120 test bank for a framework for human resource management 7th edition gary dessler

120 Test Bank for A Framework for Human Resource Management 7th Edition Gary DesslerMultiple Choice Questions - Page 1 ________ harassment is the most common form of sexual harassment..

120 Test Bank for A Framework for Human Resource Management 7th Edition Gary Dessler

Multiple Choice Questions - Page 1

harassment is the most common form of sexual harassment

1 A) Conduct your own investigation

2 B) Limit the information supplied to only those issues raised in the charge itself

3 C) Meet with the employee who made the complaint

4 D) All of the above.

How many members serve on the Equal Employment

The Equal Pay Act of 1963 allows differences in pay based

on which of the following factors?

1 A) a factor other than sex

2 B) a merit system

3 C) a seniority

4 D) All of the above.

All of the following are ways of proving sexual harassment except:

1 A) visiting the ombudsman.

2 B) quid pro quo.

3 C) hostile working environment.

4 D) Both B and C.

Making an extra effort to promote and hire

under-represented protected individuals is called

1 A) progressive desegregation

2 B) affirmative action

3 C) progressive action

4 D) permitted discrimination

Title VII of the 1964 Civil Rights Act makes it unlawful to fail

or refuse to hire an individual based on

1 A) race

2 B) religion

3 C) national origin

4 D) All of the above.

Which of the following is not a principle established by Griggs v Duke Power Company?

1 A) Intent not to discriminate is irrelevant.

2 B) Business necessity is a defense.

3 C) Performance on the test must relate to performance on the job.

4 D) Performance standards must be clear and ambiguous.

When companies utilize , they take steps to

eliminate the present effects of past discrimination

1 A) affirmative action

2 B) executive orders

3 C) rehabilitation action

4 D) anti-discrimination guidelines

Which of the following factors is not an acceptable basis for different pay for equal work under the Equal Pay Act of

All of the following are useful in minimizing liability for

sexual harassment except:

1 A) adopting a policy that forgives the first offense.

2 B) issuing a strong policy statement condemning harassment.

3 C) establishing a management response system.

4 D) taking all complaints about harassment seriously.

Which of the following is NOT a potential source of sexual harassment?

1 A) supervisors

2 B) customers

3 C) co-workers

4 D) None of the above.

In Griggs v Duke Power Company, Griggs sued the power company because it required coal handlers to be high

school graduates The case was decided in favor of Griggs because

1 A) high school diplomas were not related to job success as a coal handler

2 B) Duke Power Company intended to discriminate against blacks

3 C) no business necessity existed

4 D) Griggs held a GED

Which of the following court decisions do NOT apply to

cases of sexual harassment?

1 A) Griggs v Duke Power

2 B) Meritor Savings v Vinson

3 C) Burlington Industries v Ellerth

4 D) Farragher v City of Boca Raton

The requires employers with federal contracts over

$2500 to take affirmative action in employing handicapped persons

1 A) Age Discrimination in Employment Act

2 B) Vocational Rehabilitation Act

3 C) Equal Pay Act

4 D) Office of Federal Contract Compliance Programs

The Pregnancy Discrimination Act treats pregnancy as a(n)

1 A) disability

2 B) disease

3 C) unspecified condition

4 D) gender specific conditionality

Under the Pregnancy Discrimination Act, pregnancy,

childbirth, or related medical conditions must be treated as a(n)

1 A) Burlington Industries v Ellerth

2 B) Griggs v Duke Power

3 C) Farragher v City of Boca Raton

3 C) Title VII of the Civil Rights Act

4 D) Consumer Protection Act

Which of the following court decisions broadly endorses the EEOC's guidelines on sexual harassment?

1 A) Meritor Savings v Vinson

2 B) Burlington Industries v Ellerth

3 C) Farragher v City of Boca Raton

4 D) Griggs v Duke Power

The Vocational Rehabilitation Act requires that employers accommodate disabled workers except when doing so

imposes

1 A) an undue hardship

2 B) any form of inconvenience

3 C) any financial burden

4 D) any objection by the customers

What was the name of the landmark case the Supreme Court used to define unfair discrimination?

1 A) Roe v Wade

2 B) Meritor Savings Bank FSB v Vinson

3 C) Griggs v Duke Power Company

4 D) Faragher v City of Boca Raton

The Equal Pay Act requires the same wages when the job involves equal .

The Amendment to the U.S Constitution states,

"no person shall be deprived of life, liberty, or property, without due process of the law."

3 C) Executive Order 11246

4 D) Age Discrimination in Employment Act of 1967

Unwelcome sexual advances and requests for sexual favors are called

1 A) Roe v Wade

2 B) Albemarle Paper Company v Moody

3 C) Griggs v Duke Power Company

4 D) Burlington Industries v Ellerth

Under the Federal Agency Uniform guidelines, it may be to discriminate against persons even within the 40+ age bracket

1 A) unlawful

2 B) lawful

3 C) necessary

4 D) Both B and C.

Members of the EEOC are appointed by the

1 A) Senate

2 B) Supreme Court

3 C) President of the United States

4 D) Vice-President of the United States

(The) made it unlawful to discriminate in pay on the basis of sex when jobs involve equal work, require

equivalent skills, effort, and responsibility, and are

performed under similar working conditions

1 A) Title VII

2 B) Equal Pay Act of 1963

3 C) Executive Order 11246

4 D) Age Discrimination in Employment Act of 1967

Members of the EEOC serve terms

1 A) 3 year

2 B) 5 year

3 C) 10 year

4 D) indefinite

68 Free Test Bank for A Framework for Human

Resource Management 7th Edition Gary Dessler

Multiple Choice Questions - Page 2

All of the following are ways an employee can prove sexual harassment except:

1 A) quid pro quo.

2 B) hostile environment created by supervisors.

3 C) hostile environment created by co-workers.

4 D) hostile environment created by non-employees.

5 E) All of the above are ways an employee can prove sexual harassment.

exists when an employer treats an individual

differently because that individual is a member of a

particular race, religion, gender, or ethnic group

1 A) Disparate treatment

2 B) Disparate impact

3 C) Adverse impact

4 D) Prima facie

Judy was up for a promotion when her supervisor, Will,

encouraged her to develop a sexual relationship with him

He suggested that her promotion would be a sure thing if they were involved When Judy declined his advances, Will fired her Which form of sexual harassment is this?

1 A) quid pro quo

2 B) hostile environment created by supervisors

3 C) hostile environment created by co-workers

4 D) hostile environment created by non-employees

According to the Americans with Disabilities Act, which of the following is NOT considered a disability?

1 A) homosexuality

2 B) voyeurism

3 C) pyromania

4 D) All of the above.

Pictures and Promotions Modeling Studio seeks to hire male models for an upcoming fashion show featuring men's wear The studio is using as a justification for not

considering women for the jobs

Intentional discrimination is also called

1 A) disparate impact

2 B) disparate treatment

3 C) adverse discrimination

4 D) mixed motive

means that an employer engages in an

employment practice or policy that has a greater adverse effect on the members of a protected group under Title VII than on other employees, regardless of intent

2 B) the employer in question

3 C) the employee in question

4 D) the EEO office

Which of the following recruitment practices could be

considered discriminatory?

1 A) word of mouth

2 B) misleading information

3 C) help wanted ads with discriminatory language

4 D) All of the above.

If race, color, religion, sex, or national origin is a motivating factor in a termination, but the employee would have been terminated for failure to perform anyway, a exists

1 A) third defense option

2 B) business necessity

3 C) defense for liability

4 D) None of the above.

The EEOC describes a as an informal process in which a neutral third party assists the opposing parties to reach a voluntary, negotiated resolution of a charge of

1 A) quid pro quo

2 B) hostile environment created by supervisors

3 C) hostile environment created by co-workers

4 D) None of the above; Shelley is not a victim of sexual harassment.

Which of the following is not a way an employer can show reasonable care to defend against sexual harassment

liability?

1 A) training employees in sexual harassment policies

2 B) instituting a sexual harassment reporting process

3 C) investigating sexual harassment charges promptly

4 D) All of the above are ways of showing reasonable care.

In the absence of formal harassment policies, what is the first step an employee should take to address a problem of sexual harassment?

1 A) file a complaint with the local EEOC office

2 B) file a complaint with the human resource director

3 C) write a letter to the accuser

4 D) file a verbal complaint with the harasser and the harasser's boss

aims to ensure that anyone, regardless of race, color, disability, sex, religion, national origin, or age has an equal chance for a job based on his or her qualifications, and requires employers to make an extra effort to hire and promote those in a protected group

1 A) Equal employment opportunity

4 D) American with Dysfunctions Act

refers to the total employment process that results

in a significantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion

1 A) Disparate treatment

2 B) Unintentional discrimination

3 C) Adverse impact

4 D) Prima facie

Which equal employment act allows the plaintiff to sue for punitive damages?

1 A) Civil Rights Act of 1991

2 B) American with Disabilities Act

3 C) Title VII

4 D) None of the above.

When harassment is of a serious nature, an employee can consider suing for

1 A) assault and battery

2 B) emotional distress

3 C) compensatory and punitive damages

4 D) All of the above.

Which of the following characteristics could serve as a BFOQ depending on the nature of the job requirements?

1 A) age

2 B) gender

3 C) religion

4 D) All of the above.

Firms using make an extra effort to hire and

promote those in protected groups

1 A) ethical hiring practices

2 B) arrest records when security clearance is necessary.

3 C) height, weight, and physical characteristics.

4 D) None of the above; all may be discriminatory selection standards.

The ADA prohibits discrimination against , those who can carry out the essential functions of the job with or without reasonable accommodation

1 A) disabled individuals

2 B) qualified individuals

3 C) drug users

4 D) All of the above.

Under the Civil Rights Act of 1991, once a plaintiff shows disparate impact, who has the burden of proving that the challenged practice is job-related for the position in

question?

1 A) the plaintiff

2 B) the defense attorney

3 C) the employer

4 D) the EEOC office

The defense of requires showing that there is an overriding business purpose for the discriminatory practice and that the practice is therefore acceptable

2 B) burden of proof on employer

3 C) discrimination need not be intentional

4 D) discrimination must have disparate impact only

Which of the following is NOT one of the activities that an organization can use to boost diversity?

1 A) hire all diversity applicants

2 B) adopt strong company policies

3 C) publicize diversity philosophy throughout the company

4 D) take concrete steps to foster diversity at work

Under the Civil Rights Act of 1991, a discrimination claim must be filed within after the alleged incident took place

1 A) informing employees about a sexual harassment policy

2 B) training management about the dangers of sexual harassment

3 C) issuing a strong policy statement condemning harassment

4 D) All of the above.

The prohibits employers from discriminating

against qualified individuals with disabilities with regard to applications, hiring, discharge, compensation, advancement, training, or other terms, conditions, or privileges of

employment

1 A) Civil Rights Act of 1991

2 B) Federal Violence Against Women Act of 1994

3 C) American with Disabilities Act of 1990

4 D) Vietnam Era Veterans' Readjustment Assistance Act of 1974

Religion may be used as a BFOQ if

1 A) a religious organization requires employees to share their religion

2 B) an employer does not want to honor an employee's religious holidays

3 C) Both A and B.

4 D) Neither A nor B.

Sally is known as a big flirt around the office She often makes sexual innuendos to men at work, both co-workers and her subordinates although their work performance has not changed What form of sexual harassment is this an example of?

1 A) hostile environment created by supervisors

2 B) hostile environment created by co-workers

3 C) hostile environment created by non-employees

4 D) This is not sexual harassment.

The greatest number of claims brought under the ADA is related to disabilities

Verbal conduct of a sexual nature cannot be called sexual harassment

1 True

2 False

If an employer offers its employees disability coverage, then

it must treat pregnancy and childbirth like any other

disability and include it in the plan as a covered condition

1 True

2 False

An employer can avoid liability for discrimination by proving that it would have taken the same action even without the discriminatory motive

1 True

2 False

The establishment of the EEOC assisted the federal

government in enforcing equal employment laws

1 True

The most direct way to prove sexual harassment is showing

a tangible employment action is dependent on sexual

Adverse impact refers to employment processes that result

in more individuals from a protected group being rejected regardless of whether the difference is significant

1 True

2 False

The EEOC receives and investigates job discrimination

complaints from aggrieved individuals

Changing performance appraisal to include components regarding intergroup conflicts is not helpful in managing diversity

Title VII forbids testing or screening of job applicants

because testing could systematically discriminate against some protected classes

There is no need to develop support for an affirmative action program: They are universally liked

Employers primarily use a bona fide occupation qualification

as a defense against charges of intentional discrimination based on gender

To prove sexual harassment, it is necessary to show that the harassment had tangible consequences such as demotion or termination

1 True

2 False

The Age Discrimination in Employment Act prohibits

discriminating against a person 50 or over in any area of employment because of age