Chapter 5 HRM 157

In Regents of the University of California v. Bakke, the U.S. Supreme Court held that: A. affirmative action can be used to further the educational goal of a diverse student body. B. only race-neutral affirmative action is permissible under the Constitution. C. only race-conscious affirmative action is permissible under the Constitution. D. affirmative action in publicly funded schools is unconstitutional.

A. affirmative action can be used to further the educational goal of a diverse student body.

In order for an affirmative action program to meet Office of Federal Contract Compliance Program requirements, it should A. develop and implement internal auditing systems that periodically measure the effectiveness of the company's affirmative action plans. B. set a placement goal for women and minorities for every occupation in the company. C. appoint a Diversity Coordinator and a Diversity Council with representatives from all parts of the company. D. show that the company has made at least a minimal effort to promote affirmative action.

A. develop and implement internal auditing systems that periodically measure the effectiveness of the company's affirmative action plans.

Powhatan College has become aware of under-representation of Native Americans in its workforce in the Southwestern United States. It is considering a number of steps to increase the number of Native Americans in its workforce. A. recruiting at community events near or on Native American reservations and at Indian tribal colleges. B. rating all applicants on a one hundred point scale and giving Native American applicants twenty points automatically based on their national origin. C. designating specific positions to be filled by Native Americans. D. All the choices violate the law.

A. recruiting at community events near or on Native American reservations and at Indian tribal colleges.

In Local 28, Sheet Metal Workers v. EEOC, A. the court ordered the union to participate in an affirmative action plan designed to increase its black membership. B. the court held that the union could not be ordered to allow blacks to join as a remedy for past discrimination. C. the court held that the union could not be compelled to allow blacks to join because the current employees were not victims of past discrimination. D. All of the choices are correct.

A. the court ordered the union to participate in an affirmative action plan designed to increase its black membership.

"Jim Crow" laws A. were used after slavery was abolished to segregate blacks from whites. B. were used after slavery by blacks to assert their rights in society. C. were only used to segregate the public schools after reconstruction. D. None of the choices are correct.

A. were used after slavery was abolished to segregate blacks from whites

Judicial Affirmative Action is a remedy imposed by the courts when A. workplace discrimination has been found in violation of Title VII and an affirmative action plan is the appropriate remedy. B. Federal contractors fail to comply with Executive Order 11246. C. voluntary affirmative action plans result in reverse discrimination. D. voluntary affirmative action plans fail to eliminate workplace discrimination.

A. workplace discrimination has been found in violation of Title VII and an affirmative action plan is the appropriate remedy.

The ______ Amendment abolished slavery in 1865. A. Fourth B. Thirteenth C. Fourteenth D. Twenty-First

B. Thirteenth

Executive Order 11246 A. regulates federal government contractors and lawsuits by private employees. B. allows private employees to sue the Secretary of Labor to compel federal contractors to comply with the provisions of the Order. C. is administered by the Secretary of Labor and the Office of Special Counsel. D. prohibits the use of affirmative action plans.

B. allows private employees to sue the Secretary of Labor to compel federal contractors to comply with the provisions of the Order.

A "corporate management compliance evaluation" is A. an evaluation used to determine if federal contractors have developed the required affirmative action plan. B. an evaluation used to determine whether there are artificial barriers preventing women and minorities from being promoted to mid and senior level management positions. C. an evaluation used to determine if the federal contractor has achieved the placement goals set by the Office of Federal Contract Compliance Programs. D. an evaluation of the federal contractor's report addressing the under representation of women and minorities as it relates to availability in the workforce.

B. an evaluation used to determine whether there are artificial barriers preventing women and minorities from being promoted to mid and senior level management positions.

Executive Order 11246 A. is enforced by the Equal Employment Opportunity Commission for complaints by Federal employees. B. as currently used, was signed by President Lyndon B. Johnson. C. does not allow employees to file private lawsuits for violations of the order. D. None of the choices are correct.

B. as currently used, was signed by President Lyndon B. Johnson.

Nurses at City Hospital must successfully pass a test to be promoted. The test was job related and professionally developed and validated. This year, the city discovered that African American and Hispanic nurses taking the test scored significantly lower than white and Asian nurses. Therefore, A. based on Ricci v. DeStefano, the city should ignore the test scores in making promotions to avoid discrimination against the African American and Hispanic nurses. B. based on Ricci v. DeStefano, the city should use the test scores in making promotions to avoid discrimination against the white and Asian nurses. C. based on Johnson v. Transportation Agency, Santa Clara County, the city should ignore the test scores in making promotions to avoid discrimination against the African American and Hispanic nurses. D. based on Johnson v. Transportation Agency, Santa Clara County, the city should use the test scores in making promotions to avoid discrimination against the white and Asian nurses.

B. based on Ricci v. DeStefano, the city should use the test scores in making promotions to avoid discrimination against the white and Asian nurses.

In 2000, the Office of Federal Contract Compliance Programs issued a comprehensive set of changes to its regulation. The changes were designed to A. force more employers to implement voluntary affirmative action plans. B. change the attitude of employers so that affirmative action plans are perceived as a management tool to ensure equal employment opportunity. C. require all employers to seek technical assistance from the OFCCP in order to reduce the number of "faulty" affirmative action plans. D. All of the choices are correct.

B. change the attitude of employers so that affirmative action plans are perceived as a management tool to ensure equal employment opportunity.

One of the commonly held myths about affirmative action is A. that it cannot eliminate discrimination in the workplace without a diversity component. B. that it requires employers to hire unqualified minorities and women instead of qualified white males. C. that it is allowed only when there is demonstrated under representation or a finding of discrimination. D. All of the choices are correct.

B. that it requires employers to hire unqualified minorities and women instead of qualified white males.

To determine if there is an under representation of women or minorities in its workforce, an employer should look at the difference between A. the number of women and minorities in the workforce and the number of white males in the workforce. B. the availability of women and minorities in the labor pool from which employees are hired and their presence in the workforce. C. the number of women and minorities in the workforce and the number of white males in the labor pool from which employees are hired. D. the number of women and minorities in the labor pool from which employees are hired and the number of white males in the workforce.

B. the availability of women and minorities in the labor pool from which employees are hired and their presence in the workforce.

Segregation in the workplace was legal in many parts of the United States until A. the 1954 Supreme Court case of Brown v. Topeka Board of Education. B. the passage of the Civil Rights Act of 1964. C. the 1979 Supreme Court case of United Steelworkers of America, AFL-CIO v. Weber. D. the 1971 Supreme Court case of Griggs v. Duke Power.

B. the passage of the Civil Rights Act of 1964.

Affirmative action is used: A. when there is a need to address past employment discrimination. B. when there is a demonstrated under representation or a finding of discrimination. C. when employers, private or public, are motivated to achieve racial balance in the workplace. D. All of the above.

B. when there is a demonstrated under representation or a finding of discrimination.

Executive Order 11246 requires all federal contractors A. with 50 or more employees and a non-construction contract of $10,000 or more to develop a written affirmative action plan. B. with 50 or more employees and a non-construction contract of $50,000 or more to develop a written affirmative action plan. C. to draft an affirmative action plan regardless of the number of employees or the size of the contract. D. None of the choices are correct.

B. with 50 or more employees and a non-construction contract of $50,000 or more to develop a written affirmative action plan.

Reverse discrimination cases are approximately A. 12 percent of the EEOC's case load and are rarely found to be meritorious. B. 3 percent of the EEOC's case load and are often found to be meritorious. C. 3 percent of the EEOC's case load and are rarely found to be meritorious. D. 12 percent of the EEOC's case load and are often found to be meritorious.

C. 3 percent of the EEOC's case load and are rarely found to be meritorious.

White Swan Motors practice of hiring only applicants recommended by its employees has been found to have an adverse impact on non-white applicants. White Swan plans to implement a voluntary affirmative action plan. Which of the following actions is not available to White Swan as part of its plan? A. Training and programs, including on-the-job training, for minorities to enable them to develop the skills and experience necessary to perform jobs at White Swan. B. Recruiting activity that is extensive and focused on identifying minority applicants for jobs at White Swan. C. Designate certain positions at White Swan to be filled by minority applicants. D. Training of existing employees on the elements of the affirmative action plan.

C. Designate certain positions at White Swan to be filled by minority applicants.

Research has shown that the group that has made the most gains under affirmative action is A. African-American men. B. African-American women. C. White women. D. Asian men.

C. White women.

"Valuing diversity" is a concept that A. represents the "politically correct" attitude to adopt in the workplace, but has no connection to eliminating employment discrimination. B. encourages ethnic groups to form their own organizations to promote their culture in the workplace in an effort to combat discrimination. C. encourages all members of the workforce to learn to accept, appreciate and value the contributions that result from a diverse workforce. D. All of the choices are correct.

C. encourages all members of the workforce to learn to accept, appreciate and value the contributions that result from a diverse workforce.

Employer instituted quotas are A. required by Title VII and Executive Order 11246. B. not required by Title VII but are permitted by Executive Order 11246. C. not required by Title VII or by Executive Order 11246. D. permitted by Title VII but not required by Executive Order 11246.

C. not required by Title VII or by Executive Order 11246.

Reverse discrimination: A. has never been acknowledged by the courts as a valid claim. B. occurs when a lawsuit is brought by a majority member claiming that he/she is a member of a protected class. C. occurs when a lawsuit is brought by a majority member claiming that he/she has been adversely affected by the use of an affirmative action plan. D. None of the above.

C. occurs when a lawsuit is brought by a majority member claiming that he/she has been adversely affected by the use of an affirmative action plan.

Go Orange Electronics has been manufacturing computers since 1979. It employs approximately 2700 employees. In 1987, the company's EEO Department advised management that 97% of the company's supervisors were white, although the company's workforce was 38% other than white. The company decided to implement a voluntary affirmative action plan which would reserve 25% of each supervisory training class for blacks and other minorities until such time as the percentage of minorities that were supervisors was representative of the available minorities in the local labor force. A. this affirmative action plan is illegal because it sets a quota for the number of minorities allowed in the class. B. this affirmative action plan is illegal because it discriminates against white men. C. this affirmative action plan is legal because it is temporary, doesn't unnecessarily infringe on the rights of white employees, and is designed to eliminate the racial imbalance in supervisory positions. D. this affirmative action plan is legal because it only sets aside 25% of the class for minorities.

C. this affirmative action plan is legal because it is temporary, doesn't unnecessarily infringe on the rights of white employees, and is designed to eliminate the racial imbalance in supervisory positions.

Research shows that A. Nearly 90 percent of jobs are filled through word-of-mouth recruiting. B. Women and minorities are frequently routed into career paths like customer relations and human resources, which do not lead to top level jobs. C. There is little correlation between what African American and white workers score on employment tests and how they perform in the workplace. D. All of the above.

D. All of the above.

Affirmative action plans A. must follow strict guidelines to ensure that plan can withstand a challenge based on reverse discrimination. B. can be adopted by an employer even though a Title VII claim has not been filed. C. can include on-the-job training for women and minorities. D. All of the choices are correct.

D. All of the choices are correct

An affirmative action program can be created by A. coverage of an employer under Executive Order 11246. B. a judicially ordered remedy for a finding of discrimination under Title VII. C. voluntary affirmative action by an employer. D. All of the choices are correct.

D. All of the choices are correct.

Apex Community Hospitals has contracts with the U.S. Department of Veterans Affairs (DVA) to provide health care for veterans. The Office of Federal Contract Compliance Programs found that Apex misrepresented the results of its affirmative action plan. Apex can be subject to the following remedies. A. Civil penalties. B. Canceling of the contracts and debarment from future contracts until such time as the Secretary of Labor is satisfied that Apex will comply with its obligations under Executive Order 11246. C. Criminal proceedings. D. All of the choices are correct.

D. All of the choices are correct.

Voluntary affirmative action plans A. are used to remedy current-day discrimination. B. allowed if the employer has discovered an under representation of women and minorities. C. are used by employers to prevent Title VII lawsuits. D. All of the choices are correct.

D. All of the choices are correct.

Milltown County Police Department is not complying with its own voluntary affirmative action plan to increase representation of women and minorities in the police department. Penalties for not complying with its plan include: A. Publication of noncompliance in the local newspaper B. Criminal prosecution C. Debarment D. None of the above.

D. None of the above.

Abigail Adams University has done a self audit and identified a conspicuous racial imbalance in that 85% of their department chairs and deans are white men. They voluntarily institute a plan that mandates that future selections of department chairs and deans will be on a 1 to 1 basis until an appropriate ratio is achieved. Mike Rogers, a white male professor, has applied for a position as a dean and is rejected. He subsequently discovers that a less qualified black female was promoted into the spot he sought. If Professor Rogers files a claim based on discrimination, he will A. lose because suits based on reverse discrimination are barred by Title VII. B. win because Executive Order 11246 requires that affirmative action plans be permanent rather than temporary. C. win because one-for-one hiring, training or promotion programs are disfavored by the courts except to remedy long-standing resistant cases of under representation. D. lose because temporary plans to remedy existing injustices are permitted based on United Steelworkers of America, AFL-CIO v. Weber.

D. lose because temporary plans to remedy existing injustices are permitted based on United Steelworkers of America, AFL-CIO v. Weber

Northpoint is a federal contractor located in Washington, D.C., with 562 employees, of which 77 are engineers. Northpoint receives millions of dollars in contracts every year. Nearly fifty percent of the population of Washington, D.C. is African-American and nearly thirty percent of the population of the Washington, D.C. metro area is African American. However, none of the engineers employed at Northpoint is African-American. Northpoint A. can adopt a voluntary affirmative action plan to increase the percentage of African American engineers. B. can adopt a voluntary affirmative action plan after analyzing the availability of African American engineers in the Washington, D.C. metro area. C. Both A and B D. must adopt an affirmative action plan.

D. must adopt an affirmative action plan.

Title VII: A. prohibits discrimination and prohibits affirmative action. B. prohibits discrimination and requires reverse discrimination. C. prohibits discrimination and requires affirmative action. D. prohibits discrimination and permits affirmative action.

D. prohibits discrimination and permits affirmative action.

Affirmative action applies to all employers engaged in interstate commerce

FALSE

All federal employment discrimination statutes, except the Rehabilitation Act, have affirmative action requirements.

FALSE

An affirmative action plan should be designed to remedy past discrimination.

FALSE

As a carpenter, Millie Mandel, a woman, is a member of a group defined by a protected trait (sex) that has been traditionally underrepresented in her union's apprenticeship program. However, Millie has not been a victim of sex discrimination by the union. Therefore, Millie is excluded from enjoying the benefits of any affirmative action plan designed to redress the historical under representation of women in the union's carpenter apprenticeship program.

FALSE

If a female or minority is in an applicant pool with other non minority or female candidates, affirmative action requires the female or minority to be hired automatically.

FALSE

If there has been a finding of past discrimination, the Civil Rights Act of 1991 made it legal to adjust or alter the scores of employment related tests on the basis of race, color, religion, gender or national origin.

FALSE

In, United Steelworkers of America, AFL-CIO v. Weber, the court ordered judicial affirmative action after the court's orders had been ignored for 18 years.

FALSE

The Admiralty Aircraft Company builds airplanes for the U.S. Navy. It has been determined that Admiralty has an under representation of women in executive positions. According to federal regulations, Admiralty must establish placement goals for female executives and use quotas to achieve those goals.

FALSE

One-for-one hiring is rarely used and only in long-standing cases of under-representation.

TRUE

Under Executive Order 11246 federal contractors must agree not to discriminate in hiring on the basis of race, color, religion, gender or national origin.

TRUE

Under the Jobs for Veterans Act of 2002, a company that has a contract with the Federal government, is required to develop an affirmative action plan for qualified disabled veterans without showing that they are underrepresented in the employer's workforce.

TRUE