Full file at https://fratstock.eu Fundamentals of Human Resource Management, 2e (Dessler) Chapter Managing Equal Opportunity and Diversity 1) Which amendment to the U.S Constitution states, "no person shall be deprived of life, liberty, or property, without due process of the law"? A) First B) Fifth C) Tenth D) Thirteenth Answer: B Explanation: B) The Fifth Amendment to the U.S Constitution (ratified in 1791) states that "no person shall be deprived of life, liberty, or property, without due process of the law." Other laws as well as various court decisions made discrimination against minorities illegal by the early 1900s Diff: Page Ref: 23 Chapter: LO: Skill: Concept 2) According to the Equal Pay Act of 1963, an employer may pay workers differently for all of the following reasons EXCEPT for A) production quantity B) merit systems C) seniority D) gender Answer: D Explanation: D) The Equal Pay Act made it unlawful to discriminate in pay on the basis of sex when jobs involve equal work equivalent skills, effort, and responsibility and are performed under similar working conditions However, differences in pay not violate the act if the difference is based on a seniority system, a merit system, a system that measures earnings by quantity or quality of production, or a differential based on any factor other than sex Diff: Page Ref: 23 Chapter: LO: Skill: Concept Copyright © 2012 Pearson Education, Inc publishing as Prentice Hall Full file at https://fratstock.eu 3) Which legislation makes it unlawful to discriminate in pay on the basis of sex when jobs involve equal work; require equivalent skills, effort, and responsibility; and are performed under similar working conditions? A) Title VII B) Equal Pay Act of 1963 C) Executive Order 11246 D) Age Discrimination in Employment Act of 1967 Answer: B Explanation: B) The Equal Pay Act made it unlawful to discriminate in pay on the basis of sex when jobs involve equal work equivalent skills, effort, and responsibility and are performed under similar working conditions However, differences in pay not violate the act if the difference is based on a seniority system, a merit system, a system that measures earnings by quantity or quality of production, or a differential based on any factor other than sex Diff: Page Ref: 23 Chapter: LO: Skill: Concept 4) Title VII of the 1964 Civil Rights Act prohibits discrimination based on all of the following characteristics EXCEPT A) national origin B) sexual orientation C) color D) religion Answer: B Explanation: B) Title VII of the 1964 Civil Rights Act says an employer cannot discriminate based on race, color, religion, sex, or national origin Specifically, it states that it shall be an unlawful employment practice for an employer Diff: Page Ref: 23 Chapter: LO: Skill: Concept 5) Members of the EEOC are appointed by the A) U.S Senate B) U.S Supreme Court C) President of the United States D) Vice-President of the United States Answer: C Explanation: C) The EEOC consists of five members appointed by the president with the advice and consent of the Senate Each member serves a five-year term Diff: Page Ref: 23 Chapter: LO: Skill: Concept Copyright © 2012 Pearson Education, Inc publishing as Prentice Hall Full file at https://fratstock.eu 6) The EEOC consists of members, and each member serves a term of years A) 5; B) 5; C) 7; D) 7; Answer: B Explanation: B) The EEOC consists of five members appointed by the president with the advice and consent of the Senate Each member serves a five-year term Diff: Page Ref: 23 Chapter: LO: Skill: Concept 7) The EEOC was initially established to investigate complaints about A) job discrimination B) unfair business practices C) sexual harassment in public schools D) accommodations for disabled workers Answer: A Explanation: A) Title VII established the Equal Employment Opportunity Commission (EEOC) to administer and enforce the Civil Rights law at work The EEOC receives and investigates job discrimination complaints from aggrieved individuals Diff: Page Ref: 23-24 Chapter: LO: Skill: Concept 8) Steven is a 55-year-old American of Anglo-Saxon descent What legislation is intended to protect Steven from discrimination? A) Executive Order 11375 B) Equal Pay Act of 1963 C) Executive Order 11246 D) Age Discrimination in Employment Act of 1967 Answer: D Explanation: D) The Age Discrimination in Employment Act of 1967 (ADEA) made it unlawful to discriminate against employees or applicants who are between 40 and 65 years of age Executive Orders 11246 and 11375 require government contractors to take affirmative action, and the Equal Pay Act made it unlawful to discriminate in pay based on the employee's gender Diff: Page Ref: 24 Chapter: LO: Skill: Application Copyright © 2012 Pearson Education, Inc publishing as Prentice Hall Full file at https://fratstock.eu 9) Rollins and Associates is making an extra effort to promote and hire under-represented, protected individuals Rollings and Associates is most likely participating in A) progressive desegregation B) affirmative action C) progressive action D) permitted discrimination Answer: B Explanation: B) Affirmative action involves making an extra effort to hire and promote individuals in protected groups, especially when those groups are under-represented Executive Orders 11246 and 11375 require government contractors to take affirmative action Diff: Page Ref: 24 Chapter: LO: Skill: Application 10) Executive Orders 11246 and 11375 apply to which of the following employers? A) publicly traded firms B) federal contractors C) small businesses D) private employers Answer: B Explanation: B) Under executive orders that U.S presidents issued years ago, most employers who business with the U.S government have an obligation beyond that imposed by Title VII to refrain from employment discrimination Executive Orders 11246 and 11375 not just ban discrimination; they require that contractors take affirmative action to ensure equal employment opportunity These orders also established the Office of Federal Contract Compliance Programs (OFCCP), which is responsible for ensuring the compliance of federal contracts Diff: Page Ref: 24 Chapter: LO: Skill: Concept 11) The requires employers with federal contracts over $2,500 to take affirmative action in employing handicapped persons A) Equal Pay Act of 1963 B) Vocational Rehabilitation Act C) Age Discrimination in Employment Act D) Office of Federal Contract Compliance Programs Answer: B Explanation: B) The Vocational Rehabilitation Act of 1973 requires employers with federal contracts over $2,500 to take affirmative action for the employment of disabled persons The act does not require that an unqualified person be hired It does require that an employer take steps to accommodate a disabled worker unless doing so imposes an undue hardship on the employer Diff: Page Ref: 24 Chapter: LO: Skill: Concept Copyright © 2012 Pearson Education, Inc publishing as Prentice Hall Full file at https://fratstock.eu 12) The Vocational Rehabilitation Act requires that employers A) accommodate disabled workers B) provide training opportunities C) perform background checks D) promote female employees Answer: A Explanation: A) The Vocational Rehabilitation Act of 1973 requires employers with federal contracts over $2,500 to take affirmative action for the employment of disabled persons The act does not require that an unqualified person be hired It does require that an employer take steps to accommodate a disabled worker unless doing so imposes an undue hardship on the employer Diff: Page Ref: 24 Chapter: LO: Skill: Concept 13) According to the Age Discrimination in Employment Act of 1967, it is unlawful to A) allow juries to determine age discrimination B) fire older employees for insubordination C) institute a minimum age for employees D) require employees to retire at age 65 Answer: D Explanation: D) The Age Discrimination in Employment Act of 1967 (ADEA) made it unlawful to discriminate against employees or applicants who are between 40 and 65 years of age Subsequent amendments eliminated the age cap, effectively ending most mandatory retirement at age 65 The ADEA allows jury trials Diff: Page Ref: 24 Chapter: LO: Skill: Concept 14) The Pregnancy Discrimination Act treats pregnancy as a(n) A) disability B) uncovered disease C) unspecified condition D) gender-specific condition Answer: A Explanation: A) The PDA broadened the definition of sex discrimination to encompass pregnancy, childbirth, or related medical conditions It prohibits using these for discrimination in hiring, promotion, suspension, or discharge, or any other term or condition of employment The PDA says that if an employer offers its employees disability coverage, then pregnancy and childbirth must be treated like any other disability and must be included in the plan as a covered condition Diff: Page Ref: 24 Chapter: LO: Skill: Concept Copyright © 2012 Pearson Education, Inc publishing as Prentice Hall Full file at https://fratstock.eu 15) Which of the following does NOT participate in the issuance of uniform guidelines? A) EEOC B) Department of Labor C) Better Business Bureau D) Civil Service Commission Answer: C Explanation: C) The EEOC, Civil Service Commission, Department of Labor, and Department of Justice together issued uniform guidelines These set forth "highly recommended" procedures regarding things like employee selection, record keeping, and preemployment inquiries The Better Business Bureau is not involved in issuing uniform guidelines Diff: Page Ref: 24 Chapter: LO: Skill: Concept 16) Which Supreme Court case was used to define unfair discrimination in conjunction with EEO laws? A) Abington School District v Schempp B) Meritor Savings Bank FSB v Vinson C) Griggs v Duke Power Company D) Faragher v City of Boca Raton Answer: C Explanation: C) Griggs v Duke Power Company was a landmark Supreme Court case used to define unfair discrimination as put forth in EEO laws such as Title VII The Court ruled that employment practices must be job related and that discrimination does not have to be overt to be illegal Diff: Page Ref: 25 Chapter: LO: Skill: Concept 17) In Griggs v Duke Power Company, Griggs sued the power company because it required coal handlers to be high-school graduates The case was decided in favor of Griggs because A) high-school diplomas were not related to job success as a coal handler B) Duke Power Company intended to discriminate based on race C) no business necessity existed for Duke Power Company D) Griggs held a GED Answer: A Explanation: A) The Court ruled in favor of Griggs because having a high-school diploma was not relevant to the job of coal handler The Court held that an employment practice must be job related if it has an unequal impact on members of a protected class Diff: Page Ref: 25 Chapter: LO: Skill: Concept Copyright © 2012 Pearson Education, Inc publishing as Prentice Hall Full file at https://fratstock.eu 18) All of the following are principles established by Griggs v Duke Power Company EXCEPT A) burden of proof is on the employer B) employment selection practices must be job related C) performance standards should be unambiguous D) discrimination does not have to be overt to be illegal Answer: C Explanation: C) The Court ruled in Griggs v Duke Power Company that the burden of proof is on the employer to show that a hiring practice such as testing is job related The Court also ruled that business necessity is the defense for any existing program that has an adverse impact and that discrimination does not have to be overt to be illegal The case did not address performance standards Diff: Page Ref: 25 Chapter: LO: Skill: Concept 19) Under the principles established by Griggs v Duke Power Company, may be used as a defense for any existing program that has an adverse impact on members of a protected class A) gender B) fair in form C) affirmative action D) business necessity Answer: D Explanation: D) Business necessity is the defense for any existing program that has an adverse impact according to Griggs The court did not define business necessity Diff: Page Ref: 25 Chapter: LO: Skill: Concept 20) If a person is in a protected class, he or she is protected by which of the following? A) Department of Labor guidelines B) Sarbanes-Oxley Act C) Title VII of the Civil Rights Act D) Consumer Protection Act Answer: C Explanation: C) The term protected class refers to persons such as minorities and women who are protected by equal opportunity laws, including Title VII The other laws are not related to equal opportunity issues Diff: Page Ref: 25 Chapter: LO: Skill: Concept Copyright © 2012 Pearson Education, Inc publishing as Prentice Hall Full file at https://fratstock.eu 21) Which Supreme Court decision does NOT apply to cases of sexual harassment? A) Griggs v Duke Power Company B) Meritor Savings v Vinson C) Burlington Industries v Ellerth D) Farragher v City of Boca Raton Answer: A Explanation: A) The Court ruled in Griggs v Duke Power Company that the burden of proof is on the employer to show that a hiring practice such as testing is job related The other cases clarify the law on sexual harassment Diff: Page Ref: 25 Chapter: LO: Skill: Concept 22) Which court case provided details regarding how employers could validate the relationship between screening tools and job performance? A) West Coast Hotel Co v Parrish B) Albemarle Paper Company v Moody C) Griggs v Duke Power Company D) Burlington Industries v Ellerth Answer: B Explanation: B) In the Albemarle case, the Court provided more details on how employers could prove that tests or other screening tools relate to job performance For example, the Court said that if an employer wants to test candidates for a job, then the employer should first clearly document and understand the job's duties and responsibilities Diff: Page Ref: 25 Chapter: LO: Skill: Concept 23) means that an employer engages in an employment practice or policy that has a greater adverse effect on the members of a protected group under Title VII than on other employees, regardless of intent A) Disparate impact B) Sexual discrimination C) Affirmative action D) Disparate treatment Answer: A Explanation: A) Disparate impact is an unintentional disparity between the proportion of a protected group applying for a position and the proportion getting the job Disparate treatment is an intentional disparity between the proportion of a protected group and the proportion getting the job Diff: Page Ref: 25 Chapter: LO: Skill: Concept Copyright © 2012 Pearson Education, Inc publishing as Prentice Hall Full file at https://fratstock.eu 24) exists when an employer intentionally treats an individual differently because that individual is a member of a particular race, religion, gender, or ethnic group A) Disparate treatment B) Disparate impact C) Adverse impact D) Prima facie Answer: A Explanation: A) Disparate treatment is an intentional disparity between the proportion of a protected group and the proportion getting the job Disparate impact is an unintentional disparity between the proportion of a protected group applying for a position and the proportion getting the job Diff: Page Ref: 26 Chapter: LO: Skill: Concept 25) refers to the total employment process that results in a significantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion A) Disparate treatment B) Unintentional discrimination C) Adverse impact D) Prima facie Answer: C Explanation: C) Adverse impact is the total employment process that results in a significantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion Employers may not institute an employment practice that causes a disparate impact on a particular class of people unless they can show that the practice is job related and necessary Diff: Page Ref: 34 Chapter: LO: Skill: Concept 26) Intentional discrimination is also called A) disparate impact B) disparate treatment C) adverse discrimination D) mixed motive harassment Answer: B Explanation: B) Disparate treatment is an intentional disparity between the proportion of a protected group and the proportion getting the job Disparate treatment is also known as intentional discrimination Diff: Page Ref: 26 Chapter: LO: Skill: Concept Copyright © 2012 Pearson Education, Inc publishing as Prentice Hall Full file at https://fratstock.eu 27) Ruben files a lawsuit against his employer for intentional discrimination based on the Civil Rights Act of 1991 Ruben may sue for all of the following EXCEPT A) punitive damages B) job reinstatement C) compensatory damages D) substantive consolidation Answer: D Explanation: D) According to the Civil Rights Act of 1991, an employee who claims intentional discrimination can sue for back pay, attorneys' fees, court costs, job reinstatement, punitive damages, and compensatory damages Substantive consolidation is a legal term referring to debt consolidation Diff: Page Ref: 26 Chapter: LO: Skill: Application 28) 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? A) plaintiff B) employee C) employer D) EEOC Answer: C Explanation: C) According to the Civil Rights Act of 1991, once an aggrieved applicant or employee demonstrates that an employment practice (such as "must lift 100 pounds") has a disparate (or "adverse") impact on a particular group, then the burden of proof shifts to the employer, who must show that the challenged practice is job related Diff: Page Ref: 26 Chapter: LO: Skill: Concept 29) In which of the following court cases did the plaintiff accuse the defendant of quid pro quo sexual harassment? A) Burlington Industries v Ellerth B) Griggs v Duke Power Company C) Farragher v City of Boca Raton D) Meritor Savings Bank, FSB v Vinson Answer: A Explanation: A) In Burlington Industries v Ellerth, the employee accused her supervisor of quid pro quo harassment She said her boss propositioned and threatened her with demotion if she did not respond In Faragher v City of Boca Raton, the employee accused the employer of condoning a hostile work environment In the Meritor Savings Bank, FSB v Vinson case, the U.S Supreme Court broadly endorsed the EEOC's sexual harassment guidelines Diff: Page Ref: 27 Chapter: LO: Skill: Concept 10 Copyright © 2012 Pearson Education, Inc publishing as Prentice Hall Full file at https://fratstock.eu 62) Which of the following refers to the variety of demographic features that characterize a company's workforce? A) ethnocentricity B) competency C) diversity D) mobility Answer: C Explanation: C) Diversity refers to the variety or multiplicity of demographic features that characterize a company's workforce, particularly in terms of race, sex, culture, national origin, handicap, age, and religion Diff: Page Ref: 40 AACSB: Multicultural and Diversity Chapter: LO: Skill: Concept 63) Which of the following is most likely characteristic of a firm effectively implementing a diversity management program? A) Female and minority employees have access to international job assignments B) Diversity training requirements are only completed by minority and female workers C) Voluntary mediation occurs frequently among female and minority workers D) Female and minority employees report directly to low-level managers Answer: A Explanation: A) In firms with diversity management programs that are successful, female and minority workers would have the same access to international job assignments as white, male employees Minorities would also report directly to senior management rather than low-level managers Diff: Page Ref: 41 AACSB: Multicultural and Diversity Chapter: LO: Skill: Application 64) Hayworth Hotels employs a small group of women and minorities in high-profile positions, but few women and minorities hold significant positions in other areas of the firm Which of the following best describes the situation at Hayworth Hotels? A) ethical hiring practices B) tokenism C) diversity management D) ethnocentrism Answer: B Explanation: B) Tokenism occurs when a company appoints a small group of women or minorities to high-profile positions, rather than more aggressively seeking full representation for that group Ethnocentrism is the tendency to view members of other social groups less favorably than one's own Diff: Page Ref: 40 Chapter: LO: Skill: Application 24 Copyright © 2012 Pearson Education, Inc publishing as Prentice Hall Full file at https://fratstock.eu 65) All of the following are likely to increase employee support to an affirmative action program EXCEPT A) transparent selection procedures B) clear communication C) effective tokenism D) valid justifications Answer: C Explanation: C) Tokenism occurs when a company appoints a small group of women or minorities to high-profile positions, rather than more aggressively seeking full representation for that group, which would not gain employee support Using transparent selection procedures, communicating selection standards, and justifying the program by emphasizing the benefits of diversity are ways to increase employee support Diff: Page Ref: 43 AACSB: Multicultural and Diversity Chapter: LO: Skill: Concept 66) The 13th Amendment to the U.S Constitution states, "no person shall be deprived of life, liberty, or property, without due process of the law." Answer: FALSE Explanation: The 13th Amendment outlawed slavery The 5th Amendment states that "no person shall be deprived of life, liberty, or property, without due process of the law." Diff: Page Ref: 23 Chapter: LO: Skill: Concept 67) The 14th Amendment to the U.S Constitution led to the establishment of the EEOC Answer: FALSE Explanation: Title VII of the 1964 Civil Rights Act established the Equal Employment Opportunity Commission to administer and enforce the Civil Rights law at work Diff: Page Ref: 23 Chapter: LO: Skill: Concept 68) The EEOC receives and investigates job discrimination complaints from aggrieved individuals Answer: TRUE Explanation: The Equal Employment Opportunity Commission receives and investigates job discrimination complaints from aggrieved individuals When the EEOC finds reasonable cause that the charges are justified, it attempts (through conciliation) to reach an agreement If this fails, it can go to court Diff: Page Ref: 23 Chapter: LO: Skill: Concept 25 Copyright © 2012 Pearson Education, Inc publishing as Prentice Hall ... discrimination complaints from aggrieved individuals Diff: Page Ref: 23 -2 4 Chapter: LO: Skill: Concept 8) Steven is a 55-year-old American of Anglo-Saxon descent What legislation is intended to protect Steven... by the sexual conduct of supervisors, coworkers, or non-employees Diff: Page Ref: 26 Chapter: LO: Skill: Application 12 Copyright © 20 12 Pearson Education, Inc publishing as Prentice Hall Full... are under-represented Executive Orders 1 124 6 and 11375 require government contractors to take affirmative action Diff: Page Ref: 24 Chapter: LO: Skill: Application 10) Executive Orders 1 124 6 and