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Question
What is the difference between a conditional job offer and a permanent job offer?a) The conditional job offer is made when employment tests are passed. The permanent job offer is made when background checks are passed.
b) The conditional job offer is made by the recruiter. The permanent job offer is made by the interviewer.
c) The conditional job offer is made after salary is set. The permanent job offer is based on performance expectations, before salary is set.
d) Conditional job offers are made to hourly workers. Permanent job offers are made to salaried workers.
e) The conditional job offer is made before the initial screening. The permanent job offer is made after medical requirements are met.
Answer
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Related questions
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Which case found that layoffs of white workers to establish racial or ethnic balances were illegal?
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b) Washington v. Davis.
c) Wyant v. Jackson Board of Education.
d) U. S. v. Paradise.
e) Wards Cove Packing Company v. Antonio.
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An allegation of discrimination could be supported under the restricted policy infraction test in which instance?
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b) The XYZ company has a policy of promoting from within. They only hire inexperienced, newly graduated applicants, mostly from local universities.
c) A large Baltimore-based financial institution has no African-Americans on the payroll.
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When using shared services, which type of service works directly with business unit managers in strategic roles to develop goals and plans for the organization?
a) Centers of excellence
b) Generalist centers
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a) Only react to the decisions made by top managers
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________ are designed to assist employees in advancing their work lives.
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The _________ paved the way for the human relations movement.
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a) codes of ethics.
b) acquisitions.
c) sustainability.
d) employee morale.
e) corporate improvement programs.
Q:
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Q:
HRM is often involved in all of the following for their contingent workers except
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Q:
a) suspensionb) Drug-Free Workplace Act of 1988c) Fair Credit Reporting Act of 1971d) Polygraph Protection Act of 1988e) hot-stove rulef) drug testingg) written verbal warningh) Implied employment contracti) dismissalj) employment-at-will doctrinek) disciplinel) whistle-blowingm) honesty testn) Privacy Act of 1974o) written warningA concept rooted in nineteenth-century common law, which permitted employers to discipline of discharge employees at their discretion.
Q:
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Q:
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Q:
An allegation of discrimination could be supported under a geographical comparison test in which instance?
a) Mary, a 50-year-old chemical engineer, responded to a position advertised as "Chemical Engineer: BS in Chemical Engineering, plus 5 years' experience or equivalent." She received a form letter in response that said applications were no longer being accepted for this position. She saw the same position advertised 2 days later.
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c) A large Miami-based financial institution has no Hispanics on the payroll.
d) Jose, who speaks only Spanish, applied for a postal service job which was posted in English, Spanish, and French. He was told applications were no longer being accepted for this position.
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Q:
You are vice-president of human resources of a large pharmaceutical manufacturer. Your firm has a longstanding tradition of promoting from within. New hires are fresh college graduates with no experience, no advanced degrees. Your firm is being sued by Ed, a 45-year-old MBA, who has attempted to apply for a general manager job. He knows the position is available because the incumbent died and the obituary was public information. He is claiming age discrimination. Which of the following discrimination defenses should be employed?
a) The 4/5 rule
b) McDonnell-Douglas Test
c) Geographical comparison
d) Performance ratio comparison
e) Seniority systems