Question 1

The Uniform Guidelines on Employee Selection Procedures were designed to help employers,labor organizations,employment agencies,and licensing boards with the requirements of federal discrimination law.

Accepted Answer

The statement is true. The Uniform Guidelines on Employee Selection Procedures provide guidance to employers, labor organizations, employment agencies, and licensing boards on how to comply with federal discrimination law when selecting or hiring employees.

Question 2

To comply with the Immigration Reform and Control Act,employers must submit all completed Form I-9s to Immigration and Naturalization officers for approval.

Accepted Answer

Employers are not required to submit completed Form I-9s to Immigration and Naturalization officers for approval. Instead, they must retain these forms for a certain period of time and make them available for inspection if requested by authorized government officials.

Question 3

Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.

Accepted Answer

Employers have a legal obligation to provide a workplace free from harassment, including harassment by third parties such as customers. If they fail to take action to stop customers from sexually harassing their employees, they can be held liable for that harassment.

Question 4

HR managers need not be concerned about state fair employment practice laws since they are usually less stringent and less comprehensive than federal laws prohibiting discrimination.

Accepted Answer

HR managers should be concerned about state fair employment practice laws as they often provide additional protections against discrimination beyond what federal laws mandate. Compliance with both federal and state laws is necessary to ensure that an organization does not engage in discriminatory practices.

Question 5

The EEOC considers an employer guilty of sexual harassment if the employer knew about harassment activity but failed to take any corrective action.

Accepted Answer

The EEOC can find an employer liable for sexual harassment if they knew, or should have known, about harassment activity but failed to take prompt and appropriate corrective action. This is known as the employer's duty to take reasonable care to prevent and promptly correct harassment.

Question 6

If someone is regarded as having a disability,they are protected under the Americans with Disabilities Act.

Accepted Answer

The Americans with Disabilities Act (ADA) protects individuals with disabilities from discrimination in employment, accommodations, and services.

Question 7

The BFOQ exception does not apply to discrimination based on national origin.

Accepted Answer

The BFOQ (Bona Fide Occupational Qualification) exception can apply to national origin if it is reasonably necessary to the normal operation of a particular business.

Question 8

A disabled person must have an obvious physical impairment or deformity to be considered disabled under the Americans with Disabilities Act.

Accepted Answer

According to the Americans with Disabilities Act, a person is considered disabled if they have a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment. This does not necessarily require an obvious physical impairment or deformity.

Question 9

U.S.government-owned corporations are exempted from the Civil Rights Act of 1964.

Accepted Answer

The Civil Rights Act of 1964 applies to all entities, including government-owned corporations.

Question 10

Title VII provides employees with a statutory right to complete religious freedom in the workplace.

Accepted Answer

While Title VII does provide protection against discrimination based on religious beliefs, it does not guarantee complete religious freedom in the workplace. Employers may be required to make reasonable accommodations for the religious practices of their employees, but this is subject to certain limitations and does not extend to practices that would cause an undue hardship for the employer.

Question 11

An employer may be guilt of sexual harassment when an employee finds jokes,pictures,or language used by others offensive.

Accepted Answer

An employer may be guilty of sexual harassment when an employee finds jokes, pictures, or language used by others offensive. Harassment is determined by the perception of the employee who received the comments or conduct, not by the intent of the person who made the comments or the conduct. Therefore, even if the harasser did not intend to cause offense, they may still be found guilty of sexual harassment.

Question 12

"Reasonable accommodation" for a disability may include reassignment to a another,vacant position.

Accepted Answer

Under the Americans with Disabilities Act (ADA), a reasonable accommodation may include reassignment to a vacant position as long as the employee is qualified for the position and it does not cause undue hardship to the employer.

Question 13

The Civil Rights Act of 1964 allows employers to set different cutoff test scores on the basis of race and sex.

Accepted Answer

The Civil Rights Act of 1964 prohibits employers from discriminating on the basis of race and sex, including in employment testing and selection processes. Employers cannot set different cutoff test scores based on race or sex.

Question 14

Proof of a direct relationship between selection instruments and performance must be established through validation studies by an independent firm.

Accepted Answer

Validation studies can be conducted by the organization itself or by an independent firm; there is no requirement that it must be done by an independent firm. Validation is about establishing the job-relatedness of a selection instrument, and this can be done internally or externally.

Question 15

Dirty jokes,vulgar slang,nude pictures,swearing,and personal ridicule and insult constitute quid pro quo sexual harassment.

Accepted Answer

Quid pro quo sexual harassment refers specifically to situations where submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, or where submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual. Dirty jokes, vulgar slang, nude pictures, swearing, and personal ridicule and insult may contribute to a hostile work environment, which is a different form of sexual harassment.

Question 16

The Uniform Guidelines on Employee Selection Procedures require validated procedures for selecting and promoting employees,but do not apply to layoff,transfer,or demotion.

Accepted Answer

The answer of The Uniform Guidelines on Employee Selection Procedures...

Question 17

Executive Order 11246 requires all federal agencies and government contractors to develop affirmative action plans.

Accepted Answer

The answer of Executive Order 11246 requires all federal agencies...

Question 18

The Immigration Reform and Control Act requires employers to verify the legal right of applicants to work in the U.S.

Accepted Answer

The Immigration Reform and Control Act (IRCA) of 1986 requires employers to verify the legal right of applicants to work in the U.S. This is done through Form I-9, which must be completed for all new employees.

Question 19

When using a selection test,employers must be able to prove that the test bears a direct relationship to job success.

Accepted Answer

This is known as the "validity" of the test, and is a legal requirement under the Civil Rights Act and other employment laws. A test that does not have a direct relationship to job success may be considered discriminatory.

Question 20

Quid pro quo sexual harassment occurs when unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating,hostile,or offensive working environment.

Accepted Answer

The answer of Quid pro quo sexual harassment occurs when...

Quiz 3: Equal Employment Opportunity and Human Resources Management