Fundamentals of Human Resource Management Raymond Noe 8th Edition-Test Bank
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Sample Test
Fundamentals of HR Management, 8e (Noe)
Chapter 3 Providing Equal Employment Opportunity and
a Safe Workplace
1) The legislative branch of the U.S. government is responsible
for enforcing the laws passed by Congress.
Answer: FALSE
Explanation: The executive branch, including many
regulatory agencies that the president oversees, is responsible for enforcing
the laws passed by Congress.
Difficulty: 1 Easy
Topic: The Role of Government in Human Resource Management
Learning Objective: 03-01 Explain how the three branches
of government regulate human resource management.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
2) The Civil Rights Act of 1991 was partly designed to overturn
Supreme Court decisions.
Answer: TRUE
Explanation: Decisions made by the Supreme Court are
binding; they can be overturned only through laws passed by Congress. The Civil
Rights Act of 1991 was partly designed to overturn Supreme Court decisions.
Difficulty: 1 Easy
Topic: The Role of Government in Human Resource Management
Learning Objective: 03-01 Explain how the three branches
of government regulate human resource management.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
3) A person can file a claim under the Fourteenth Amendment on
charges of racial discrimination if he or she is fired by a private employer.
Answer: FALSE
Explanation: The Fourteenth Amendment applies only to the
decisions or actions of the government or of private groups whose activities
are deemed government actions. A person could file a claim under the Fourteenth
Amendment if he or she had been fired from a state university (a government
organization), but not if the person had been fired by a private employer.
Difficulty: 2 Medium
Topic: Federal Laws Affecting Human Resource Management
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
4) Under the Equal Pay Act of 1963, pay differences are
permitted between men and women performing the same job if the difference
arises from any factor other than sex.
Answer: TRUE
Explanation: Under the Equal Pay Act of 1963, if men and
women in an organization are doing equal work, the employer must pay them
equally. If the pay differences result from differences in seniority, merit, quantity
or quality of production, or any factor other than sex, then the differences
are legal.
Difficulty: 1 Easy
Topic: Equal Employment Opportunity
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
5) Title VII of the Civil Rights Act of 1964 states that
employers may retaliate against employees for opposing a perceived illegal
employment practice.
Answer: FALSE
Explanation: Title VII of the Civil Rights Act of 1964
states that employers may not retaliate against employees for either “opposing”
a perceived illegal employment practice or “participating in a proceeding”
related to an alleged illegal employment practice. Opposition refers to
expressing to someone through proper channels that you believe an illegal
employment act has taken place or is taking place. Participation in a
proceeding refers to testifying in an investigation, hearing, or court
proceeding regarding an illegal employment act.
Difficulty: 1 Easy
Topic: Title VII and the Civil Rights Act
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
6) An employer’s refusal to hire a pregnant woman is acceptable
by law.
Answer: FALSE
Explanation: The Pregnancy Discrimination Act of 1978
defines discrimination on the basis of pregnancy, childbirth, or related
medical conditions to be a form of illegal sex discrimination. An employer may
not refuse to hire a woman because she is pregnant.
Difficulty: 1 Easy
Topic: Equal Employment Opportunity
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
7) If an attempt at a settlement fails, the Equal Employment
Opportunity Commission (EEOC) may issue a “right to sue” letter to the alleged
victim.
Answer: TRUE
Explanation: If an attempt at a settlement fails, the
Equal Employment Opportunity Commission (EEOC) has two options. It may issue a
“right to sue” letter to the alleged victim. This letter certifies that the
agency has investigated the victim’s allegations and found them to be valid.
Difficulty: 1 Easy
Topic: Equal Employment Opportunity
Learning Objective: 03-03 Identify the federal agencies
that enforce equal employment opportunity, and describe the role of each.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
8) Organizations that are government contractors or
subcontractors must file an Employer Information Report (EEO-1) with the Equal
Employment Opportunity Commission (EEOC) every year.
Answer: TRUE
Explanation: Each year organizations that are government
contractors or subcontractors or have 100 or more employees must file an
Employer Information Report (EEO-1) with the EEOC. It helps the EEOC monitor
the hiring practices of different organizations.
Difficulty: 1 Easy
Topic: Equal Employment Opportunity
Learning Objective: 03-03 Identify the federal agencies
that enforce equal employment opportunity, and describe the role of each.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
9) The Office of Federal Contract Compliance Programs audits
government contractors to ensure they are actively pursuing the goals in their
plans.
Answer: TRUE
Explanation: The Office of Federal Contract Compliance
Programs is the agency responsible for enforcing the executive orders that
cover companies doing business with the federal government. Each year, the
OFCCP audits government contractors to ensure they are actively pursuing the
goals in their plans.
Difficulty: 1 Easy
Topic: The Role of Government in Human Resource Management
Learning Objective: 03-03 Identify the federal agencies
that enforce equal employment opportunity, and describe the role of each.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
10) Disparate treatment on the basis of sex is illegal even if
it is a bona fide occupational qualification.
Answer: FALSE
Explanation: The courts have held that in some situations,
a factor such as sex or religion may be a bona fide occupational qualification,
that is, a necessary (not merely preferred) qualification for performing a job.
Difficulty: 1 Easy
Topic: Adverse Impact and Disparate Treatment
Learning Objective: 03-04 Describe ways employers can avoid
illegal discrimination and provide reasonable accommodation.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
11) To prove disparate impact in court, a plaintiff in a
discrimination lawsuit must show an employer’s intent.
Answer: FALSE
Explanation: An important distinction between disparate
treatment and disparate impact is the role of the employer’s intent. Proving
disparate treatment in court requires showing that the employer intended the
disparate treatment, but a plaintiff need not show intent in the case of
disparate impact. It is enough to show that the result of the treatment was
unequal.
Difficulty: 2 Medium
Topic: Adverse Impact and Disparate Treatment
Learning Objective: 03-04 Describe ways employers can
avoid illegal discrimination and provide reasonable accommodation.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
12) In employment law, reasonable accommodation refers to an
employee’s obligation to adjust and make compromises on their personal beliefs
and practices, including completely disregarding them, if they conflict with an
organization’s policies.
Answer: FALSE
Explanation: In employment law, reasonable accommodation
refers to employers’ obligation to do something to enable an otherwise
qualified person to perform a particular job. The employer has to make
provisions such that the employee’s personal beliefs and practices are not
utterly disregarded. Especially in situations involving religion and
individuals with disabilities, equal employment opportunity may require that an
employer make reasonable accommodation.
Difficulty: 1 Easy
Topic: Equal Employment Opportunity
Learning Objective: 03-04 Describe ways employers can
avoid illegal discrimination and provide reasonable accommodation.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
13) A manager who promises a raise to an employee only if they
participate in sexual activities is said to be engaging in quidproquo harassment.
Answer: TRUE
Explanation: Quid
pro quo harassment indicates that a person makes a benefit (or
punishment) contingent on an employee’s submitting to (or rejecting) sexual
advances. For example, a manager who promises a raise to an employee who will
participate in sexual activities is engaging in quid pro quo harassment.
Difficulty: 1 Easy
Topic: Sexual Harassment
Learning Objective: 03-05 Define sexual harassment, and
tell how employers can eliminate or minimize it.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
14) If an individual’s behavior in the workplace creates an
environment in which it is difficult for someone of a particular sex to work,
it cannot be regarded as sexual harassment.
Answer: FALSE
Explanation: A subtler, and possibly more pervasive, form
of sexual harassment is to create or permit a “hostile working environment.”
This occurs when someone’s behavior in the workplace creates an environment in
which it is difficult for someone of a particular sex to work.
Difficulty: 1 Easy
Topic: Sexual Harassment
Learning Objective: 03-05 Define sexual harassment, and
tell how employers can eliminate or minimize it.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
15) The general-duty clause of the Occupational Safety and
Health Act states that it is each employer’s duty to furnish a place of
employment free from recognized hazards.
Answer: TRUE
Explanation: The main provision of the OSH Act states that
each employer has a general duty to furnish each employee a place of employment
free from recognized hazards that cause or are likely to cause death or serious
physical harm. This is called the act’s general-duty clause.
Difficulty: 1 Easy
Topic: Occupational Safety and Health Act (OSH Act)
Learning Objective: 03-06 Explain employers’ duties under
the Occupational Safety and Health Act.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
16) According to the Occupational Safety and Health Act (OSH
Act), employers have the right to withhold an employee’s access to records
regarding exposure to hazards.
Answer: FALSE
Explanation: The OSH Act grants specific rights; for
example, employees have the right to be promptly informed about exposure to
hazards and be given access to accurate records regarding exposure.
Difficulty: 1 Easy
Topic: Occupational Safety and Health Act (OSH Act)
Learning Objective: 03-06 Explain employers’ duties under
the Occupational Safety and Health Act.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
17) If an Occupational Safety and Health Act violation results
in citations, an employer must post each citation in a prominent place near the
location of the violation.
Answer: TRUE
Explanation: If an Occupational Safety and Health Act
violation results in citations, the employer must post each citation in a
prominent place near the location of the violation. If a violation could cause
serious injury or death, the compliance officer may seek a restraining order
from a U.S. District Court.
Difficulty: 1 Easy
Topic: Occupational Safety and Health Act (OSH Act)
Learning Objective: 03-07 Describe the role of the
Occupational Safety and Health Administration.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
18) Office workers who encounter a chemical infrequently are
covered by the requirements of the Occupational Safety and Health Act’s Hazard
Communication Standard.
Answer: FALSE
Explanation: Under the Occupational Safety and Health
Act’s Hazard Communication Standard, organizations must have material safety
data sheets for chemicals that employees are exposed to. Office workers who encounter
a chemical infrequently (such as an office worker who occasionally changes the
toner in a copier) are not covered by these requirements.
Difficulty: 1 Easy
Topic: Occupational Safety and Health Act (OSH Act)
Learning Objective: 03-07 Describe the role of the
Occupational Safety and Health Administration.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
19) The Occupational Safety and Health Act directly regulates
employee behavior in workplaces to ensure safety.
Answer: FALSE
Explanation: The Occupational Safety and Health Act does
not directly regulate employee behavior, thus little behavior change can be
expected unless the employees are convinced of the standards’ importance.
Difficulty: 1 Easy
Topic: Occupational Safety and Health Act (OSH Act)
Learning Objective: 03-07 Describe the role of the
Occupational Safety and Health Administration.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
20) Under the job hazard analysis technique, if a single job
element has a high hazard potential, the entire job is not completed.
Answer: FALSE
Explanation: Under the job hazard analysis technique, if
there is agreement that some job element has high hazard potential, the group isolates
the element and considers possible technological or behavior changes to reduce
or eliminate the hazard.
Difficulty: 1 Easy
Topic: Federal Laws Affecting Human Resource Management
Learning Objective: 03-08 Discuss ways employers promote worker
safety and health.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
21) Suppose you are a human resource executive, supporting
strategy. Executives in your industry are concluding that a certain HR-related
law no longer seems relevant in the Internet age. To which government branch
would it be most effective to turn for addressing the need for a change in the
legal environment?
1. A)
the executive branch, requesting it not enforce the existing law
2. B)
the executive branch, requesting a new law in this area
3. C)
the judicial branch, requesting a new law in this area
4. D)
the legislative branch, requesting a new law in this area
5. E)
the legislative branch, requesting it not enforce the existing law
Answer: D
Explanation: The legislative branch, consisting of the two
houses of Congress, has enacted laws governing human resource activities. U.S.
senators and representatives generally develop these laws in response to
perceived societal needs. The executive branch is responsible for enforcing the
laws passed by Congress. The judicial branch interprets the law and holds
trials concerning violations of the law.
Difficulty: 1 Easy
Topic: The Role of Government in Human Resource Management
Learning Objective: 03-01 Explain how the three branches
of government regulate human resource management.
Bloom’s: Remember
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
22) Which agency is primarily responsible for enforcing the laws
passed by Congress?
1. A)
the U.S. House of Representatives
2. B)
the U.S. Senate
3. C)
the executive branch of the government
4. D)
the legislative branch of the government
5. E)
the U.S. Cabinet
Answer: C
Explanation: All three branches of the U.S.
government—legislative, executive, and judicial—play an important role in
creating a legal environment for human resource management. The executive
branch, including the many regulatory agencies that the president oversees, is
responsible for enforcing the laws passed by Congress.
Difficulty: 1 Easy
Topic: The Role of Government in Human Resource Management
Learning Objective: 03-01 Explain how the three branches
of government regulate human resource management.
Bloom’s: Remember
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
23) Which action is one of the ways in which the executive
branch helps create the legal environment for human resource management?
1. A)
filing suit against violators of equal opportunity laws
2. B)
enacting laws governing worker safety and health
3. C)
interpreting federal laws
4. D)
overturning Supreme Court decisions
5. E)
holding trials concerning violations of equal opportunity laws
Answer: A
Explanation: The executive branch is responsible for
enforcing the laws passed by Congress. Agencies do this through a variety of
actions, from drawing up regulations detailing how to abide by the laws to
filing suit against alleged violators. In addition, the president may issue
executive orders.
Difficulty: 1 Easy
Topic: The Role of Government in Human Resource Management
Learning Objective: 03-01 Explain how the three branches
of government regulate human resource management.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
24) Which action could be an example of how the Occupational
Safety and Health Administration plays a role in the legal environment for
human resource management?
1. A)
passing laws to protect workers’ safety and health
2. B)
holding trials concerning alleged violations of its regulations
3. C)
holding trials concerning alleged violations of the Occupational Safety and
Health Act
4. D)
filing lawsuits against alleged violators of the Occupational Safety and Health
Act
5. E)
issuing executive orders related to worker safety and health
Answer: D
Explanation: The executive branch, including many
regulatory agencies that the president oversees, is responsible for enforcing
the laws passed by Congress. Agencies, including the Occupational Safety and
Health Administration, do this through a variety of actions, from drawing up regulations
detailing how to abide by the laws to filing suit against alleged violators.
Difficulty: 2 Medium
Topic: Occupational Safety and Health Act (OSH Act)
Learning Objective: 03-01 Explain how the three branches
of government regulate human resource management.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
25) Karen is a human resource specialist. To gain competency in
her field, she keeps up with business news related to human resource
management. One area of the news she pays attention to is coverage of the cases
the Supreme Court hears each year. Why would stories about the Supreme Court be
relevant for Karen’s career?
1. A)
The Supreme Court may issue rulings that interpret employment law.
2. B)
The Supreme Court may pass laws regulating employment practices.
3. C)
The Supreme Court may issue executive orders related to employee safety.
4. D)
The Supreme Court may require federal contractors to engage in affirmative
action.
5. E)
Decisions made by the Supreme Court cannot be overturned by the federal
government.
Answer: A
Explanation: The judicial branch, the federal court
system, influences employment law by interpreting the law and holding trials
concerning violations of the law. The U.S. Supreme Court, at the head of the
judicial branch, is the court of final appeal. Decisions made by the Supreme
Court are binding; they can be overturned only through laws passed by Congress.
Difficulty: 2 Medium
Topic: The Role of Government in Human Resource Management
Learning Objective: 03-01 Explain how the three branches
of government regulate human resource management.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
26) Maria, a 24-year-old Hispanic woman, pressed charges of
sexual harassment against Andrew, a politician. The case became sensational
because the accused was one of the strongest candidates in the upcoming
elections. In the case’s final stage, the United States Supreme Court issued a
verdict that cleared Andrew of all charges on the grounds of lack of evidence.
The ruling spurred angry protests from many interest groups, especially
Hispanic women, and they wanted the verdict reversed. According to the
prevalent system, which among the following would overturn the verdict in this
case?
1. A) a
mass petition from the public
2. B) an
appeal from the minority population
3. C) a
law passed by Congress
4. D) a
ruling by the Equal Employment Opportunity Commission
5. E) a
petition from the United States Women Rights Council
Answer: C
Explanation: In this case, the verdict can be overturned
only by a law passed by Congress stating otherwise. The U.S. Supreme Court, as
the head of the judicial branch, is the court of final appeal. Decisions made
by the Supreme Court are binding; they can be overturned only through laws
passed by Congress.
Difficulty: 3 Hard
Topic: The Role of Government in Human Resource Management
Learning Objective: 03-01 Explain how the three branches
of government regulate human resource management.
Bloom’s: Analyze
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
27) Fiona, a white female applicant, is refused a job at a local
college in favor of a less qualified minority applicant. She could consider
suing the college on charges of reverse discrimination under the
1. A)
Thirteenth Amendment.
2. B)
Fourteenth Amendment.
3. C)
Twenty-Second Amendment.
4. D)
Civil Rights Act of 1866.
5. E)
Occupational Safety and Health Act.
Answer: B
Explanation: The Fourteenth Amendment forbids the states
from taking life, liberty, or property without due process of law and prevents
the states from denying equal protection of the laws. Recently it has been
applied to the protection of whites in charges of reverse discrimination.
Difficulty: 3 Hard
Topic: Equal Employment Opportunity
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
28) Which of the following is enforced by the Equal Employment
Opportunity Commission?
1. A)
Thirteenth Amendment
2. B)
Rehabilitation Act of 1973
3. C)
Fourteenth Amendment
4. D)
Executive Order 11246
5. E)
Americans with Disabilities Act of 1990
Answer: E
Explanation: The Americans with Disabilities Act of 1990
is administered by the Equal Employment Opportunity Commission (EEOC). It
prohibits discrimination against individuals with disabilities and requires
that employers take steps to accommodate individuals covered under the act.
Difficulty: 1 Easy
Topic: Equal Employment Opportunity
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
29) Which statement is true about the Civil Rights Acts of 1866
and 1871?
1. A)
They denied plaintiffs any form of compensatory and punitive damages.
2. B)
They restricted the rights of entering into and enforcing contracts to white
citizens only.
3. C)
They denied individuals the right to sue in federal court.
4. D)
They excluded other individuals from having the same property rights as white
citizens.
5. E)
They were passed to further the Thirteenth Amendment’s goal of abolishing
slavery.
Answer: E
Explanation: During Reconstruction, Congress passed two
Civil Rights Acts to further the Thirteenth Amendment’s goal of abolishing
slavery.
Difficulty: 2 Medium
Topic: Title VII and the Civil Rights Act
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
30) ________ granted all persons the same property rights as
white citizens, as well as the right to enter into and enforce contracts.
1. A)
The Thirteenth Amendment
2. B)
The Fourteenth Amendment
3. C)
The Civil Rights Act of 1866
4. D)
Title VII of the Civil Rights Act
5. E)
Executive Order 11246
Answer: C
Explanation: The Civil Rights Act of 1866 granted all
persons the same property rights as white citizens, as well as the right to
enter into and enforce contracts. Courts have interpreted the latter right as
including employment contracts.
Difficulty: 1 Easy
Topic: Title VII and the Civil Rights Act
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
31) According to the Equal Pay Act of 1963, men and women
performing the same job cannot have differences in pay on the basis of
1. A)
merit.
2. B)
seniority.
3. C)
education.
4. D)
quality of production.
5. E)
sex.
Answer: E
Explanation: Under the Equal Pay Act of 1963, if men and
women in an organization are doing equal work, the employer must pay them
equally. If the pay differences result from differences in seniority, merit,
quantity or quality of production, or any factor other than sex, then the
differences are legal.
Difficulty: 1 Easy
Topic: Federal Laws Affecting Human Resource Management
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
32) Mark and Amy hold the same position at an organization.
However, Mark is paid more than Amy. According to the Equal Pay Act of 1963,
what will strengthen the fact that the pay difference is a legal one?
1. A)
Mark is more skilled than Amy because he is a male.
2. B)
Amy is not an American citizen.
3. C)
Mark is younger than Amy.
4. D)
Amy is pregnant.
5. E)
Mark works the night shift.
Answer: E
Explanation: Under the Equal Pay Act of 1963, if men and
women in an organization are doing equal work, the employer must pay them
equally. If the pay differences result from differences in seniority, merit,
quantity or quality of production, or any factor other than sex (such as
participating in a training program or working the night shift), then the
differences are legal.
Difficulty: 3 Hard
Topic: Federal Laws Affecting Human Resource Management
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Analyze
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
33) What is true about Title VII of the Civil Rights Act of
1964?
1. A)
The act permits employers to hire job applicants belonging exclusively to a
particular nationality.
2. B)
The act applies to organizations with 15 or more employees.
3. C)
The act permits employers to retaliate against employees participating in a
proceeding against an employer.
4. D)
The act protects employers from an employee’s opposition to an alleged illegal
employment practice.
5. E)
The act permits employers to hire an individual based on his or her gender and
race in the absence of a bona fide occupational qualification (BFOQ).
Answer: B
Explanation: Title VII of the Civil Rights Act of 1964
applies to organizations that employ 15 or more persons working 20 or more
weeks a year and that are involved in interstate commerce, as well as state and
local governments, employment agencies, and labor organizations.
Difficulty: 1 Easy
Topic: Title VII and the Civil Rights Act
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
34) Ashley thinks that her company is discriminating against a
particular group of employees by denying them seniority or promotions. She
expresses her concern to a senior human resources manager. This method of
expressing concern about an instance of illegal employment through proper
channels is known as
1. A)
opposition.
2. B)
retaliation.
3. C)
participation in a proceeding.
4. D)
discrimination.
5. E)
affirmative action.
Answer: A
Explanation: Opposition refers to expressing to someone
through proper channels that you believe an illegal employment act has taken
place or is taking place. In this case, Ashley is engaging in opposition by
expressing her concern that her company is discriminating against a particular
group of employees by denying them seniority or promotions.
Difficulty: 3 Hard
Topic: Equal Employment Opportunity
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
35) Which of the following represents an act of participation in
a proceeding?
1. A)
removing a whistleblower from employment
2. B)
implementing affirmative action measures
3. C)
expressing dissatisfaction over employment casually
4. D)
retaliating against a whistleblower
5. E)
testifying in an investigation
Answer: E
Explanation: Participation in a proceeding refers to
testifying in an investigation, hearing, or court proceeding regarding an
illegal employment act. The purpose of this provision is to protect employees
from employers’ threats and other forms of intimidation aimed at discouraging
employees from bringing to light acts they believe to be illegal.
Difficulty: 2 Medium
Topic: Federal Laws Affecting Human Resource Management
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
36) Identify the statement that characterizes the Age
Discrimination in Employment Act.
1. A) It
favors the idea of coercing employees to accept early retirement incentives.
2. B) It
permits an employer to reduce the fringe benefits to all employees over 40.
3. C) It
permits companies to lay off older workers when the economy is slow.
4. D) It
outlaws making employment decisions based on a person’s age being over 40.
5. E) It
recommends early retirement incentive programs wherein employees agree not to
sue the company for ageism.
Answer: D
Explanation: In 1967, Congress passed the Age Discrimination
in Employment Act (ADEA), which prohibits discrimination against workers who
are over the age of 40. Similar to Title VII, the ADEA outlaws hiring, firing,
setting compensation rates, or other employment decisions based on a person’s
age being over 40.
Difficulty: 2 Medium
Topic: Federal Laws Affecting Human Resource Management
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
37) The Age Discrimination in Employment Act protects only those
workers who are over the age of
30.
A) 30.
31.
B) 25.
32.
C) 20.
33.
D) 40.
34.
E) 35.
Answer: D
Explanation: In 1967, Congress passed the Age
Discrimination in Employment Act, which prohibits discrimination against
workers who are over the age of 40.
Difficulty: 1 Easy
Topic: Federal Laws Affecting Human Resource Management
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
38) Which statement reflects a violation of the Age
Discrimination in Employment Act?
1. A)
Older employees are permitted to work even after attaining the retirement age.
2. B)
Employees over the age of 40 are forced to retire as part of a company’s
downsizing program.
3. C) A
person is denied employment because of the fact that he is a minor.
4. D)
Older workers in an organization are better compensated than the younger
workers.
5. E) An
employee chooses voluntary retirement before attaining the retirement age.
Answer: B
Explanation: In 1967, Congress passed the Age
Discrimination in Employment Act (ADEA), which prohibits discrimination against
workers who are over the age of 40. Similar to Title VII, the ADEA outlaws
hiring, firing, setting compensation rates, or other employment decisions based
on a person’s age being over 40.
Difficulty: 2 Medium
Topic: Federal Laws Affecting Human Resource Management
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
39) The Vocational Rehabilitation Act of 1973 was introduced to
enhance employment opportunity for
1. A)
women.
2. B)
minors.
3. C)
older employees.
4. D)
individuals with disabilities.
5. E)
minorities.
Answer: D
Explanation: In 1973, Congress passed the Vocational
Rehabilitation Act to enhance employment opportunity for individuals with disabilities.
Difficulty: 1 Easy
Topic: Federal Laws Affecting Human Resource Management
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
40) Which term refers to an organization’s active effort to find
opportunities to hire or promote people in a particular group?
1. A)
affirmative action
2. B)
disparate impact
3. C)
reasonable accommodation
4. D)
reverse discrimination
5. E)
adverse impact
Answer: A
Explanation: Affirmative action refers to an
organization’s active effort to find opportunities to hire or promote people in
a particular group.
Difficulty: 1 Easy
Topic: Affirmative Action
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
41) Justine, a marketing executive in her late thirties, had
worked at a reputable marketing firm for the last three years. However, she was
fired from the company without any prior notice when she collapsed at work
after experiencing an epileptic seizure. Following this, Justine sued the
company under
11246. A)
Executive Order 11246.
11247. B)
Rehabilitation Act of 1973.
11248. C)
Americans with Disabilities Act.
11249. D)
Occupational Safety and Health Act.
11250. E)
Executive Order 11478.
Answer: C
Explanation: The Americans with Disabilities Act (ADA)
protects individuals with disabilities from being discriminated against in the
workplace. It prohibits discrimination based on disability in all employment
practices such as job application procedures, hiring, firing, promotions, compensation,
and training.
Difficulty: 3 Hard
Topic: Federal Laws Affecting Human Resource Management
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
42) The Americans with Disabilities Act protects individuals who
1. A)
are obese.
2. B)
are severely disfigured.
3. C)
engage in substance abuse.
4. D)
are left-handed.
5. E)
are nearsighted.
Answer: B
Explanation: Someone who is severely disfigured is covered
under the Americans with Disabilities Act (ADA). Conditions not covered include
obesity, substance abuse, irritability, and poor judgment. Also, if a person
needs ordinary eyeglasses or contact lenses to perform each major life activity
with little or no difficulty, the person is not considered disabled under the
ADA.
Difficulty: 1 Easy
Topic: Federal Laws Affecting Human Resource Management
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
43) Mia’s use of illegal drugs limits her ability to walk
properly. The elevator at her office was not working for many months, so Mia
needed to climb two flights of stairs and had difficulty getting to her desk.
She tried suing her company under the Americans with Disabilities Act, arguing
that her company discriminates against individuals who cannot perform major
life activities. Which statement would weaken Mia’s argument?
1. A)
Mia is not a senior employee.
2. B)
The ADA prohibits discrimination only against workers who are over the age of
40.
3. C)
The ADA does not cover conditions of substance abuse.
4. D)
Mia is not pregnant.
5. E)
The ADA applies only to the decisions or actions of the government.
Answer: C
Explanation: The Americans with Disabilities Act (ADA)
protects individuals with disabilities from being discriminated against in the
workplace. It prohibits discrimination based on disability in all employment
practices such as job application procedures, hiring, firing, promotions,
compensation, and training. Conditions not covered include obesity, substance
abuse, irritability, and poor judgment. In this case, since Mia’s ability to
walk properly is limited due to her drug abuse, she cannot sue her company
under the ADA.
Difficulty: 3 Hard
Topic: Federal Laws Affecting Human Resource Management
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Analyze
AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
44) Identify the statement that accurately represents the
Americans with Disabilities Act.
1. A) It
permits an employer to cut down on fringe benefits of individuals with
disabilities.
2. B) It
permits discrimination in areas such as layoffs and leaves.
3. C) It
goes beyond prohibiting discrimination to require that employers take steps to
accommodate individuals covered under the legislation.
4. D) It
classifies a person who needs ordinary eyeglasses or contact lenses to perform
each major life activity with little or no difficulty as disabled.
5. E) It
is used to protect individuals with conditions such as obesity and substance
abuse.
Answer: C
Explanation: In contrast to other Equal Employment
Opportunity Commission laws, the Americans with Disabilities Act goes beyond
prohibiting discrimination to require that employers take steps to accommodate
individuals covered under the act.
Difficulty: 2 Medium
Topic: Federal Laws Affecting Human Resource Management
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
45) Sun Unlimited Energy is a company that produces solar panels
for domestic use. It has 800 permanent employees working in different
departments. Suppose the company gets involved in a case of intentional
employee discrimination. What is the maximum amount of punitive damages it
would have to pay under the Civil Rights Act of 1991?
1. A)
$50,000
2. B)
$100,000
3. C)
$200,000
4. D)
$250,000
5. E)
$300,000
Answer: E
Explanation: The limits for punitive damage range from
$50,000 per violation at a small company (14 to 100 employees) to $300,000 at a
company with more than 500 employees. A company has to pay punitive damages
only if it discriminated intentionally or with malice or reckless indifference
to the employee’s federally protected rights.
Difficulty: 3 Hard
Topic: Title VII and the Civil Rights Act
Learning Objective: 03-02 Summarize the major federal laws
requiring equal employment opportunity.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
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