Question 1

It is illegal to use an individual's religion in an employment decision unless the nature of the job involves:

Accepted Answer

A)   national security
B)   religion
C)   the public sector
D)   the private sectorE) B) and C)
F) A) and C)

Question 2

When the courts make a decision, the decision becomes:

Accepted Answer

A)   final
B)   moot
C)   case law
D)   a statuteE) All of the above
F) A) and D)

Question 3

"English only" requirements at work are:

Accepted Answer

A)   always illegal
B)   always legal
C)   are legal if they are job related
D)   legal if most of employees only speak EnglishE) All of the above
F) A) and C)

Question 4

Sexual harassment results in:

Accepted Answer

A)   decreased productivity
B)   increased absenteeism
C)   increased turnover
D)   all of these are resultsE) All of the above
F) C) and D)

Question 5

In determining if an employment decision is legal, the first question to ask is "does the employment practice directly refer to a member of a federally protected class? Which of the following is NOT a federally protected class?

Accepted Answer

A)   Sexual orientation
B)   Religion
C)   Color
D)   All are protected classesE) B) and C)
F) All of the above

Question 6

Which of the following components of a sexual harassment policy would be illegal?

Accepted Answer

A)   All complaints must be investigated
B)   The punishment must be severe
C)   Complaints must be kept confidential
D)   All of three are legal and good policyE) B) and C)
F) A) and D)

Question 7

Though Congress did not provide a list of disabilities, it did define disability in part as "being regarded as having such an impairment." Which of the following "disabilities" would qualify under this part of the definition?

Accepted Answer

A)   blindness
B)   severe burns
C)   asthma
D)   recovering alcoholicsE) B) and D)
F) A) and B)

Question 8

What are the four common reasons for affirmative action plans?

Accepted Answer

•Court order
•Govern...

Question 9

Nagy Industries is considering reserving the best parking spots for employees who are 7 months pregnant. Is this legal?

Accepted Answer

A)   No, giving preference would violate the Pregnancy Discrimination Act
B)   No, pregnancy can not be treated better than other short term disabilities
C)   Yes, pregnancy can be treated better than other short term disabilities
D)   Yes, the Pregnancy Discrimination Act requires companies to provide accommodationsE) A) and C)
F) A) and B)

Question 10

The EEOC usually handles alleged violations of:

Accepted Answer

A)   state laws
B)   federal laws
C)   county laws
D)   none of theseE) All of the above
F) A) and D)

Question 11

For adverse impact to have practical significance, the minority selection ratio must be less than ____ percent of the majority selection ratio.

Accepted Answer

A)   50
B)   30
C)   80
D)   75E) B) and C)
F) A) and D)

Question 12

The first step in the legal process is for some legislative body to:

Accepted Answer

A)   get sued
B)   receive a complaint
C)   pass a law
D)   take a voteE) None of the above
F) B) and C)

Question 13

If a job can only be performed by a person in a particular class, the requirement is considered:

Accepted Answer

A)   a BFOQ
B)   restrictive
C)   discriminatory
D)   to be none of these three choicesE) A) and D)
F) C) and D)

Question 14

Employees using FMLA must:

Accepted Answer

A)   be given paid leave
B)   have at least 5 years of tenure
C)   give 30 days notice when possible
D)   all three of these are trueE) A) and C)
F) All of the above

Question 15

An employment practice resulting in adverse impact may still be legal as long as:

Accepted Answer

A)   the test used was job related
B)   there was no intent to discriminate
C)   neither of the two options is true
D)   both of the options are trueE) All of the above
F) A) and B)

Question 16

Which of the following is not an important factor in filing a complaint of age discrimination?

Accepted Answer

A)   you are at least 40
B)   a younger person was hired to replace you
C)   you were a good employee
D)   all three are important factorsE) B) and C)
F) A) and B)

Question 17

The case law most pertinent to privacy issues and psychological testing is:

Accepted Answer

A)   Soroka v. Dayton Hudson
B)   Oncale v. Sundowner Offshore Services
C)   Griggs v. Duke Power
D)   Harris v. Forklift SystemsE) A) and B)
F) C) and D)

Question 18

If a law is passed at the federal level, states may pass laws that _____ the rights granted in the federal law, states may not pass laws that will _____ the rights granted in the federal law.

Accepted Answer

A)   diminish / expand
B)   expand / change
C)   diminish / change
D)   expand / diminishE) A) and B)
F) A) and C)

Question 19

What are the three major affirmative action strategies?

Accepted Answer

•Intentional recruitment of mi...

Question 20

The _______ is thought to be the most important piece of employment legislation since the 1964 Civil Rights Act.

Accepted Answer

A)   Sexual Preference Fairness Act
B)   Equal Pay Act
C)   Americans with Disabilities Act
D)   Vietnam-Era Veterans Readjustment ActE) A) and D)
F) A) and C)

Exam 3: Legal Issues in Employee Selection.

The first step in the legal process is for some legislative body to:

Correct AnswerverifiedShow Answer

If a law is passed at the federal level, states may pass laws that _____ the rights granted in the federal law, states may not pass laws that will _____ the rights granted in the federal law.

Correct AnswerverifiedShow Answer

When the courts make a decision, the decision becomes:

Correct AnswerverifiedShow Answer

Sexual harassment results in:

Correct AnswerverifiedShow Answer

What are the four common reasons for affirmative action plans?

Correct Answerverified•Court order•Govern...View AnswerShow Answer

Employees using FMLA must:

Correct AnswerverifiedShow Answer

The _______ is thought to be the most important piece of employment legislation since the 1964 Civil Rights Act.

Correct AnswerverifiedShow Answer

If a job can only be performed by a person in a particular class, the requirement is considered:

Correct AnswerverifiedShow Answer

An employment practice resulting in adverse impact may still be legal as long as:

Correct AnswerverifiedShow Answer

Nagy Industries is considering reserving the best parking spots for employees who are 7 months pregnant. Is this legal?

Correct AnswerverifiedShow Answer

Though Congress did not provide a list of disabilities, it did define disability in part as "being regarded as having such an impairment." Which of the following "disabilities" would qualify under this part of the definition?

Correct AnswerverifiedShow Answer

The EEOC usually handles alleged violations of:

Correct AnswerverifiedShow Answer

"English only" requirements at work are:

Correct AnswerverifiedShow Answer

Which of the following is not an important factor in filing a complaint of age discrimination?

Correct AnswerverifiedShow Answer

The case law most pertinent to privacy issues and psychological testing is:

Correct AnswerverifiedShow Answer

In determining if an employment decision is legal, the first question to ask is "does the employment practice directly refer to a member of a federally protected class? Which of the following is NOT a federally protected class?

Correct AnswerverifiedShow Answer

For adverse impact to have practical significance, the minority selection ratio must be less than ____ percent of the majority selection ratio.

Correct AnswerverifiedShow Answer

It is illegal to use an individual's religion in an employment decision unless the nature of the job involves:

Correct AnswerverifiedShow Answer

Which of the following components of a sexual harassment policy would be illegal?

Correct AnswerverifiedShow Answer

What are the three major affirmative action strategies?

Correct Answerverified•Intentional recruitment of mi...View AnswerShow Answer

Correct Answer
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If a law is passed at the federal level, states may pass laws that _ the rights granted in the federal law, states may not pass laws that will _ the rights granted in the federal law.

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•Court order
•Govern...
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•Intentional recruitment of mi...
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