Reference no: EM131227024

Question 1.
Discrimination adds the social problem of __________.
poverty
high taxes
civic disorder
all of the choices are correct
Comments:

Question 2.
If female applicants are required to take a strength test while male applicants are not required to do so, this would be considered ______.
disparate treatment
disparate impact
a BFOQ
business necessity

Question 3.
If a plaintiff proves that a disparate impact exists, an organization may then defend its employment by showing validation or __________.
business necessity
hiring records
process improvement plans
modified HRM procedures

Question 4.
Which of the following is not an example of protected opposition?
Threatening to file a formal complaint alleging discrimination
Refusing to obey an order because of a reasonable belief that it is discriminatory
Complaining to others about alleged discrimination against oneself or others
Threatening the physical well-being of a manager or coworker

Question 5.
__________ the exchange of sexual favors for job benefits.
A hostile work environment is defined by
Quid pro quo harassment is
Pro quid harassment is
Sexual harassment always involves

Question 6.
Generally, an employer may fulfill its duty to prevent or remedy hostile work environment harassment by doing all of the following, except __________.
developing an anti-harassment policy
promptly and thoroughly investigating harassment allegations
making the details of the case public
properly disciplining offenders

Question 7.
The focus of religious discrimination cases has been on __________.
facial hair
hours of work
working conditions
both B and C

Question 8.
The Supreme Court ruled in the Oncale v. Sundowner Offshore Services case that __________.
employers are liable for actions by nonemployees
same-sex harassment was illegal under the Bill of Rights
same-sex harassment was illegal under the Civil Rights Act
all of the choices are correct

Question 9.
Executive Order 11246 did all of the following except __________.
prohibit the same actions as Title VII does
required that Federal contractors develop a written plan of affirmative action
established numerical goals and timetables to achieve integration and equal opportunity
all of the above were included in the Executive Order

Question 10.
Congress passed the Equal Pay Act (EPA) as an amendment to the Fair Labor Standards Act to eliminate wage differentials __________ performing the same work in organizations.
between different races
between men and women
between people of differing national origin
all of the above

Question 11.
Which of the following is exempt from the Americans with Disabilities Act?
Private sector employers with fewer than 15 employees
The U.S. Congress
State government employers
Local government employers

Question 12.
ADA stands for ___________.
Americans with Disabilities Act
American Dental Act
Access to Dental Act
Access for Disabled Act

Question 13.
A qualified individual with a disability is an individual with a disability who, __________ reasonable accommodation, can perform the essential functions of a job.
with
without
with or without
may benefit from but does not require

Question 14.
The EEOC __________.
has the power to bring lawsuits against employers in federal court
has the power to issue directly enforceable orders
may place leans on the properties of employers that it has found in violation
all of the above are correct

Question 15.
To prove that intentional discrimination occurred, the person filing the suit (the plaintiff) must first establish a prima facie case, proving four elements. What are these four elements?

Question 16.
Title VII, as amended by the 1991 Civil Rights Act, states that a disparate impact claim is established if three conditions are met. The first condition is that the complaining party demonstrates that a respondent uses a particular employment practice that causes a disparate impact on the basis of race, color, religion, sex, or national origin. What are the other two conditions?