Chapter 3: Test your knowledge

Under the Civil Rights Act of 1991, the maximum penalty that can be levied on an employer with 15-100 employees for intentional discrimination based on sex, religion, or national origin is: $300,000. $25,000. $50,000. $100,000.

$50,000.

The first Civil Rights Act was passed in the year: 1866. 1932. 1964. 1991.

1866.

Area In the United States, employment discrimination against individuals age _____ is prohibited by the Age Discrimination in Employment Act. 40 or older 25 and younger 50 and older 30 or older

40 or older

Which of the following documents is on List C of the primary documents that can be used to certify I-9 compliance? A U.S. passport A U.S. social security card A permanent residence card A certificate of naturalization

A U.S. social security card

Which of the following is an example of a legal use of a bona fide occupational qualification (BFOQ)? An organization that hires only unmarried women and women without children as these women require less time off A religious organization that hires only individuals who are members of a particular faith because the job requires the individuals to carry out religious rituals A hospital that hires only women for the position of a nurse because the job requires compassion and women are considered more compassionate than men A school that accepts only female applicants for teaching positions because males are considered unsuitable for such jobs

A religious organization that hires only individuals who are members of a particular faith because the job requires the individuals to carry out religious rituals

In the context of the Americans with Disabilities Act and job requirements, which of the following is a reasonable accommodation? Reduced work hours Supplemental pay Additional training time Additional paid leave

Additional training time

_____ allows employers to consider the personal characteristics of applicants when making employment decisions. Masked hiring A status-blind approach An affirmative action approach Equal employment opportunity

An affirmative action approach

Which of the following statements is true of the pattern of discrimination charges in the United States in the last two decades? Between 1997 and 2016, discrimination charges have decreased in all categories except religious discrimination. As companies have become educated regarding equal employment opportunity requirements, the total number of discrimination charges has decreased significantly. Charges of retaliation represent the highest number and percentage of complaints in recent years. Issues related to age and disability have historically represented the highest percentages of complaints.

Charges of retaliation represent the highest number and percentage of complaints in recent years.

_____ occurs when an employment practice that does not appear to be discriminatory adversely affects individuals with a particular characteristic so that they are substantially underrepresented as a result of employment decisions that work to their disadvantage. Disparate impact Disparate treatment Retaliation Nepotism

Disparate impact

In the context of appearance and weight discrimination, which of the following is legally acceptable? A company may impose a dress code on women while not imposing one on men. Employers must link any weight or height requirements to specific job functions. Individuals may not file cases of employment discrimination based solely on height or weight. Employers may set dress codes and appearance standards and apply them arbitrarily.

Employers must link any weight or height requirements to specific job functions.

Which of the following actions by a company constitutes reasonable care to prohibit sexual harassment? Establishing a standing Internal Complaints Committee exclusively comprising male members Encouraging reporting of sexual harassment incidents with a positive culture Defining appropriate conduct on a case-by-case basis Prohibiting interaction between employees of opposite sexes

Encouraging reporting of sexual harassment incidents with a positive culture

_____ is a broad-reaching concept that essentially requires companies to make status-blind decisions regarding hiring people. Equal employment opportunity Affirmative action Quid pro quo Nepotism

Equal employment opportunity

_____ is a broad-reaching concept that essentially requires companies to make status-blind decisions regarding hiring people. Nepotism Equal employment opportunity Quid pro quo Affirmative action

Equal employment opportunity

Which of the following is true of the Immigration Reform and Control Act (IRCA)? Every employer is required to comply with the provisions of the IRCA, regardless of company size. Under the IRCA, federal contractors are exempt from using e-verification to verify the employment eligibility status of employees. Under the IRCA, each employee must complete an Employment Eligibility Verification form within the first seven days of employment. The goal of the IRCA is to reduce the number of immigrants, especially those with specific skills.

Every employer is required to comply with the provisions of the IRCA, regardless of company size.

The term _____ refers to discriminatory practices that have prevented women and minority status employees from advancing to executive-level jobs. glass ceiling concrete floor disparate impact nepotism

Glass ceiling

In the context of religious expression at work, which of the following statements is true of Title VII of the Civil Rights Act? It does not allow employees to express their religious beliefs in any form at work. It does not protect the religious majority from discrimination. It does not require a company to make a reasonable accommodation unless requested by an employee. It does not allow religious minorities to aggressively push their religious views at work.

It does not allow religious minorities to aggressively push their religious views at work

Which of the following is NOT a criticism of diversity training? White males may interpret the emphasis on diversity as assigning them blame for societal problems. It focuses too much on behaviors and does not address beliefs. It benefits only women and racial minorities. Women and racial minorities may see diversity programs as lip service.

It focuses too much on behaviors and does not address beliefs.

Which of the following is true of quid pro quo harassment at work? Employers bear no liability for quid pro quo harassment. It includes telling jokes that are suggestive or sexual in nature. Displaying revealing posters and photos constitutes quid pro quo harassment. It is perpetrated by an employee's supervisor.

It is perpetrated by an employee's supervisor.

Which of the following is true of the Genetic Information Nondiscrimination Act? It prohibits voluntary disclosure of genetic information by employees to protect organizations from future lawsuits. It allows employers to request genetic information of prospective employees. It prohibits employers from harassing employees on the basis of their genetic information. It allows health insurance companies to use the genetic information of clients to customize health insurance plans.

It prohibits employers from harassing employees on the basis of their genetic information.

Which of the following is true of the Civil Rights Act of 1991? It abolished the maximum limit on the penalty that could be levied on employers found guilty of noncompliance. It strengthened legal protection for employers. It provided for jury trials. It allowed for the payment of compensatory damage to the plaintiff, which is scaled by the sales revenue of the company.

It provided for jury trials.

Which of the following is NOT true of the Older Workers Benefit Protection Act? It stipulates that organizations must ensure legal oversight and a strict protocol to ensure compliance when developing procedures for laying off older workers. It protects employees who sign liability waivers for age discrimination in exchange for severance packages during reductions in the workforce. It provides that employees age 35 and older are entitled to a specified number of weeks to decide whether to accept severance benefits in exchange for waiving their right to sue their employer. It ensures older workers are not unduly pressured into waiving their rights under the Age Discrimination in Employment Act.

It provides that employees age 35 and older are entitled to a specified number of weeks to decide whether to accept severance benefits in exchange for waiving their right to sue their employer.

Which of the following is true of the Family and Medical Leave Act (FMLA) of 1993? It amended Title VII of the Civil Rights Act of 1964 to require that employers treat maternity leave the same as other personal or medical leaves. It amended the Americans with Disabilities Act to expand the definition of a disability to include less permanent and serious physical and mental issues. It requires that those taking family leave be allowed to return to their jobs. It requires that employees be given up to 10 weeks of paid family leave.

It requires that those taking family leave be allowed to return to their jobs.

In the context of the common visas encountered by employers, the _____ is reserved for intra-company transfers. B1 visa H-1B visa O-1A visa L-1 visa

L-1 visa

In the context of the common visas encountered by employers, the _____ is reserved for intra-company transfers. L-1 visa B1 visa H-1B visa O-1A visa

L-1 visa

Which of the following is a component of diversity training programs that has a limited approach and focuses only on legal do's and don'ts? Cultural awareness training Sensitivity training Legal awareness training Appreciation training

Legal awareness training

In the context of making hiring decisions, which of the following is a protected characteristic in only some states? National origin Disability Marital status Pregnancy

Marital status

Who among the following employers is legally required to comply with Title VII of the Civil Rights Act of 1964? Christina, who owns a small cosmetics company that has four employees Crystal, who runs a private nonprofit shelter for the homeless and has 13 employees Natalie, who is the manager of a small state-owned museum that has six employees Megan, who owns a men's clothing store that has three employees

Natalie, who is the manager of a small state-owned museum that has six employees

Which of the following terms has been ruled by courts, in a number of cases, as a possible code word used by organizations for workers being too old, thus causing them not to be considered for employment? Overachiever Motivated Overqualified Trainable

Overqualified

_____ involves the idea that compensation for jobs requiring comparable levels of knowledge, skill, and ability should be similar, even if actual duties differ significantly. Affirmative action Quid pro quo Pay equity Benchmarking

Pay equity

_____ is growing in use as a way to provide greater personal flexibility to older workers with significant knowledge and experience while helping the company retain its institutional knowledge and history. Phased retirement Outsourcing Early retirement Voluntary retirement

Phased retirement

The _____ amended Title VII of the Civil Rights Act of 1964 to require that employers treat maternity leave the same as other personal or medical leaves. Family and Medical Leave Act of 1993 Civil Rights Act of 1991 Pregnancy Discrimination Act of 1978 Fair Employment Act of 1941

Pregnancy Discrimination Act of 1978

In the context of managing sex and gender issues at the workplace, which of the following is a way to break the glass ceiling? Developing opportunities for employees to function together in large groups to avoid the formation of subgroups Providing opportunities for career rotation into different work areas for individuals who have shown talent in their current jobs Focusing on improving employee engagement by giving individuals specific pre-defined work responsibilities and roles Holding women and minorities, instead of their managers, accountable for meeting their respective progression goals

Providing opportunities for career rotation into different work areas for individuals who have shown talent in their current jobs

_____ refers to sexual harassment that links employment outcomes to the granting of sexual favors. Quid pro quo Disparate impact Nepotism Disparate treatment

Quid pro quo

A study found that developing inclusive HR policies related to age and creating a climate of age diversity leads to: increased staffing difficulties. reduced cultural relativism in the workplace. increased ethnocentrism in the workplace. reduced intentions to quit.

Reduced intentions to quit

_____ occurs when punitive actions are taken by employers against individuals who exercise their legal rights. Disparate impact Reverse discrimination Retaliation Nepotism

Retaliation

In the context of the components of traditional diversity training, one aim of _____ training is to make participants aware of how their words and behaviors are seen by others. appreciation sensitivity legal awareness cultural awareness

Sensitivity

Which of the following scenarios exemplifies quid pro quo harassment in the workplace? William repeatedly asking Mandy to go out with him despite her telling him that she is not interested Sam complimenting his colleague, LuChen, on her clothes every day, even though it makes her uncomfortable Sheena asking David for sexual favors in exchange for giving him a good performance review Ruby e-mailing suggestive jokes and funny pictures that are sexual in nature to her team members

Sheena asking David for sexual favors in exchange for giving him a good performance review

In the context of the Equal Employment Opportunity Commission (EEOC) guidelines regarding language skills, which of the following professions is most likely to require English skills and voice clarity as a business necessity? Computer programming Mining Game designing Telemarketing

Telemarketing

_____ requires that employers verify the employment eligibility status of all employees. The Immigration Reform and Control Act of 1986 The Equal Employment Opportunity Act of 1972 The Immigration and Customs Enforcement Act of 1992 The Civil Rights Act of 1991

The Immigration Reform and Control Act of 1986

Which of the following eliminated the statute of limitations for employees who file pay discrimination claims under the Equal Pay Act? The Lilly Ledbetter Fair Pay Act of 2009 The Civil Rights Act of 1964 The Payment of Wages Act of 1936 The Fair Minimum Wage Act of 2007

The Lilly Ledbetter Fair Pay Act of 2009

Dr. Aster De Jong, a Dutch national, has been invited by one of the most reputable universities in the United States to help set up a world-class laboratory and design a teaching course. Dr. De Jong is a celebrated scientist and is considered the best in her field worldwide. She has also won many prestigious awards including the Nobel Prize for her contributions to the field of science. Which of the following visas is she most likely to be granted? The B1 visa The H-1B visa The L-1 visa The O-1A visa

The O-1A visa

In the context of equal employment opportunity regulations, executive orders are issued by _____ to help government departments, agencies, and contractors manage their operations. civil courts the Office of Federal Contract Compliance Programs regulatory agencies the President of the United States

The president of the United States

Which of the following is true of older workers? Stereotypes about them are often positive. They are less motivated than younger workers. They face substantial barriers to entry in occupations that use a recently developed technology. They are preferred candidates for occupations that require significant amounts of training.

They face substantial barriers to entry in occupations that use a recently developed technology.

_____, the employment section of the Civil Rights Act of 1964, is the foundation on which all other workplace nondiscrimination legislation is built. Title VII Title V Title X Title VI

Title VII

Which of the following actions is most likely to reduce the possibility of selection bias in hiring? Tapping social networking sites to find candidates for open positions Using employee referral programs as the primary recruitment approach Highlighting names and other characteristics of applicants in candidate documents Using recruitment approaches that secure a diverse applicant pool

Using recruitment approaches that secure a diverse applicant pool

Which of the following is true of sexual harassment at work? A punitive approach is the most effective way to reduce sexual harassment at work. Sexual harassment at work is a gender-specific issue. Working in a position of authority is not a prerequisite for sexual harassment. Sexual harassment is perpetrated by managers and not subordinates or other employees.

Working in a position of authority is not a prerequisite for sexual harassment.

Noah needs to attend church services in the morning on a weekday. He works the morning shift, and his company does not have a holiday on that day. In the context of the Equal Employment Opportunity Commission recommendations, Noah's manager can make a reasonable accommodation by: allowing Noah to take an unpaid leave on that day and asking another employee to work two shifts. giving Noah an extra paid leave for that day. declaring holiday on that day and asking all the employees to compensate on the weekend. allowing Noah to work the evening shift on that day.

allowing Noah to work the evening shift on that day.

Diversity trainers emphasize that the key to avoiding backlash in diversity efforts at work is to focus more on _____ than beliefs. statistics values behaviors stereotypes

behaviors

In the context of the components of traditional diversity training, _____ training helps all participants see and accept the differences in people with diverse ethnic backgrounds. legal awareness sensitivity political cultural awareness

cultural awareness

The Americans with Disabilities Act (ADA) protects all of the following EXCEPT: cancer patients. recovering users of illegal drugs. current users of illegal drugs. diabetics.

current users of illegal drugs.

Under federal, state, and local laws, employers are prohibited from considering all of the following factors in making hiring decisions EXCEPT: age. genetic information. military status or experience. education.

education.

In case of a sexual harassment lawsuit, all of the following actions are likely to help the employer in offering an affirmative defense EXCEPT: gathering evidence to show that the plaintiff had a consistent record of poor work performance. establishing a sexual harassment policy. investigating and taking appropriate action when complaints are voiced. training employees and managers on issues related to sexual harassment.

gathering evidence to show that the plaintiff had a consistent record of poor work performance.

Steven is often teased and harassed by his colleagues as they think his behavior is more feminine than masculine. This is an example of sexual harassment rooted in _____. misandry nepotism gender stereotyping sexual dimorphism

gender stereotyping

Under the Americans with Disabilities Act, the definition of a disability no longer rests on an individual's inability to do something but on: the extent to which the disability can be masked. his or her medical condition. the extent to which the disability limits functioning. his or her willingness to seek help.

his or her medical condition

During the past decade, the number of older workers holding part-time jobs has _____. increased decreased remained constant been erratic

increased

For a qualified person with a disability, an employer must _____, which involves modifying a job or work environment to give that individual an equal employment opportunity to perform. make a reasonable accommodation create an ethnocentric work environment make a status-blind decision break the glass ceiling

make a reasonable accommodation

A primary goal of diversity training is to: increase the span of control of a manager. minimize discrimination and harassment lawsuits. develop an ethnocentric work environment. increase the degree of centralization in an organization.

minimize discrimination and harassment lawsuits.

The term _____ refers to the practice of allowing relatives to work for the same employer. nepotism glass ceiling affirmative action quid pro quo

nepotism

In the context of reasonable accommodations regarding an employee's religious beliefs, employers can legally refuse to modify dress or appearance policies: if the employee does not specifically ask for it. to meet customer preferences. on grounds of worker safety. if they are not made aware of the relevant religious practices.

on grounds of worker safety.

A person is considered to have a disability even if corrective measures are used to reduce the impact of the disability. An exception to this rule is _____. a wheelchair medication hearing aids ordinary eyeglasses

ordinary eyeglasses

Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees on military leave have all of the following rights EXCEPT: prompt reemployment upon return. continued seniority rights. paid leave of absence. protection from retaliation.

paid leave of absence.

Disparate treatment occurs when: employers take punitive actions against individuals who exercise their legal rights. an employment practice that does not appear to be discriminatory adversely affects individuals with a particular characteristic. employers modify a job or work environment to give an individual an equal employment opportunity to perform. people treat individuals with particular characteristics that are not job related differently from others.

people treat individuals with particular characteristics that are not job related differently from others.

In an unlawful discrimination suit, the _____ maintains the final burden of proof. plaintiff employer court Equal Employment Opportunity Commission

plaintiff

An organization must comply with the rules and regulations related to Title VII of the Civil Rights Act of 1964 if it is a: private employer with at least two employees. private educational institution. labor union with 10 or more members. sole proprietorship with no employees on the payroll.

private educational institution

Under the Americans with Disabilities Act (ADA), discrimination is: not prohibited against persons with disability if they are unable to perform marginal job functions. not prohibited against individuals who have failed a drug test in the past. prohibited against individuals with disabilities who can perform essential job functions. prohibited against individuals who are current users of illegal drugs and suffer from drug dependence.

prohibited against individuals with disabilities who can perform essential job functions.

Hostile environment harassment may include all of the following EXCEPT: commenting on appearance or attire. telling jokes that are suggestive or sexual in nature. promising a promotion in exchange for sexual favors. making continual requests to get together after work.

promising a promotion in exchange for sexual favors.

All of the following are considered reasonable accommodations by the Equal Employment Opportunity Commission (EEOC) EXCEPT: reducing work hours of employees of a particular faith. allowing employees to swap shifts to accommodate time off for religious holidays. making an exception to dress and grooming rules. changing an employee's job tasks.

reducing work hours of employees of a particular faith.

Chantalle's manager refused to promote her as he thought that she was too old for a high-powered job. When she filed a complaint with the HR department, no action was taken. Therefore, Chantalle sued the company for age discrimination. The company promptly fired her and terminated her health insurance coverage. In the given scenario, the actions of the company exemplify: affirmative action. nepotism. disparate impact. retaliation.

retaliation

Under the Civil Rights Act of 1991, the penalties levied on employers for intentional discrimination based on sex, religion, or national origin are: the same for all employers, regardless of the size of the organization. based on the salary advertised for the position for which the plaintiff had applied. scaled by the size of the employer, that is, on the basis of the number of employees under the employer. scaled by the annual earnings of the employer, that is, on the basis of the sales revenue of the employer.

scaled by the size of the employer, that is, on the basis of the number of employees under the employer.

Question Content Area In the context of the components of traditional diversity training, one aim of _____ training is to make participants aware of how their words and behaviors are seen by others. sensitivity cultural awareness legal awareness appreciation

sensitivity

When an employee files an unlawful discrimination lawsuit again an employer, the burden of proof: shifts to the employee once a case has been established. rests with the employee at all times. shifts to the employer once a case has been established. rests with the employer at all times.

shifts to the employer once a case has been established.

When an employee's religious practice dictates an aspect of dress that conflicts with a business's required dress code, the business: should insist that the employee maintain the dress code, even if making an accommodation would not cause an undue hardship to the business. should make a reasonable accommodation whether or not the employee requests for it, unless the accommodation causes an undue hardship to the business. can use religion as a bona fide occupational qualification to deny or terminate employment. must change its dress code for all employees.

should make a reasonable accommodation whether or not the employee requests for it, unless the accommodation causes an undue hardship to the business.

Under the Equal Pay Act of 1963, differences in pay between men and women in the same job are permitted because of all of the following EXCEPT differences in: seniority. skill, effort, and working conditions. tasks performed intermittently or infrequently. quality and/or quantity of production.

tasks performed intermittently or infrequently.

The Office of Federal Contract Compliance Programs (OFCCP) is part of: the U.S. Department of Labor. the U.S. Department of Justice. the Office of Personnel Management. the Equal Employment Opportunity Commission.

the U.S. Department of Labor.

Evidence of whether a particular function is essential to a job includes all of the following EXCEPT: the stress caused to the incumbent simply by the thought of performing the function. the employer's judgment as to which functions are essential. the consequences of not requiring the incumbent to perform the function. the amount of time spent on the job performing the function.

the stress caused to the incumbent simply by the thought of performing the function.

Area The Immigration Reform and Control Act (IRCA) stipulates that within the first _____ of employment, all employees must complete a(n) _____ form and provide documents proving that they are legally authorized to work in the United States. three days; I-9 24 hours; W-4 seven days; I-9 three days; W-2

three days; I-9

A religious institution may use religion as a bona fide occupational qualification (BFOQ): when the job involves promoting a particular faith. if it is a private institution. if a dress code is ideal but not essential to the job. even if the job does not involve a faith-based component.

when the job involves promoting a particular faith.