Q&A Hero

Q: Which of the following is most likely an example of a discriminatory selection standard?A) requiring an engineer applicant to meet specific height standardsB) collecting work history information from a managerial applicantC) requiring a school teacher applicant to have a four-year college degreeD) measuring the computer language skills of a software designer applicant

Q: Which of the following is most likely NOT a discriminatory recruitment practice?A) spreading information about job openings through word-of-mouth among a firm's predominantly Hispanic workforceB) providing misleading information to Asian and Indian job applicantsC) refusing to advise older applicants about work opportunitiesD) posting job advertisements only in local newspapers

Q: What is a BFOQ? How do BFOQs affect recruitment practices?

Q: Under no circumstances may religion be used as a bona fide occupational qualification (BFOQ).

Q: The Age Discrimination in Employment Act prohibits the use of age as a BFOQ for any type of employment.

Q: 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 4-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 of flight experience. Jeff is suing Western Airlines for discriminatory hiring practices.Which of the following statements is most likely relevant to this court case against Western Airlines?A) Most pilots at Western Airlines belong to labor unions and are involved in collective bargaining arrangements detrimental to the industry.B) The Age Discrimination in Employment Act prevents firms, such as Western Airlines, from discriminating when age is a BFOQ.C) The job requirements for pilots at Western Airlines are a business necessity due to the human risks associated with hiring unqualified applicants.D) Western Airlines has been in operation for over 20 years and has never been sued for EEO violations.

Q: 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 two-year college and only 2,000 hours of flight experience. Jeff is suing Western Airlines for discriminatory hiring practices.Which of the following, if true, best supports Western Airlines' defense?A) The total number of hours spent flying a commercial airline is a valid predictor of performance for most Western Airlines pilots.B) Recent experiences with college recruiting have led Western Airlines to increase the percentage of its minority pilots.C) Job capability as a Western Airlines pilot depends most heavily on age, gender, and previous job experiences.D) Western Airlines bases its selection tests and hiring practices on industry guidelines for commercial pilots.

Q: The defense of ________ requires showing that there is an overriding business purpose for the discriminatory practice and that the practice is therefore acceptable. A) prima facie B) mixed motive C) adverse impact D) business necessity

Q: 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.A) BFOQB) ADEAC) EEOCD) BARS

Q: In which of the following jobs would it most likely be appropriate to use gender as a BFOQ?A) actor in a toothpaste commercialB) teacher at a private, all-girls schoolC) prison guard at a federal penitentiaryD) firefighter in a metropolitan fire department

Q: Which of the following allows an employer to claim that an employment practice is a bona fide occupational qualification for performing the job? A) 1972 Equal Opportunity Act B) Vocational Rehabilitation Act of 1973 C) Executive Orders 11246 and 11375 D) Title VII of the 1964 Civil Rights Act

Q: All of the following are useful in minimizing employer liability for sexual harassment EXCEPT ________. A) adopting a policy that forgives the first offense B) issuing a policy statement condemning harassment C) informing all employees about sexual harassment policies D) developing and implementing a harassment complaint procedure

Q: What two defenses are available to employers defending themselves against discrimination charges? A) BFOQ and business necessity B) EEO and business necessity C) BFOQ and affirmative action D) EEO and affirmative action

Q: ________ 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

Q: ________ 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

Q: Compare and contrast disparate treatment and disparate impact.

Q: Managers serve a significant role in establishing the environment of a workplace. How can managers discourage sexual harassment? How can managers encourage inclusion in a diverse workforce?

Q: How can an employer defend itself against sexual harassment liability? Name two methods.

Q: What are the three forms of sexual harassment? Name and describe each one.

Q: In a brief essay, discuss Executive Orders 11246 and 11375 and their effect on affirmative action programs.

Q: What is the EEOC? Briefly explain the EEOC enforcement process.

Q: What is the American with Disabilities Act? How does the ADA affect selection standards for employers?

Q: What equal employment opportunity laws address disabled workers? What defenses are available to an employer that is charged with discriminating against a disabled individual?

Q: What were the three crucial guidelines affecting equal employment legislation that Chief Justice Burger identified in his written opinion on Griggs v. Duke Power Company?

Q: Under the Civil Rights Act of 1991, disparate impact claims require proof of discriminatory intent.

Q: U.S. employees of U.S. firms working abroad are covered by the guidelines of the Civil Rights Act of 1991.

Q: To prove sexual harassment, it is necessary to show that the harassment had tangible consequences such as demotion or termination.

Q: According to the ADA Amendments Act of 2008, employees are considered disabled even if they are able to control their impairments with medical modifications.

Q: According to GINA, health insurers and employers are prohibited from discriminating based on people's genetic information.

Q: Mental disabilities, such as depression and anxiety disorders, account for the greatest number of claims brought under the ADA.

Q: According to the ADA, firms must employ all disabled individuals who apply for positions and provide them with job training when necessary.

Q: The American with Disabilities Act of 1990 does not list specific disabilities but provides impairment guidelines instead.

Q: Title VII forbids testing or screening of job applicants because testing could systematically discriminate against some protected classes.

Q: If an employer offers its employees disability coverage, then it must treat pregnancy and childbirth like any other disability and include it in the plan as a covered condition.

Q: The most direct way to prove sexual harassment is showing that a tangible employment action is dependent on sexual favors.

Q: The Pregnancy Discrimination Act is an amendment to Title VII.

Q: According to Executive Order 11246, federal contractors and private firms must take affirmative action to improve employment opportunities for women and racial minorities.

Q: In Faragher v. City of Boca Raton, the employee accused the employer of condoning a hostile working environment, and the Supreme Court ruled in favor of the employee.

Q: Only an aggrieved individual can file job discrimination charges against a business.

Q: Which of the following would prohibit workplace discrimination based on sexual orientation and gender identity? A) Employment Non-Discrimination Act B) Federal Violence Against Women Act C) Pregnancy Discrimination Act D) Equal Pay Act

Q: Which of the following will be the most likely result of the ADA Amendments Act of 2008? A) Employees will find it easier to prove that their disabilities are limiting. B) The number of major life activities considered disabilities will be narrowed. C) Employers will be required to make fewer accommodations for workers with disabilities. D) Employers will be required to hire a specific percentage of disabled workers to be in compliance.

Q: Prior to the ADA Amendments Act, why did employers win the majority of ADA cases? A) Employers proved that age negatively impacted an employee's job performance. B) Employees failed to prove that a disability affected both daily living and job performance. C) Conservative judges were sympathetic towards small-business owners with disabilities. D) Attorneys failed to draw connections between Title VII and the ADA.

Q: The greatest number of claims brought under the ADA is related to ________ disabilities. A) cosmetic B) physical C) mental D) hearing

Q: Under the ADA, those who can carry out the essential functions of the job are known as which of the following? A) protected class members B) qualified individuals C) staff authorities D) plaintiffs

Q: According to the Americans with Disabilities Act, which of the following is considered a disability? A) homosexuality B) voyeurism C) compulsive gambling D) cosmetic disfigurement

Q: The ________ prohibits employers from discriminating against qualified individuals with disabilities with regard to applications, hiring, discharge, compensation, advancement, training, or other terms, conditions, or privileges of employment. A) Civil Rights Act of 1991 B) Federal Violence Against Women Act of 1994 C) American with Disabilities Act of 1990 D) Disability Discrimination in Employment Act of 1967

Q: According to studies, which of the following groups experiences the most sexual harassment in the workplace? A) homosexual men B) minority men C) minority women D) white women

Q: One of Kara's male co-workers has been making sexually suggestive comments to Kara about her clothing and her appearance, which makes Kara feel uncomfortable at work. What is the first step Kara should take to address the problem?A) filing a complaint with the local EEOC officeB) consulting an attorneyC) filing a written report with the HR directorD) filing a verbal complaint with the harasser's boss

Q: Sanders Sporting Goods, an international sporting goods chain, is being sued for sexual harassment by a former Sanders employee. The plaintiff asserts that she was the victim of numerous unwanted sexual advances from a male co-worker. The woman claims that Sanders' management condoned a hostile work environment and that the company is liable for the actions of the male employee.All of the following are most likely relevant questions to address in this court case EXCEPT ________.A) Does Sanders have a record of employees who claim disparate treatment in the workplace?B) Did the plaintiff verbally state to her male co-worker that she found his behavior offensive?C) Did Sanders take reasonable care to prevent sexual harassment in the workplace?D) Is the male co-worker a U.S. citizen and is Sanders a U.S. entity?

Q: Sanders Sporting Goods, an international sporting goods chain, is being sued for sexual harassment by a former Sanders employee. The plaintiff asserts that she was the victim of numerous unwanted sexual advances from a male co-worker. The woman claims that Sanders' management condoned a hostile work environment and that the company is liable for the actions of the male employee.Which of the following, if true, would most likely undermine the plaintiff's claim that Sanders is liable for the male employee's conduct?A) The male employee physically threatened the plaintiff on three occasions.B) The male employee made sexual advances towards the plaintiff on a daily basis.C) The plaintiff discussed her concerns about the male employee's conduct with female co-workers.D) The male employee was required by HR to participate in a sexual harassment awareness course.

Q: Sanders Sporting Goods, an international sporting goods chain, is being sued for sexual harassment by a former Sanders employee. The plaintiff asserts that she was the victim of numerous unwanted sexual advances from a male co-worker. The woman claims that Sanders' management condoned a hostile work environment and that the company is liable for the actions of the male employee.Which of the following, if true, would best support the plaintiff's argument that Sanders is liable for sexual harassment?A) The HR department at Sanders has records of the plaintiff's initial complaints.B) Sanders lacks a management response system for handling sexual harassment complaints.C) Sanders recently lost a court case filed by former employees claiming disparate treatment.D) Exit interviews of outgoing Sanders employees include questions about sexual harassment.

Q: T & N Enterprises wants to minimize sexual harassment claims. All of the following are ways that the firm can minimize its liability in sexual harassment claims EXCEPT by ________.A) training employees in sexual harassment policiesB) instituting a sexual harassment reporting processC) investigating sexual harassment charges promptlyD) informing all employees about sexual harassment complaints

Q: Sally is known as a big flirt around the office. She often makes sexual innuendos to men at workboth co-workers and her subordinates. What form of sexual harassment is this an example of?A) hostile environment created by supervisorsB) hostile environment created by co-workersC) hostile environment created by non-employeesD) This is not sexual harassment.

Q: Gus is always making sexual jokes at work. Many employees find the jokes funny, but Shelley, Gus's executive assistant, is uncomfortable with the jokes. Eventually, she decides to quit her job rather than endure the jokes any longer. What form of sexual harassment has Shelley experienced?A) quid pro quoB) hostile environment created by supervisorsC) hostile environment created by co-workersD) none of the above; Shelley is not a victim of sexual harassment

Q: Judy was up for a promotion at Swensen 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 Swensen Consulting?A) quid pro quoB) disparate treatmentC) hostile environment created by co-workersD) hostile environment created by non-employees

Q: Maria is consulting an attorney about filing sexual harassment charges against her employer. All of the following are ways that Maria can prove sexual harassment EXCEPT by showing that ________.A) the verbal remarks of a co-worker were sexually flirtatiousB) the rejection of a supervisor's sexual advances led to a demotionC) a hostile environment was created by a co-worker's sexual conversationD) a hostile environment was created by a non-employee's sexual advances

Q: Which of the following is NOT considered sexual harassment? A) unwelcome sexual advances that create an intimidating work environment B) verbal conduct of a sexual nature which unreasonably interferes with job performance C) mutually consensual physical conduct of a sexual nature between co-workers D) requests for sexual favors made implicitly as a condition of employment

Q: According to the guidelines of the ADA, all of the following are examples of reasonable accommodations EXCEPT ________. A) altering work schedules B) modifying equipment C) changing job qualifications D) widening door openings

Q: 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

Q: 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

Q: 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

Q: Intentional discrimination is also called ________. A) disparate impact B) disparate treatment C) adverse discrimination D) mixed motive harassment

Q: ________ 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

Q: 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

Q: 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

Q: 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

Q: 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

Q: 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

Q: 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

Q: 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

Q: 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

Q: The Pregnancy Discrimination Act treats pregnancy as a(n) ________. A) disability B) uncovered disease C) unspecified condition D) gender-specific condition

Q: 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

Q: The Vocational Rehabilitation Act requires that employers ________. A) accommodate disabled workers B) provide training opportunities C) perform background checks D) promote female employees

Q: The ________ requires employers with federal contracts over $2,500 to take affirmative action in employing disabled persons. A) Equal Pay Act of 1963 B) Vocational Rehabilitation Act C) Age Discrimination in Employment Act D) Office of Federal Contract Compliance Programs

Q: 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

Q: Rollins and Associates is making an extra effort to promote and hire under-represented, protected individuals. Rollins and Associates is most likely participating in ________.A) progressive desegregationB) affirmative actionC) progressive actionD) permitted discrimination

Q: Steven is a 55-year-old American male of Anglo-Saxon descent. What legislation is intended to protect Steven from discrimination?A) Executive Order 11375B) Equal Pay Act of 1963C) Executive Order 11246D) Age Discrimination in Employment Act of 1967

Q: 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

Q: The EEOC consists of ________ members, and each member serves a term of ________ years. A) 5; 3 B) 5; 5 C) 7; 4 D) 7; 6