Correct first step in the eeoc complaint process

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Reference no: EM13778438

Question 1: Which of the following is the correct first step in the EEOC complaint process?

The EEOC notifies the employer that there is a complaint

The EEOC agent hears statements from the employee and the employer

The person who believes he/she is a victim of discrimination files a claim with a federal, state, or local Equal Employment Opportunity Office

If there is no settlement, the EEOC may find no merit or may find merit, issuing a right-to-sue letter or may sue itself on behalf of the complaining employee

Questing 2: The Age Discrimination in Employment Act prohibits discrimination in employment against persons over age

Question 3: Which of the following is legal?

A bank starting women out as loan processors and men out as repossession professionals.

Sending only Chinese employees to negotiate on the company s behalf in China when there is evidence that the Chinese only want to negotiate with Americans who are ethnically Chinese

Requiring older workers to opt for a different health insurance plan so that costs are reduced for all employees

These are all illegal.

Question 4: Under the ADA a person falls within the protection of the ADA if his/her mental or physical disability interferes with the ability to work but NOT with the ability to perform life activities outside of the workplace.

True

False

Question 5: Which of the following would be legal under the ADA?

Refusing to hire an employee because of a previous drug addiction

Refusing to hire someone because of current drug use

Refusing to hire someone because of D.U.I. violations

Both b & c are legal

Question 6: Which of the following is NOT true of Title VII and protected classes?

Title VII applies to employers, employment agencies, and labor unions in the private and public sectors

In 1972 Title VII was amended by the Equal Employment Opportunity Act to give the EEOC the power to enforce the act.

Individuals of lower economic status are by definition a protected class.

Race, color, national origin, religion, and sex are all characteristics that determine protected classes for purposes of Title VII coverage.

Question 7: Manucorporation in hiring workers to run its factory floor requires aptitude tests. It has not hired any consultants or run any studies to show that the aptitude tests are directly determinative of success in the workers who pass the test verses those who don t pass the test. They will hire any applicant who passes the test, regardless of that person s race, gender, religion or national origin. As it turns out, African American and Hispanic applicants do not score as highly on the test as other applicants. Is this test legal?

Yes because Manucorporation hires any applicant who passes the test, regardless as to that individual s status in a protected class.

Yes because it is an aptitude test.

No, because the test creates a disparate impact that negatively efects members of protected groups of workers and because the tests have not been proven to relate to valid job requirements.

No because it is an aptitude test

Question 8: An employer could be legally responsible for its employees emailing dirty jokes around the office.

True

False

Question 9: Which of the following is TRUE of Executive Order 11246?

It was issued by President George Bush.

It requires government contractors to adopt affirmative action.

It requires employees in each job category to match the percentage of each minority group contained in the population at large.

While fines may be applied, it is not legal to cancel government contracts for violation of Executive Order 11246.

Question 10: The following job announcement is legal: Opening for bilingual or culturally Hispanic candidate, preferably from Guatemala or Equador to act as receptionist in small immigration law firm.

True

False

Reference no: EM13778438

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