Question 1

Which of these was the very first bill signed by President Obama, which expanded workers' rights to sue employers on equal pay issue?

Accepted Answer

The Lilly Ledbetter Fair Pay Act was the first bill signed by President Obama on January 29, 2009. It expanded workers' rights to sue employers for pay discrimination based on gender, race, age, national origin, religion, or disability.

Question 2

About __________ percent of age discrimination suits result in some financial settlement in favor of the person filing the claim.*

Accepted Answer

B

Question 3

Job discrimination, denial based on non-performance related issues, occurs when the denial is for:

Accepted Answer

Job discrimination can occur in any of the mentioned scenarios - employment, job assignment, or advancement opportunity. Therefore, option D is the correct choice.

Question 4

Employment criteria justified by capacity to perform a job is called __________.

Accepted Answer

Bona fide occupational qualifications (BFOQ) are employment criteria that are justified by an applicant's ability to perform a job. These criteria are not considered discriminatory if they are essential to the performance of the job. Discrimination (A) is the unjust or prejudicial treatment of individuals based on certain characteristics. Affirmative action (B) refers to policies or programs that aim to increase the representation of underrepresented or marginalized groups in educational institutions or employment. Career planning (D) refers to the process of setting career goals and developing strategies to achieve them.

Question 5

Age discrimination is expected to __________ in future years.

Accepted Answer

As the global population ages, age discrimination is likely to increase in future years. This is due to negative stereotypes and assumptions about older workers' abilities and productivity. The trend towards early retirement and age-based health care policies is also contributing to age discrimination.

Question 6

Which of the following should employees assume regarding privacy in the workplace?*

Accepted Answer

All of the options listed are possible and legal for employers to do in the workplace. Therefore, employees should assume that their privacy may be limited when using company equipment or resources. It is important for employees to be aware of their employer's policies regarding privacy and to use discretion when using company technology.

Question 7

All of the following would be legitimate reasons for not hiring someone EXCEPT:

Accepted Answer

A minimum height requirement for a highway patrolman is not a legitimate reason for not hiring someone, as it may be considered discriminatory and not directly related to job performance.

Question 8

The right to employment and advancement without regard to race, sex, color, religion, or national origin is called __________.

Accepted Answer

The right to employment and advancement without regard to race, sex, color, religion, or national origin is the fundamental principle of equal employment opportunity. Discrimination is the opposite of equal employment opportunity and refers to treating people unfairly based on their race, sex, color, religion, or national origin. Affirmative action is a specific policy aimed at promoting diversity and addressing past discrimination by actively recruiting and hiring underrepresented groups. Human resource management is the overarching function of managing employee relations, including recruitment, training, pay, and benefits.

Question 9

Which of the following U.S. laws protects female workers from discrimination because of pregnancy?

Accepted Answer

The Pregnancy Discrimination Act of 1978 specifically prohibits discrimination against women on the basis of pregnancy, childbirth, or related medical conditions. The other options listed do not address this issue.

Question 10

People who are hired on temporary contracts and are not a part of the organization's permanent workforce are called __________.

Accepted Answer

Independent contractors are hired on temporary contracts and are not a part of the organization's permanent workforce. A) Selective workers and B) variable time employees can be permanent employees who work under flexible or part-time arrangements, but independent contractors specifically refer to temporary workers who are not part of the permanent workforce. C) Flex-time workers refer to permanent employees who work flexible hours, regardless of whether they are full-time or part-time.

Question 11

__________ is an effort on the part of the federal government, to ensure equal employment for members of protected groups, by setting hiring quotas based on the demographics of relevant markets.

Accepted Answer

Affirmative action is a policy that aims to ensure equal employment opportunities for all individuals, regardless of their race, gender, or other protected characteristics. It involves setting hiring quotas for companies based on the demographic makeup of the relevant labor market, and providing preferential treatment to individuals from underrepresented groups to address past discrimination and promote diversity. The policy has been controversial, with some arguing that it amounts to reverse discrimination, while others maintain that it is a necessary step toward greater equality and social justice.

Question 12

The Human Resources department is tasked with all of the following EXCEPT:*

Accepted Answer

The Human Resources department is responsible for attracting, developing, and maintaining a quality workforce. However, supervising and evaluating employees is usually the responsibility of individual managers or supervisors within each department.

Question 13

Which of the following is NOT covered by the Equal Employment Opportunity (EEO) Act?

Accepted Answer

All of the options listed are covered by the Equal Employment Opportunity (EEO) Act, so none of them would be excluded.

Question 14

The affirmative action process demands all of the following EXCEPT:*

Accepted Answer

The affirmative action process does not demand the hiring of people in underrepresented classes regardless of qualifications. It seeks to eliminate discrimination and provide opportunity, but hiring decisions should still be based on qualifications and merit.

Question 15

One of the benefits that an organization gets by using independent contractors is that independent contractors __________.*

Accepted Answer

The answer of One of the benefits that an organization...

Question 16

The right to privacy at work applies to __________.*

Accepted Answer

The right to privacy at work applies to all employees. Even though employers have the right to monitor their employees to a certain extent, employees still have the right to privacy in regards to personal information such as medical information and personal conversations.

Question 17

Refusing to hire or promote someone for non-job related reasons is called job __________.*

Accepted Answer

Job discrimination occurs when someone is treated unfairly in the workplace based on certain characteristics such as their race, gender, religion, age, etc. Refusing to hire or promote someone for non-job related reasons can be considered discrimination because it means that the decision is not based on the person's qualifications or ability to perform the job, but rather on factors that have nothing to do with their job performance. Prejudice and bias can be factors that contribute to job discrimination, but discrimination is the actual act of unfairly treating someone based on certain characteristics. "Right to work" is a term that refers to laws that allow employees in certain states to work without being required to join a union, and is not related to the topic of job hiring or promotion.

Question 18

__________ is the process of attracting, developing, and maintaining a high quality workforce.

Accepted Answer

Human resource management (HRM) is the process of attracting, developing, and maintaining a high quality workforce. It includes activities such as recruitment, selection, training and development, performance appraisal, compensation, and employee relations. HRM is essential for organizations to achieve their goals and objectives by having skilled and motivated employees who are committed to the organization's success.

Question 19

All of the following are protected by federal law EXCEPT:*

Accepted Answer

Federal law does not protect job applicants who smoke. However, some states have laws that protect smokers from discrimination in the workplace.

Question 20

Which of the following categories are protected by Title VII of the 1964 Civil Rights Act (CRA)?

Accepted Answer

Title VII of the 1964 Civil Rights Act (CRA) protects individuals from discrimination in employment on the basis of religion, race, and color, among other categories. Therefore, all of the above options (A, B, and C) are protected by Title VII of the CRA.

Quiz 10: Human Resource Management: Nurturing Turns Potential Into Performance