory hiring practices based on national origin or language ability, which would go against the EEO policy and no-tolerance policy for discrimination and harassment instituted by Tyra.

Question 5

The best way companies can avoid a number of EEO problems is by:

Accepted Answer

Providing training to employees and managers about EEO laws, policies, and practices can help prevent discrimination and harassment from occurring in the workplace. This can also create a culture of inclusivity and respect within the company. Employing effective legal departments and referring complaints to the EEOC are important steps, but training can help prevent problems from arising in the first place. Enlarging the HR department by creating an ombudsman position can be helpful, but it may not address the root causes of EEO problems.

Question 6

When conducting a job interview, an interviewer:

Accepted Answer

The best choice is B, as asking questions that are not clearly related to job performance can lead to accusations of discrimination. Asking about health or ethnic origin can be seen as discriminatory and violate ADA or affirmative action laws. An interviewer should focus on job-related questions to assess the applicant's qualifications and suitability for the position.

Question 7

The EEOC primarily uses alternative dispute resolution systems to:

Accepted Answer

The EEOC primarily uses alternative dispute resolution systems to handle cases more quickly.

Question 8

According to your book, which of the following would LEAST likely minimize EEO complaints in organizations?

Accepted Answer

Asking applicants personal questions is a potential violation of EEO laws and could lead to discrimination complaints. The other options (documenting decisions, being honest in evaluations, and providing training) all promote fairness and transparency in the workplace, which can help minimize EEO complaints.

Question 9

The rights of individuals who must take short leaves from their private-sector employers to perform military service are protected by:

Accepted Answer

The Uniformed Service Employment and Reemployment Rights Act of 1994 (USERRA) provides protection for individuals who must take short or extended leaves from their private-sector employers to perform military service. It ensures that these individuals are able to return to their previous jobs, or similar jobs, with the same pay, benefits, and seniority they would have attained if they had not been absent for military service. USERRA also prohibits discrimination against employees or job applicants based on their military service.

Question 10

What is the most likely problem with asking applicants about their hobbies and club memberships?

Accepted Answer

Asking about hobbies and club memberships could potentially reveal sensitive information about an applicant's race, sex, or religion, which could lead to discrimination. Therefore, it is not a relevant or appropriate factor to consider in the hiring process.

Question 11

Your insurance carrier requires a health evaluation of all new hires for insurance purposes. To assess an applicant's health state, you could legally ask:

Accepted Answer

The answer of Your insurance carrier requires a health evaluation...

Question 12

It is appropriate for an employer to ask, "Does your religion keep you from working on weekends?" if weekend shift work is a normal part of the job.

Accepted Answer

The answer of It is appropriate for an employer to...

Question 13

Many employers are accused of using non-job-related criteria in hiring decisions. The best management practice for an employer to use in refuting this type of allegation would most likely be:

Accepted Answer

Appropriately documenting the decision is the best management practice for an employer to use in refuting allegations of using non-job-related criteria in hiring decisions. This documentation can demonstrate that the hiring decision was based on job-related factors and not on any discriminatory or non-job-related criteria. Providing workers with EEOC training, establishing a complaint resolution process, and being honest with job applicants are all important management practices as well, but they may not be the most effective in refuting specific allegations of discriminatory hiring practices.

Question 14

A job requires rotating shift work. Which is an acceptable question for evaluating an applicant's ability to perform that shift work?

Accepted Answer

The answer of A job requires rotating shift work. Which...

Question 15

A helpful strategy for minimizing EEO complaints is to be honest with employees regarding their poor job performance.

Accepted Answer

Being honest with employees about their poor job performance can help them understand the reasons for any corrective action taken by the employer. This can reduce the likelihood of the employee feeling unfairly targeted or discriminated against, which can potentially lead to an EEO complaint. Honest feedback can also allow employees to improve their performance and avoid further disciplinary action.

Question 16

Which of the following is an appropriate interview question?

Accepted Answer

Asking about age is legal and appropriate as it directly relates to the requirements of the job. However, asking about credit history, criminal history, or marital status can be considered discriminatory and/or unrelated to the job requirements.

Question 17

All of the following are most likely results of establishing a complaint resolution process EXCEPT:

Accepted Answer

A complaint resolution process is focused on addressing and resolving complaints from employees, customers or any other stakeholders. It is not directly associated with documenting performance appraisals, which is a separate process focused on measuring and evaluating employee performance. The other choices - A), B) and D) - are plausible results of establishing a complaint resolution process as it helps in minimizing legal expenses, improving employee morale and avoiding legal issues related to EEOC and OFCCP.

Question 18

Which of the following is NOT one of the methods Marriott uses to handle employee grievances?

Accepted Answer

Marriott does not mention developing a legal team to administer decisions in their methods for handling employee grievances.

Quiz 3: Understanding Equal Opportunity and the Legal Environment