Question 1

Applicant flow statistics look at differences in selection rates (proportion of applicants hired)among different groups for a particular job.

Accepted Answer

Applicant flow statistics are used to analyze differences in selection rates among various demographic groups for a particular job. This is done to detect any potential biases or discrimination in the hiring process.

Question 2

Company officials and individual managers can be held personally liable for discrimination under the Civil Rights Act,the ADA,or the ADEA.

Accepted Answer

The answer of Company officials and individual managers can be...

Question 3

Employers can adjust the scores of employment-related tests on the basis of race,color,religion,sex,or national origin.

Accepted Answer

It is illegal for employers to adjust the scores of employment-related tests on the basis of race, color, religion, sex, or national origin. Such practices are considered discriminatory and violate federal anti-discrimination laws such as Title VII of the Civil Rights Act of 1964. Employers must ensure that employment-related tests are job-related and consistent with business necessity, and should not use them as a tool to discriminate against individuals based on protected characteristics.

Question 4

Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation.

Accepted Answer

It is a requirement for employers to post notices to all employees informing them about their rights under the laws enforced by EEOC and their right to be free from retaliation.

Question 5

The consent decree usually contains only an agreement to halt certain practices,and seldom extends to providing monetary relief or AA programs.

Accepted Answer

The statement is false as consent decrees can include provisions for both monetary relief and affirmative action programs.

Question 6

The Civil Rights Act prohibits discrimination on the basis of age or disability status.

Accepted Answer

The Civil Rights Act prohibits discrimination on the basis of race, color, religion, sex, or national origin. However, there are other laws such as the Age Discrimination in Employment Act and the Americans with Disabilities Act that prohibit discrimination based on age or disability status.

Question 7

In disparate treatment cases,the employee attempts to demonstrate that the defendant's stated reasons for a practice are a pretext,or smoke screen,for the discriminatory intent of practice.

Accepted Answer

In disparate treatment cases, the employee must demonstrate that the employer's stated reasons for a practice are a pretext for discrimination.

Question 8

When determining if an organization large enough to be covered by ADA law,only full-time employees should be included in the employee count.

Accepted Answer

According to the ADA, both full-time and part-time employees should be included in the employee count when determining if an organization is large enough to be covered by the law.

Question 9

Although civil rights legislation does not explicitly mention the use of tests in staffing,most courts have found that the use of such tests is permissible.

Accepted Answer

The answer of Although civil rights legislation does not explicitly...

Question 10

Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation.

Accepted Answer

This is mandated by federal law under Title VII of the Civil Rights Act of 1964 and other anti-discrimination laws enforced by the EEOC. Employers are required to post notices that inform employees of their rights and protections under these laws and their right to report and oppose discriminatory conduct without fear of retaliation.

Question 11

Claims of disparate impact focus on the effect of employment practices,rather than on the motive or intent underlying them.

Accepted Answer

Disparate impact claims focus on the outcome or effect of employment practices, such as hiring, promotion, or testing, rather than the intention or motive behind them.

Question 12

Enforcement mechanisms used by the OFCCP closely mirror those used by the EEOC.

Accepted Answer

The answer of Enforcement mechanisms used by the OFCCP closely...

Question 13

The Age Discrimination in Employment Act covers individuals over the age of 40.

Accepted Answer

The Age Discrimination in Employment Act (ADEA) specifically prohibits age discrimination against individuals over the age of 40.

Question 14

The EEOC's preferred method of settlement for employment discrimination claims is a lawsuit.

Accepted Answer

The EEOC's preferred method of settlement is actually through informal resolution and settlement agreements between the employer and employee. Lawsuits are usually a last resort option for the EEOC.

Question 15

Staffing practices that may seem unfair,outrageous,or of dubious value to the employer,but that do not cause adverse impact,are legal.

Accepted Answer

As long as the staffing practices do not result in adverse impact (disproportionately excluding protected groups of people), they are legal even if they may appear unfair or outrageous. However, it is always advisable for employers to review their practices and ensure that they are not unintentionally discriminatory.

Question 16

It is unlawful to discriminate in hiring,firing,compensation,or classification of employees on the basis of race,color,religion,sex,or national origin.

Accepted Answer

This statement is in accordance with the Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin.

Question 17

Whether an organization is covered by the Civil Rights Act,Age Discrimination in Employment Act (ADEA),and Americans With Disabilities Act (ADA)depends on its number of employees.

Accepted Answer

The Civil Rights Act, ADEA, and ADA only apply to organizations with a certain number of employees. The specific number varies depending on which law is being considered.

Question 18

A prison with mostly male inmates might successfully use the concept of BFOQ to argue that it is a business necessity to hire only male prison guards on the grounds that by doing so it ensures the safety,security,and privacy of inmates.

Accepted Answer

The concept of BFOQ (Bona Fide Occupational Qualification) allows employers to make employment decisions based on a protected characteristic (such as gender) if it is determined that the characteristic is necessary for the job to be performed effectively. In the case of a prison with mostly male inmates, it can be argued that it is necessary for the safety, security, and privacy of the inmates to have only male prison guards. This is because male guards may be better able to control and defuse potentially violent situations with male inmates, and having female guards may compromise the privacy of male inmates in bathroom and shower areas. Therefore, hiring only male guards in this scenario could be considered a business necessity.

Question 19

Claims of disparate treatment focus on the effect of employment practices,rather than on the motive or intent underlying them.

Accepted Answer

Claims of disparate treatment actually focus on the motive or intent behind employment practices, not just their effects. Disparate treatment involves treating someone differently based on a protected characteristic, such as race or gender.

Question 20

If an employer has a selection system in which applicants first take a written test and those who pass it are interviewed,the plaintiff must show adverse impact for the two components combined.

Accepted Answer

Even though the two components are part of the same selection system, adverse impact must be shown for each component separately. The plaintiff must demonstrate that each component has a disparate impact on a protected group, not just the combined impact.

Quiz 2: Legal Compliance

Applicant flow statistics look at differences in selection rates (proportion of applicants hired)among different groups for a particular job.

Company officials and individual managers can be held personally liable for discrimination under the Civil Rights Act,the ADA,or the ADEA.

Employers can adjust the scores of employment-related tests on the basis of race,color,religion,sex,or national origin.

Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation.

The consent decree usually contains only an agreement to halt certain practices,and seldom extends to providing monetary relief or AA programs.

The Civil Rights Act prohibits discrimination on the basis of age or disability status.

In disparate treatment cases,the employee attempts to demonstrate that the defendant's stated reasons for a practice are a pretext,or smoke screen,for the discriminatory intent of practice.

When determining if an organization large enough to be covered by ADA law,only full-time employees should be included in the employee count.

Although civil rights legislation does not explicitly mention the use of tests in staffing,most courts have found that the use of such tests is permissible.

Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation.

Claims of disparate impact focus on the effect of employment practices,rather than on the motive or intent underlying them.

Enforcement mechanisms used by the OFCCP closely mirror those used by the EEOC.

The Age Discrimination in Employment Act covers individuals over the age of 40.

The EEOC's preferred method of settlement for employment discrimination claims is a lawsuit.

Staffing practices that may seem unfair,outrageous,or of dubious value to the employer,but that do not cause adverse impact,are legal.

It is unlawful to discriminate in hiring,firing,compensation,or classification of employees on the basis of race,color,religion,sex,or national origin.

Whether an organization is covered by the Civil Rights Act,Age Discrimination in Employment Act (ADEA),and Americans With Disabilities Act (ADA)depends on its number of employees.

A prison with mostly male inmates might successfully use the concept of BFOQ to argue that it is a business necessity to hire only male prison guards on the grounds that by doing so it ensures the safety,security,and privacy of inmates.

Claims of disparate treatment focus on the effect of employment practices,rather than on the motive or intent underlying them.

If an employer has a selection system in which applicants first take a written test and those who pass it are interviewed,the plaintiff must show adverse impact for the two components combined.