Question 1

National origin applies exclusively to individuals who came from,or whose forebears came from,a particular country.

Accepted Answer

National origin protection also covers (1)marriage or association with a person of a specific national origin; (2)membership in,or association with,an organization identified with,or seeking to promote the interests of national groups; (3)attendance at,or participation in,schools,churches,temples,or mosques generally used by persons of a national origin group; and (4)use of an individual's or spouse's name that is associated with a national origin group.

Question 2

Kelly,an HR manager,has a male employee whose religious practices do not permit him to pay union dues.Which of the following should Kelly most likely ask the employee to do instead of paying union dues?

Accepted Answer

C)The Guidelines on Discrimination Because of Religion identify several means of accommodating religious practices.Some collective bargaining agreements include a provision that each employee must join the union or pay the union a sum equivalent to dues.When an employee's religious beliefs prevent compliance,the union should accommodate the employee by permitting that person to make an equivalent donation to a charitable organization.

Question 3

Which of the following was stipulated by Executive Order 11246?

Accepted Answer

A)Affirmative action,stipulated by EO 11246,requires covered employers to take positive steps to ensure employment of applicants and treatment of employees during employment without regard to race,creed,color,or national origin.

Question 4

According to the Supreme Court's decision in TWA v Hardison,employers have an obligation to accommodate sincerely held religious practices.

Accepted Answer

According to the Supreme Court's decision in TWA v Hardison,employers have an obligation to accommodate sincerely held religious practices,as long as the requested accommodation does not create more than a minimum cost to the employer.

Question 5

What is the difference between diversity management and affirmative action?

Accepted Answer

The answer of What is the difference between diversity management...

Question 6

Federal laws require firms to implement affirmative action programs,which are monitored by the EEOC.

Accepted Answer

An affirmative action program may be voluntarily implemented by an organization.In such an event,goals are established and action is taken to hire and move minorities and women up in the organization.In other situations,an AAP may be mandated by the OFCCP.

Question 7

All of the following selection procedures are most likely discriminatory with regard to national origin EXCEPT denying employment based upon ________.

Accepted Answer

D)Fluency in English requirements may be discriminatory,although firms may require employees to speak only in English if business necessity can be shown.Denying employment opportunities to an individual because of his or her foreign training or education,or practices that require an individual to be foreign trained or educated may be discriminatory.Denying applicants because they lack job knowledge is acceptable.

Question 8

One or more jobs that have similar content,wage rates,and opportunities is known as a job group.

Accepted Answer

A job group is defined as one or more jobs having similar content,wage rates,and opportunities.Job groups are important when assessing AAPs.

Question 9

As an HR manager at a global electronics firm,you have employees who practice many different religions.As a result,you have a number of employees who are prohibited from working on certain days of the week.Which of the following would be the LEAST appropriate method for accommodating an employee's religious practices?

Accepted Answer

C)The Guidelines on Discrimination Because of Religion identify several means of accommodating religious practices that prohibit working on certain days.Some of the methods suggested included voluntary substitutes,flexible scheduling,lateral transfer,and change of job assignments.Promoting an employee would not necessarily solve the primary problem.

Question 10

What was the first sexual harassment case to reach the U.S.Supreme Court?

Accepted Answer

B)The first sexual harassment case to reach the U.S.Supreme Court was the case of Meritor Savings Bank v Vinson in 1986.In the Vinson decision,the Supreme Court recognized for the first time that Title VII could be used for offensive-environment claims.According to the EEOC,specific actions that could create a hostile workplace include a pattern of threatening,intimidating,or hostile acts and remarks,negative sexual stereotyping,or the display of written or graphic materials considered degrading.

Question 11

Which term refers to discrimination against employees based on their obligations to care for family members?

Accepted Answer

C)Caregiver or family responsibility discrimination is discrimination against employees based on their obligations to care for family members.The EEOC has issued a technical assistance document on how employers of workers with caregiving responsibilities can avoid violations of Title VII of the 1964 Civil Rights Act.

Question 12

Quid pro quo represents a type of ________ discrimination.

Accepted Answer

C)There are two distinct types of sexual harassment: (1)where a hostile work environment is created,and (2)when there is a quid pro quo,for example,an offer of promotion or pay raise in exchange for sex.

Question 13

France considers a hostile environment as the only basis for sexual harassment claims.

Accepted Answer

France considers quid pro quo as the only form of sexual harassment claims.The country does not recognize claims of a sexually hostile work environment.However,France considers the request for sexual favors for a job or promotion to be a criminal matter with the possibility of prison.

Question 14

In which Supreme Court decision was it held that same-sex sexual harassment may be unlawful under Title VII?

Accepted Answer

A)The Supreme Court,in the case of Oncale v Sundowner Offshore Services,held that same-sex sexual harassment may be unlawful under Title VII.The Supreme Court decided that a plaintiff could make out a claim for sexual harassment as long as the harassing conduct was because of sex.

Question 15

What are the fundamental principles of the Faragher v City of Boca Raton and Burlington Industries,Inc.v Ellerth cases in the realm of sexual harassment?

Accepted Answer

D)Employers are totally liable for the acts of their supervisors,regardless of whether the employer is aware of the sexual harassment act.In Faragher v City of Boca Raton and Burlington Industries,Inc.v Ellerth,the Supreme Court held that an employer is strictly liable,meaning that it has absolutely no defense,when sexual harassment by a supervisor involves a tangible employment action.Courts expect employers to carefully train supervisors so they do not engage in any type of behavior that could be construed as sexual harassment.In addition,all employees should be trained so as to understand their rights and responsibilities

Question 16

All of the following were changes that resulted from the ADAAA being enacted in 2008 EXCEPT ________.

Accepted Answer

C)The ADA Amendments Act broadened the ADA's definition of disability by expanding the term "major life activities." The law also did away with the "substantially limited" requirement for those regarded as having a disability.The ADA does not protect current illegal drug users.

Question 17

Which case established that firms may not require pre-employment medical examinations before making hiring decisions?

Accepted Answer

C)The EEOC guidelines on pre-employment inquiries and tests regarding disabilities prohibit inquiries and medical examinations intended to gain information about applicants' disabilities before a conditional job offer.In the Supreme Court case of Leonel v American Airlines,the Court ruled that the airline violated the ADA's required sequence for pre-hire medical inquiries/examinations by making medical inquiries and requiring individuals to take medical examinations before completing and making its hiring decisions.

Question 18

You are a human resource manager with a large manufacturing firm.Yesterday,you heard one of your recruiters ask an applicant the following question: "What previous medical conditions have you experienced?" Would this be an employment standard to avoid? If this is an employment standard to avoid,what law or court decision is it based on?

Accepted Answer

D)The guiding principle of the ADA is to ask only about potential employees' ability to do the job,and not about their disabilities.Lawful inquiries include those regarding performance of specific functions or possession of training,while illegal inquiries include those that ask about previous medical conditions or extent of prior drug use.

Question 19

According to the Uniform Guidelines on Sexual Harassment,employers are only liable for the sexual harassment acts of their managers when they have knowledge of the sexual harassment taking place.

Accepted Answer

According to these guidelines,employers are totally liable for the acts of their supervisors,regardless of whether the employer is aware of the sexual harassment act.In Faragher v City of Boca Raton and Burlington Industries,Inc.v Ellerth,the Supreme Court held that an employer is strictly liable,meaning that it has absolutely no defense,when sexual harassment by a supervisor involves a tangible employment action.

Question 20

Which executive order (EO)made it the policy of the government to provide equal opportunity in federal government for all qualified persons?

Accepted Answer

A)EO 11246 establishes the policy of the U.S.government as providing equal opportunity in federal employment for all qualified people.It prohibits discrimination in employment because of race,creed,color,or national origin.The order also requires promoting the full realization of equal employment opportunity through a positive,continuing program in each executive department and agency.

Quiz 3: Equal Employment Opportunity, Affirmative Action, and Workforce Diversity