Reference no: EM13899748

1. When an employer is asked for references for a former employee, the employer?

Has a duty to respond.

Has a duty to response, but if she or he responds the reference must be truthful.

Can only respond if the former employee has signed a waiver authorizing release of confidential information.

Should provide only partial information so that response will not subject to employer to liability for the defamation.

Can only respond if the former employee has been provided with a copy of whatever information is given out.

2. Performance appraisal procedures?

Should be standardized in uniform for all employees within a job group.

Should be conducted randomly so as not to create an environment for desperate impact discrimination.

Should not be written but conducted orally so as minimize the potential for desperate treatment discrimination.

Should not be written but conducted orally so as not to expose the employer to liability for defamation.

Should be conducted less stringently for members for protected class to avoid liability under Vaughn vs. Edel

3. A company bases its willingness to interview for a position on degree to which the graphologist’s handwriting analysis indicates that a job applicant has emotional stability and ambition. Based on this test 70% of male applicants are interviewed where is 50% of female applicants are interviewed. The use of hand writing analysis in this manner has a desperate impact on woman

True

False

Not enough information to determine whether true or false

4. Prior to making a job offer, an employer calls applicant’s previous employer for reference. The previous employer makes some career damaging statement about the applicant, who is not afford the job. The applicant has a viable cause of action for defamation.

True

False

not enough information to determine whether true or false

5. D. Versity Co. uses statistically valid and reliable intelligence test to make hiring decision. A study reveals, however, that Hispanic applicants achieve an acceptable substantiality less than 4/5 as often as other classes of applicants. Although this test has an apparent disparate impact, it should survive legal challenge unless plaintiffs can show pretext or the existence of other valid and reliable testing procedure that would not have as disparate impact.

A. True

B. False

C. Not enough information to determine whether true or false.

6. Performance appraisal are exempt from the uniform guidelines because they are not really test as time is defined by the EEOC

True

False

not a much information to determine whether true or false

7. Kerr Surry fails to perform through performance previous of Noah clue. As the result when Noah appeals for promotion she is tongue down on the ground that her past record of performing this to stitch he to support her candidacy for the promotion. Nora has a valuable keys of action against employee based on the negligent performance evaluation.

true

False

not enough information whether the or false.