Question 1

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 from employment discrimination based on age.

Question 2

Which of the following is a characteristic of independent contractors?

Accepted Answer

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

Question 3

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 are able to return to their civilian employment after their military service ends, without fear of discrimination or retaliation. It protects their right to reemployment, seniority, and other benefits they may have earned in their civilian job. USERRA also provides job protection for certain types of military duty and prohibits discrimination against individuals based on their military service.

Question 4

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 considered fraudulent recruitment. This means that the company intentionally misled the recruit and could face legal consequences for their actions. Negligent hiring refers to a company failing to properly vet an employee, negligent referral refers to recommending an employee who turns out to be unfit for the job, and violating the WARN Act refers to failing to provide advanced notice of layoffs or plant closures.

Question 5

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 in employment based on religion.

Question 6

A BFOQ is a(n)________.

Accepted Answer

BFOQ stands for "Bona Fide Occupational Qualification," which refers to a characteristic that is essential to the performance of a specific job. This characteristic can be used as a legitimate reason for discrimination in hiring, as long as it is necessary for the job and not based on stereotypes or prejudices. A BFOQ is not a requirement for establishing a case of discrimination, an exception to employment-at-will relationship, or an analysis of a firm's competitive advantage.

Question 7

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

The company could be found guilty of negligent hiring, as it failed to conduct a background check which could have revealed the potential harm the employee could cause to others.

Question 8

The WARN Act relates to which of the following?

Accepted Answer

The WARN Act stands for the Worker Adjustment and Retraining Notification Act, which requires employers with 100 or more employees to provide a 60-day notice prior to a plant closing or mass layoff. Therefore, the WARN Act is related to layoffs.

Question 9

Which of the following is true for affirmative action plans?

Accepted Answer

Affirmative action plans should be temporary and limited in scope to address historic or current discrimination, and should not create undue burdens on non-minority individuals or groups. They should also aim to eventually achieve a level playing field where affirmative action is no longer necessary.

Question 10

Affirmative action means ________.

Accepted Answer

Affirmative action refers to proactive steps taken by employers to ensure that their employment practices result in nondiscrimination against individuals based on their race, gender, or other protected characteristics. This can include steps such as targeted recruiting efforts, diversity training programs, and outreach efforts to underrepresented communities. It does not require employers to meet quotas or to use employment practices in a "facially neutral" manner.

Question 11

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 the percentages of men, women, or minorities in various job categories to see if they are disproportionately represented in certain workforce categories is an example of a concentration statistic. This type of statistic helps to identify any potential barriers or biases that may exist in the hiring process and can aid in developing strategies to promote diversity and equity in the workplace. Hiring yield statistics track the number of applicants who make it to the next stage of the hiring process, flow statistics track the movement of employees into and out of the organization, and stock statistics track the overall composition of the workforce.

Question 12

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 has hired 50% of the male applicants and only 25% of the female applicants. This indicates a disparate impact on the females as a group. However, there is no evidence of disparate impact on males as a group as their selection rate is not significantly different from the overall selection rate.

Question 13

The WARN Act of 1988 applies to ________.

Accepted Answer

The WARN (Worker Adjustment and Retraining Notification) Act of 1988 applies to private, public, and quasi-public entities that operate in a commercial context and employ 100 or more employees, excluding part-time employees who work less than 20 hours per week. Regular local, federal, and state government entities that provide public services are not covered by the WARN Act.

Question 14

Which of the following was declared illegal by the Taft-Hartley Labor Act?

Accepted Answer

The Taft-Hartley Labor Act declared closed shops, where only union members could be hired, illegal.

Question 15

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 because the employee admits to being late, but also claims discrimination based on gender as a reason for her firing.

Question 16

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 17

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 18

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

Accepted Answer

This situation represents disparate treatment, which is the intentional discrimination against one group over another. The manager is intentionally hiring only Hispanic women, which could be perceived as discriminatory based on race and/or gender. Disparate impact refers to unintentional discrimination, while negligent hiring and sexual harassment are not applicable in this scenario.

Question 19

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 20

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

Disparate impact occurs when one group is disproportionately affected by a particular employment practice. In this case, Hispanics are only hired at a rate of 33 percent, which is significantly lower than the rates for whites and blacks. As a result, disparate impact has occurred against Hispanics.

Quiz 3: The Legal Context