HRM Chapter 2

False

Employers are allowed to retaliate against individuals who file discrimination charges.

True

Executive Orders 11246, 11375, and 11478 require federal contractors to take affirmative action to compensate for historical discrimination against women, minorities, and handicapped individuals. True False

Which of the following statements is true about the Equal Pay Act of 1963?

It requires employers to give similar wages for similar work without regard to gender

The _____ requires that employers treat maternity leave the same as other personal or medical leaves

Pregnancy Discrimination Act

True

Provisions of the Affordable Care Act (2010) allow for break time and a private place for nursing mothers to express breast milk for one year after the birth of a child. True False

Which of the following scenarios is considered illegal according to the Civil Rights Act of 1964?

Segregating Employees on the basis of their gender

TRUE

The Equal Employment Opportunity Commission (EEOC) enforces employment laws in both private and public workplaces

It often results in a disparate impact of minority applicants.

Which of the following is a criticism of the use of criminal background checks and credit reports in the selection process? a. It often results in a disparate impact of minority applicants. b. It leads to an increase in the number of status-blind employment decisions. c. It is merely an indicator of the past and not a predictor of the future. d. It reduces instances of glass ceiling.

The continuing gap between the earnings of women and men

Which of the following is a major reason for the development of the pay equity idea

The Equal Employment Opportunity Commission is a part of the Department of Labor.

Which of the following is true of the U.S. Department of Labor? a. The Equal Employment Opportunity Commission is a part of the Department of Labor. b. It can enforce employment laws for employers in public workplaces but private workplaces are beyond its jurisdiction. c. The employment requirements set out by Executive Orders for federal contractors and subcontractors is beyond the scope of the Department of Labor. d. It has broad enforcement power and oversees compliance with many employment-related laws.