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
