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Exam 3: Equal Employment Opportunity and Human Resources Management

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Question 61

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"Protected classes" is the current term used to refer to women and minorities.

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Question 62

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Adverse impact means that:

A) men are paid less than women.
B) employment decisions reject a higher percentage of a protected class than a nonprotected class.
C) efforts are made to recruit a larger percentage of minorities.
D) bona fide occupational qualification on religion is permitted at the workplace.

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Question 63

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Which of the following are the two forms of sexual harassment recognized by the EEOC:

Executive Order 11246 provides equal employment opportunities to:

Affirmative Action programs are required by all employers.

The Lily Ledbetter Fair Pay Act states that the 180-day statute of limitations for filing an equal-pay lawsuit with EEOC resets with each new discriminatory paycheck the employee receives.

To comply with the Immigration Reform and Control Act,employers should do all of the following except:

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

The EEOC considers an employer guilty of sexual harassment if the employer knew about harassment activity but failed to take any corrective action.

An employer may be guilt of sexual harassment when an employee finds jokes,pictures,or language used by others offensive.

Quid pro quo sexual harassment occurs when unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating,hostile,or offensive working environment.

No adverse impact exists if members of a protected class represent a significantly smaller percentage of the organization's workforce than the percentage found in the population of the surrounding community.

According to the Pregnancy Discrimination Act,it is not illegal to:

The Griggs case established the principle that employment practices must be job-related.

Employers of ____ or more employees,must file an EEO-1 report annually.

"National origin group" is defined as a group of people sharing a common:

Fair employment practice laws:

HR managers need not be concerned about state fair employment practice laws since they are usually less stringent and less comprehensive than federal laws prohibiting discrimination.

The Civil Rights Act of 1964 allows employers to set different cutoff test scores on the basis of race and sex.

Proof of a direct relationship between selection instruments and performance must be established through validation studies by an independent firm.