HR Management Chapter 3 Quiz

a) Executive orders

1. Which of the following are designed to provide guidance to government agencies on specific topics that are potentially discriminatory in the private sector?

c) Sexual harassment can only occur between members of the opposite sex

1. Which of the following is NOT true regarding sexual harassment? .

false; pay based on qualifications

Comparable worth means that equal pay is provided for equal work, regardless of gender or ethnicity.

c)The process stops.

.Which of the following EEOC action steps are pursued if the company offers to settle the case after the complaint is filed and the process to determine the validity of the complaint is initiated?

d) Yes, because the passing rate of the female candidates (25%) is less than 80% of the passing rate of the male candidates (75%).

1. A company used a personality test to select job candidates for customer service positions. There were 40 male candidates and 20 female candidates. It appeared that 30 men passed the personality test while 5 women passed the personality test. Was there evidence of disparate impact against female candidates with this personality test?

c) No. Four months is longer than the law allows.

1. Abby is the night and weekend manager of a film processing firm with 75 employees. Eighteen months after she was hired, her mother fell and broke her hip. She requested four months off to care for her. Will the Family and Medical Leave Act protect her job?

All of these statements about the 1991 Civil Rights Act are accurate EXCEPT, the Act c) reduces the Griggs decision impact.

1. All of these statements about the 1991 Civil Rights Act are accurate EXCEPT, the Act

a) comparable worth.

1. Dion, an HR manager, is developing a new compensation system that links pay to factors that are present to varying degrees in the organization. The goal is that dissimilar jobs which are equivalent in terms of knowledge, skills, and abilities are paid similarly. This project is an application of a) comparable worth.

c) It prevented employment testing in the hiring process for most jobs.

1. Griggs v. Duke Power (1971) is important for all of these reasons EXCEPT:

b) Compare hiring ratios for protected classes to the majority and to the geographical area

1. If you were vice-president of human resources for a large organization, how could you find out if disparate impact was occurring in your organization?

a) women are currently holding less than 15 percent of senior management positions.

1. In the United States,

Age Discrimination in Employment Act of 1967.

1. Joni has been a secretary with her firm for nearly 30 years. She always receives excellent performance evaluations and eagerly learns new technology. Her boss has been urging her to get a facelift or retire, saying he wants a "young feel" to the office. What law protects her from this treatment?

e) reasonable accommodations.

1. Sharon is confined to a wheelchair since her accident. Her employer supplied a special desk and widened the aisles so that she can get to her work station and work. This action is known as

d) The conduct is perceived as "funny" by less than 50% of the workforce.

1. The EEOC cites all of the following in determining whether or not sexual harassment has occurred EXCEPT:

d) National origin

1. The issue of citizenship and permanent residence status is often related to issues of race and color discrimination, and fall under which type of discrimination?

It prohibits discrimination based on race, religion, color, and national origin by federal agencies as well as those working under federal contracts.

1. Which of the following is true regarding Executive Order 11246?

false

A claim made by African American males that minority candidates are given preferential treatment in employment is called reverse discrimination.

Workforce demographics and community demographic patterns are monitored continually.

A large organization is an EEO employer with an affirmative action plan. Which of these activities is performed as part of the plan?

1. an adverse impact.

A security company instituted a 6'0'' height requirement as a condition of employment for security guards. Such a height requirement is likely to create

False

Adverse impact is a consequence of an employment practice that results in a greater rejection rate for the majority group than for a minority group

65 to 70

Age Discrimination in Employment Act of 1978 increased mandatory retirement age from:

false

Although the Civil Rights Act does not include sexual orientation as one of the protected classes, nearly all the states, plus over 800 cities and counties, protect employees from discrimination based on sexual orientation in the workplace.

false

An airline that does not hire female pilots can defend against discriminatory charges through the use of a bona fide occupational qualification (BFOQ).

A large Miami-based financial institution has no Hispanics on the payroll.

An allegation of discrimination could be supported under a geographical comparison test in which instance?

Company position available announcements are posted in English and French. Most of the Hispanic workers only speak Spanish.

An allegation of discrimination could be supported under the restricted policy infraction test in which instance?

) The 1990 Americans with Disabilities Act offers her protection from being fired because of her illness.

Cindy, a stock analyst, just tested HIV positive

e) No. Dan's company is too small.

Dan has been the night and weekend manager of a film processing firm with 35 employees for the past 10 years. His mother fell and broke her hip. He requested two months off to care for her. Will the Family and Medical Leave Act protect his job

a) No. She is a key employee.

Dana is the senior critical manager of a film processing firm with 75 employees. Her father fell and broke his hip. Dana, a 20-year employee, has requested two months off to care for him. Will the Family and Medical Leave Act protect her job?

No. This is an appropriate EEO recruiting action.

Don is a recruiter for a large steel manufacturing firm. His favorite recruiting trip is to his alma mater, a city university in the tough part of the large metropolitan area where he grew up. He is glad to give these minority graduates a chance for an interview. About 10% of his new hires are from this school, one of 11 that he visits every fall. Don's firm is an active EEO employer. Is there a problem?

True

Employment discrimination may stem from a decision based on factors other than those relevant to the job

True

If protected group members are more often evaluated poorly than non-protected group members, adverse treatment may have occurred

a) current workforce demographics are analyzed.

In most organizations, affirmative action plans include all of the following steps EXCEPT

false; Grigg vs Duke

In the case of Albemarle Paper Company v. Moody, the Supreme Court ruled that job-related tests are permissible for screening applicants.

) Griggs v. Duke Power Company

In which of the following cases did the U.S. Supreme Court place the burden of proof on the employer, requiring them to prove that any job requirement is job related.

Reasonable Accommodations

Include activities or modifications to the work environment that allow the qualified individual to perform the work

False

Interestingly, Equal Employment Laws in China resemble those in the U.S. today.

Pregnancy Discrimination Act of 1978

Jean, a 35-year-old mother of two, has been with her firm for 15 years. She wants to transfer out of the computer room of her organization, because the 90-pound boxes are too heavy for her to lift now that she is pregnant again. Her boss told her to either lift the boxes or quit. What law protects her from this treatment?

1. No. As long as the cost of benefits is the same for him as for younger employees, the organization is in compliance with the law.

Larry, a 62 year old, has just been offered a full time job as merchandise representative for a large firm. The cost of his benefits is in line with the rest of the company, but he is not offered an opportunity to participate in the pension plan. Can he sue under the ADEA?

1. b) The EEOC will take up to 120 days to secure acceptable resolution of the discrimination charges before filing suit.

Leo has requested that the EEOC investigate his case of employment discrimination. What initial steps can Leo expect?

) Equal Employment Opportunity Act of 1972

Peter has been a production supervisor at a plant for over 20 years. His performance record has been excellent until last year. Peter's manager gave him low ratings during the last performance review. Peter just found out that his company is downsizing and that he is going to be laid off. Peter is 58 years of age. If Peter were to sue his company for discrimination, which of the following law would be most appropriate?

1. Organizations must re-engineer working areas to accommodate all special needs.

The Americans with Disabilities Act of 1990 included all of the following provisions EXCEPT

True

The Uniformed Services Employment and Reemployment Rights Act of 1994 prohibits employers from discriminating or retaliating against a job applicant or employee based on prior military service.

d) Fair Wage Standards Act of 1948

The ________is NOT a federal law affecting employment discrimination

) adverse impact.

The idea that an employment practice might result in a greater rejection rate for a minority group is called

true

Two government agencies primarily responsible for enforcing equal employment opportunity laws are the Equal Employment Opportunity Commission and the Office of Federal Contract Compliance Programs.

false

Under the Age Discrimination in Employment Act of 1967, protection for employees from discrimination begins after 55 years of age.

a) Institutional and psychological practices limit the advancement and mobility of women and minorities.

What is the glass ceiling?

Affirmative Action Plan

What programs were developed to encourage employers to actively seek a more diverse workforce?

Wards Cove Packing Company v. Antonio

Which Supreme Court case had the effect of potentially undermining two decades of gains made in equal employment opportunities?

1. Wyant v. Jackson Board of Education.

Which case found that layoffs of white workers to establish racial or ethnic balances were illegal?

comparable worth

Which of the following attempts to address issues of pay discrepancies for jobs and careers traditionally held by women as compared to those traditionally held by men?

In Australia, a very small percentage of the workforce is unionized.

Which of the following is NOT true regarding HRM outside the United States?

It protects employees 30-65 years of age from discrimination.

Which of the following is NOT true regarding Title VII of the Civil Rights Act of 1964?

1. Affirmative action means that a firm must always hire members of minority groups and women before it hires white males.

Which of the following is NOT true regarding affirmative action plans?

A faculty member must be catholic to teach at a Jesuit university.

Which of the following is NOT true regarding bona fide occupational qualifications (BFOQs)?

Griggs v. Duke Power Company (1971)

Which of the following is a landmark Supreme Court decision stating that tests must fairly measure the knowledge or skills required for a job?

Title VII of the Civil Rights Act of 1964

Which of the following is the most prominent piece of legislation regarding HRM?

Employers can be held liable for sexual harassment actions by its managers, employees, and even customers.

Which of the following is true regarding employer liability for sexual harassment actions?

Johnson v. Santa Clara County Transportation Agency

Which of the following reaffirmed the use of preferential treatment based on gender to overcome problems in existing affirmative action programs?

United Steelworkers of America Weber

Which of the following was a noteworthy case of reverse discrimination?

business necessities.

Work-related skills or education that are vital to the safe or efficient operation of a firm are referred to as

No, because speaking quickly is an essential qualification for the telemarketing job.

Yogesh has difficulties speaking clearly and quickly due to a severe speech impairment. He applied for a telemarketing job in a marketing research company that employed 42 employees. However, the employer did not hire him because of his inability to talk quickly and clearly. Being able to talk quickly is an essential qualification for the job given the high volume of phone calls that telemarketers have to place during a day. Is this employer potentially liable under the Americans with Disabilities Act

Seniority systems

You are vice-president of human resources of a large pharmaceutical manufacturer. Your firm has a longstanding tradition of promoting from within. New hires are fresh college graduates with no experience, no advanced degrees. Your firm is being sued by Ed, a 45-year-old MBA, who has attempted to apply for a general manager job. He knows the position is available because the incumbent died and the obituary was public information. He is claiming age discrimination. Which of the following discrimination defenses should be employed

The Family and Medical Leave Act

permits employees in organizations of 50 or more workers to take up to 12 weeks of unpaid leave for family or medical reasons.

Title VII

prohibits discrimination in hiring, promotion, dismissal, benefits, compensation, or any other terms, conditions, or privileges of employment based on race, religion, color, gender, or national origin

executive order 11246

prohibits discrimination on the basis of race, religion, color, and national origin, by federal agencies

Equal Employment Opportunity Commission

the arm of the federal government empowered to handle discrimination in employment cases: