120 test bank for human resource management 13th edition gary dessler

D Civil Rights Act Which legislation was responsible for the creation of the Equal Employment Opportunity Commission?. D discrimination does not have to be overt to be illegal Which of

Test Bank for Human Resource Management 13th Edition Gary Dessler

Multiple Choice Questions - Page 1

The requires certain federal contractors to take affirmative action for disabled persons

1 A) Equal Pay Act

2 B) Vocational Rehabilitation Act

3 C) Americans with Disabilities Act

4 D) Civil Rights Act

Which legislation was responsible for the creation of the Equal

Employment Opportunity Commission?

1 A) Equal Pay Act of 1963

2 B) Civil Rights Act of 1866

3 C) Executive Orders 11246 and 11375

4 D) Title VII of the 1964 Civil Rights Act

If a person is in a protected class, he or she is protected by which of the following?

1 A) Department of Labor guidelines

2 B) Sarbanes-Oxley Act

3 C) Title VII of the Civil Rights Act

4 D) Consumer Protection Act

Which of the following refers to highly recommended procedures issued

by federal agencies regarding employee selection, record keeping, and preemployment inquiries?

1 A) job specifications

2 B) employment metrics

3 C) process charts

4 D) uniform guidelines

The gives all persons the same right to make and enforce

contracts and to benefit from the laws of the land

1 A) Fifth Amendment

2 B) Civil Rights Act of 1866

3 C) Title VII of the 1964 Civil Rights Act

4 D) Thirteenth Amendment

Uniform guidelines from the EEOC are recommended for employers to use

in matters regarding all of the following EXCEPT

3 C) rehabilitation

4 D) equal pay rules

Which of the following best explains why employers win the majority of ADA cases?

1 A) Employers make the necessary reasonable accommodations for employees.

2 B) Employees fail to prove that their disabilities affect daily living activities.

3 C) Conservative judges are sympathetic towards most small-business owners.

4 D) Employee attorneys fail to draw connections between Title VII and ADA.

According to the Americans with Disabilities Act, which of the following would be considered a disability?

1 A) homosexuality

2 B) voyeurism

3 C) pyromania

4 D) AIDS

Under the Civil Rights Act of 1991, once a plaintiff shows disparate

impact, who has the burden of proving that the challenged practice is job related?

1 A) employee

2 B) employer

3 C) judge

4 D) EEOC

Which Supreme Court case was used to define unfair discrimination in conjunction with EEO laws?

1 A) Brown v Board of Education

2 B) Griggs v Duke Power Company

3 C) West Coast Hotel Co v Parrish

4 D) Abington School District v Schempp

All of the following are principles established by Griggs v Duke Power Company EXCEPT

1 A) burden of proof is on the employer

2 B) performance standards should be unambiguous

3 C) business necessity is a defense for an existing program

4 D) discrimination does not have to be overt to be illegal

Which of the following requires employers to make reasonable

accommodations for disabled employees?

1 A) Civil Rights Act of 1991

2 B) Americans with Disabilities Act of 1990

3 C) Vocational Rehabilitation Act of 1973

4 D) Disability Discrimination in Employment Act of 1967

The Amendment to the U.S Constitution outlawed slavery, and courts have held that it bars racial discrimination

1 A) Fifth

2 B) Tenth

3 C) Thirteenth

Supreme Court ruled in favor of Griggs because

1 A) high school diplomas were not related to success as a coal handler

2 B) Duke Power Company intentionally discriminated based on race

3 C) no business necessity existed for Duke Power Company

4 D) Title VII forbids job testing

Title VII of the 1964 Civil Rights Act explicitly prohibits employers from discrimination based on all of the following characteristics EXCEPT

Which court case provided details regarding how employers could

validate the relationship between screening tools and job performance?

1 A) West Coast Hotel Co v Parrish

2 B) Albemarle Paper Company v Moody

3 C) Griggs v Duke Power Company

4 D) Burlington Industries v Ellerth

According to the Civil Rights Act of 1991, an employee who claims

intentional discrimination can sue for all of the following EXCEPT

4 D) U.S voters

Which of the following requires equal pay for equal work regardless of sex?

1 A) Title VII of the 1964 Civil Rights Act

2 B) Equal Pay Act of 1963

3 C) Pay Discrimination in Employment Act of 1967

4 D) Civil Rights Act of 1991

Race, color, religion, sex, or national origin is a motivating factor in a termination, but the employee would have been terminated for failure to perform anyway Which of the following most likely exists in this

Which of the following is responsible for implementing Executive Orders

11246 and 11375 that were issued by the Johnson administration?

1 A) Equal Employment Opportunity Commission

2 B) Pension Benefits Guarantee Corporation

3 C) Occupational Safety and Health Administration

4 D) Office of Federal Contract Compliance Programs

Under the principles established by Griggs v Duke Power Company, can be used as a defense for any existing program that has adverse impact

1 A) occupational qualification

2 B) business necessity

3 C) affirmative action

4 D) burden of proof

An employer that acquires voice recognition software to meet the needs

of a blind employee is most likely

1 A) making a reasonable accommodation

2 B) fulfilling job analysis requirements

3 C) identifying essential job functions

4 D) complying with Title VII rules

How many members serve on the Equal Employment Opportunity

4 D) hearing

The EEOC was initially established to investigate complaints about

1 A) job discrimination

2 B) unfair business practices

3 C) sexual harassment in schools

4 D) structural accommodations for disabled people

Under ADA, those who can carry out the essential functions of the job are known as which of the following?

1 A) a state agency with 65 employees

2 B) a medical office with 25 employees

3 C) a local restaurant with 10 employees

4 D) a department store with 100 employees

Paul is a 49-year-old American of Anglo-Saxon descent What legislation

is most likely intended to protect Paul from discrimination?

1 A) Executive Order 11375

2 B) Equal Pay Act of 1963

3 C) Executive Order 11246

4 D) Age Discrimination in Employment Act of 1967

Which of the following does NOT participate in the issuance of uniform guidelines?

1 A) Department of Labor

2 B) Better Business Bureau

3 C) Department of Justice

4 D) Civil Service Commission

According to the Age Discrimination in Employment Act of 1967, it is unlawful to

1 A) sue an employer for age-based pay

2 B) require employees to retire at age 65

3 C) allow juries to determine age discrimination

4 D) institute a minimum age for employees

70 Free Test Bank for Human Resource Management 13th Edition Gary Dessler Multiple Choice Questions - Page 2

Judy was up for a promotion at Simpson Consulting when her supervisor, Will, encouraged her to develop a sexual relationship with him He

suggested that her promotion would be a sure thing if they were involved When Judy declined his advances, Will fired her Which of the following would Judy most likely be able to prove in court if she decided to sue Simpson Consulting?

1 A) hostile environment created by supervisors

2 B) hostile environment created by co-workers

3 C) disparate treatment

4 D) quid pro quo

exists when an employer treats an individual differently because that individual is a member of a particular race, religion, gender, or ethnic group

1 A) changing the culture through diversity training education programs

2 B) appointing a small group of minorities to high-profile positions

3 C) recruiting minority members to the board of directors

4 D) using metrics to evaluate diversity programs

Which of the following is a true statement regarding U.S EEO laws and international employees?

1 A) U.S EEO laws apply to jobs located outside the U.S when the employer is a foreign entity and the employee is a U.S citizen.

2 B) U.S EEO laws do not apply to jobs located inside the U.S when the employer

is a foreign entity and the employee is a foreign citizen.

3 C) U.S EEO laws apply to foreign citizens in jobs located outside the U.S if the employer is a U.S entity.

4 D) U.S EEO laws apply inside the U.S when the employer is a U.S entity and the employee is a foreigner legally authorized to work in the U.S.

Which of the following is NOT a form of sexual harassment according to EEOC guidelines?

1 A) unwelcome sexual advances that create an intimidating work environment

2 B) verbal conduct of a sexual nature that unreasonably interferes with work performance

3 C) physical conduct of a sexual nature that creates an offensive work environment

4 D) mutually consensual physical conduct of a sexual nature between co-workers

Employers primarily use bona fide occupational qualification (BFOQ) as a defense against charges of discrimination based on

1 A) religion

2 B) age

3 C) gender

4 D) nationality

Which of the following is used by lawyers in disparate impact cases to show intentional disparate treatment?

1 A) disparate rejection rates

2 B) restricted policy approach

2 B) requiring a high school teacher applicant to have a four-year college degree

3 C) requiring engineer applicants to meet specific height standards

4 D) asking prison guard applicants to reveal their arrest records

Which of the following involves comparing the percentage of the

minority/protected group and white workers in an organization with the percentage of the corresponding group in the labor market?

1 A) personnel population comparison approach

2 B) restricted policy comparison method

3 C) population comparisons approach

4 D) McDonnell-Douglas test

The EEOC describes a(n) as an informal process in which a neutral third party assists the opposing parties to reach a voluntary, negotiated resolution of a charge of discrimination

1 A) fact-finding conference

2 B) voluntary mediation

3 C) mandatory arbitration

4 D) alternative dispute resolution

In which of the following jobs would gender most likely be appropriate to use as a BFOQ?

1 A) fire fighter in a metropolitan fire department

2 B) prison guard at a federal penitentiary

3 C) teacher at a private, all-girls school

4 D) actor in a toothpaste commercial

The application requirements for Western Airlines pilot positions require candidates to have logged at least 200 hours piloting an aircraft within the previous 36 months In addition, applicants must have 2,500 hours of experience in the air with at least 1,000 hours as the commanding pilot of

a commercial airplane A four-year college degree is also required Jeff Sanchez, who is Hispanic, applied for a position as a pilot and was

rejected because he has a degree from a 2-year college and only 2,000 hours

1 A) Most pilots at Western Airlines belong to labor unions and are involved in collective bargaining arrangements detrimental to the industry.

2 B) The job requirements for pilots at Western Airlines are a business necessity due to the human risks associated with hiring unqualified applicants.

3 C) The Age Discrimination in Employment Act prevents firms, such as Western Airlines, from discriminating when age is a BFOQ.

4 D) As a global firm, Western Airlines can easily establish a prima facie case of discrimination based on race.

A workforce comprised of two or more groups of employees with various racial, gender, cultural, handicap, age, and religious backgrounds is best described as

1 A) competitive

2 B) ethnocentric

3 C) globalized

4 D) diverse

According to , an employer can claim that an employment

practice is a bona fide occupational qualification for performing the job

1 A) Title VII of the 1964 Civil Rights Act

2 B) Vocational Rehabilitation Act of 1973

3 C) Executive Orders 11246 and 11375

4 D) 1972 Equal Opportunity Act

Which of the following tests for adverse impact and involves

demonstrating that the employer's policy either intentionally or

unintentionally excludes members of a protected group?

company-1 A) prima facie

1 A) Sanders re-published its sexual harassment policy twice within the last year.

2 B) The HR department at Sanders has records of the plaintiff's initial complaints.

3 C) Sanders lacks a management response system for handling sexual

harassment complaints.

4 D) Sanders recently lost a court case filed by former employees who claimed disparate treatment.

Pictures and Promotions Modeling Studio seeks to hire male models for

an upcoming fashion show featuring men's wear The studio is using as a justification for not considering women for the jobs

1 A) BARS

2 B) ADEA

3 C) EEOC

4 D) BFOQ

What is the most common next step in the EEOC enforcement process after a person files an employment discrimination claim?

1 A) The EEOC either accepts or refers the charge.

2 B) The two parties are required to participate in mediation.

3 C) A commission investigates the claim in an open-meeting.

4 D) The employer and EEOC bring a civil suit in a federal district court.

In which of the following situations does sexual harassment NOT violate Title VII?

1 A) if the conduct substantially interferes with a person's work performance

2 B) if the conduct creates an intimidating work environment

3 C) if the conduct is motivated by both age and gender

4 D) if the conduct creates an offensive work environment

The formula used by federal agencies to determine disparate rejection rates is based on a selection rate for any racial, ethnic, or sex group less than percent of the rate for the group with the highest rate

1 A) Employees will find it easier to prove that their disabilities are limiting.

2 B) The number of major life activities considered disabilities will be narrowed.

3 C) Employers will be required to make fewer accommodations for workers with disabilities.

4 D) Employers will be required to hire a specific percentage of disabled workers to

be in compliance.

All of the following are ways for an employee to prove sexual harassment EXCEPT by proving that

1 A) the verbal remarks of a co-worker were sexually flirtatious

2 B) the rejection of a supervisor's sexual advances led to a demotion

3 C) a hostile work environment was created by a co-worker's sexual conversation

4 D) a hostile work environment was created by a nonemployee's sexual advances

All of the following recruitment practices are potentially discriminatory EXCEPT

1 A) spreading information about job openings through word-of-mouth among a firm's predominantly Hispanic workforce

2 B) providing misleading information to Asian and Indian job applicants

3 C) posting help wanted ads that specify young, male applicants

4 D) posting job advertisements only in local newspapers

One of Alexis' male co-workers has been making sexually suggestive comments to Alexis about her clothing and her appearance, which makes Alexis feel uncomfortable at work What is the first step Alexis should take

to address the problem?

1 A) filing a complaint with the local EEOC office

2 B) filing a verbal complaint with the harasser's boss

3 C) writing a letter to the accused

4 D) consulting an attorney