Additional Case 3.2
You have recently been hired as the HR Director of a mid-sized architectural service company that designs buildings for both private firms and federal agencies. Your predecessor lost her job when she did not anticipate and handle an HR-based lawsuit to the CEO's satisfaction. The CEO believes that HRM should help the company avoid problems. As HR Director, you have three primary tasks: to anticipate future problems, advise management, and be an advocate for employees. Your boss doesn't see a conflict in these roles.
The upper-management team consists of all males who are over the age of 50. Most of the upper-level managers have been with the company for at least 25 years. Middle managers, who are mostly in their 30s, are 40% female, and 3% minority. Hourly employees are 60% minority and 35% female. The communities from which the firm hires hourly employees is approximately 75% minority and consists primarily of Haitians and Hispanics.
You discover many incomplete employee recruitment records that lack I-9 forms. You immediately begin to work on an affirmative action plan because of what you see happening in the company.
-Refer to Additional Case 3.2.Which of the following is most likely true about this firm?
A) A quid pro quo sexual harassment case could be made against the firm.
B) The firm is in compliance with the Immigration Reform and Control Act.
C) A prima facie case for discrimination could be made using the four-fifths rule.
D) The firm is guilty of reverse discrimination.

Question

Additional Case 3.2
You have recently been hired as the HR Director of a mid-sized architectural service company that designs buildings for both private firms and federal agencies. Your predecessor lost her job when she did not anticipate and handle an HR-based lawsuit to the CEO's satisfaction. The CEO believes that HRM should help the company avoid problems. As HR Director, you have three primary tasks: to anticipate future problems, advise management, and be an advocate for employees. Your boss doesn't see a conflict in these roles. 
The upper-management team consists of all males who are over the age of 50. Most of the upper-level managers have been with the company for at least 25 years. Middle managers, who are mostly in their 30s, are 40% female, and 3% minority. Hourly employees are 60% minority and 35% female. The communities from which the firm hires hourly employees is approximately 75% minority and consists primarily of Haitians and Hispanics.
You discover many incomplete employee recruitment records that lack I-9 forms. You immediately begin to work on an affirmative action plan because of what you see happening in the company.
-Refer to Additional Case 3.2.Which of the following is most likely true about this firm?
A) A quid pro quo sexual harassment case could be made against the firm.
B) The firm is in compliance with the Immigration Reform and Control Act.
C) A prima facie case for discrimination could be made using the four-fifths rule.
D) The firm is guilty of reverse discrimination.

Quizplus · Accepted Answer

The fact that only 3% of middle managers are minority and 40% are female, while 60% of hourly employees are minority and 35% are female indicates possible discrimination in the selection of managers. The four-fifths rule states that if the selection rate for a particular group is less than four-fifths (80%) of the selection rate for the group with the highest selection rate, then a prima facie case for discrimination exists. The incomplete I-9 forms could also indicate noncompliance with the Immigration Reform and Control Act, but this is not directly indicated in the case. There is no information to suggest a quid pro quo sexual harassment case or reverse discrimination.

Additional Case 3.2 You Have Recently Been Hired as the HR Director of HR