HR Test 1

Managers at Felton Corporation were not aware that sexual harassment was taking place, but the victims demonstrated that they should have known. According to the Equal Employment Opportunity Commission (EEOC), in this situation the employer is guilty of sexual harassment.

True

Meredith is responsible for making sure that the company's workforce is at parity with the relevant labor market. Meredith accomplishes this by performing a workforce utilization analysis.

True

Quid pro quo sexual harassment occurs when employment decisions are based on submission to or rejection of sexual conduct.

True

Seven production managers work at Wallace Inc. four men and three women. All four men have higher salaries than the three women. Since the men have all been in the position longer than the woman, Wallace Inc. has a legal justification for paying the men more.

True

The Equal Pay Act makes it illegal to discriminate against people in terms of the pay, employee benefits, and pension they earn based on their gender when they do equal work.

True

The Immigration Reform and Control Act prohibits employers from knowingly hiring undocumented individuals.

True

Title VII established the Equal Employment Opportunity Commission.

True

Title VII of the Civil Rights Act prohibits discrimination on the basis of race, color, religion, sex, or national origin.

True

Training in and knowledge of equal employment opportunity (EEO) laws are essential for managers and supervisors because organizations can be held accountable and legally responsible for their managers' decisions.

True

U.S. government-owned corporations are exempted from the Civil Rights Act of 1964.

True

Equal employment opportunity refers to actions required of employers to correct past discrimination against members of protected groups.

False

Felton Corporation will be found in violation of the Immigration Reform and Control Act if it does not submit all completed From I-9s to Immigration and Naturalization Service officers for approval.

False

If Felton Corporation has two government contracts of $15,000 each, then Executive Order 11246 requires that Felton Corporation develop an affirmation action plan.

False

In the role as a manager Encor Enterprises, Swaran carries out certain discriminatory policies that are in place at the company. Swaran cannot be sued for discrimination because Swaran merely acts as an agent of Encor Enterprises.

False

Offensive jokes, vulgar slang, nude pictures, swearing, and personal ridicule and insult constitute quid pro quo sexual harassment.

False

State and local governments are exempted from the provisions of the Civil Rights Act and Equal Employment Law.

False

State fair employment practice laws are usually less stringent and less comprehensive than federal laws prohibiting discrimination and therefore not a concern for HR managers.

False

The Bona fide occupational qualification (BFOQ) exception does not apply to discrimination based on national origin.

False

Title VII of the Civil Rights Act provides employees with a statutory right to complete religious freedom in the workplace.

False

To comply with a court ruling that ordered Jaxon Corporation to remedy the pay disparity between the sexes, Jaxon Corporation can lower the wages of the higher-paid group.

False

A women's apparel store may not refuse to hire a male for a job as a fitting room attendant.

False

All mental and physical impairments are considered disabilities under the Americans with Disabilities Act.

False

An employee at Felton Corporation finds jokes, pictures, or language used by others offensive. Felton Corporation may be guilty of sexual harassment because it has created a hostile environment.

True

Courts have defined business necessity as a practice that is necessary to the safe and efficient operation of an organization.

True

Early nondiscrimination laws were ineffective in large part because they failed to give enforcement power to the agencies charged with upholding them.

True

Employers are legally required to treat pregnancy the same way they treat any other medical disability.

True

Employers who permit their customers to sexually harass their employees are guilty of sexual harassment.

True

Jess has a medical condition that makes standing for long periods of time, which is an essential part of Jess's job. Jess's employer would be making a reasonable accommodation for this disability by reassigning Jess to a vacant position.

True