Question :
41. Which organization most specifically involved in the enforcement of equal : 1250987
41. Which organization is most specifically involved in the enforcement of equal employment laws?
A. EEOC
B. DOL
C. OSHA
D. DOD
An independent federal agency, the EEOC is responsible for enforcing most of the EEO laws, such as Title VII, the Equal Pay Act, and the Americans with Disabilities Act.
42. An individual who feels that he/she has been discriminated against is required to file a complaint with a governmental agency within how many days of the alleged discriminatory act?
A. 60 days
B. 90 days
C. 180 days
D. 220 days
Individuals who feel they have been discriminated against must file a complaint with the EEOC or a similar state agency within 180 days of the incident.
43. An individual who files a discrimination complaint with the EEOC or other governmental agency must give that agency how long before filing suit in federal court?
A. 30 days
B. 60 days
C. 90 days
D. 100 days
The complainant must give the EEOC 60 days to investigate the complaint failing which the complainant may sue in federal court.
44. Which of the following is NOT a responsibility of the EEOC?
A. Writing new EEO laws
B. Information gathering
C. Investigation and resolution
D. Issuance of guidelines
The EEOC has three major responsibilities: investigating and resolving discrimination complaints, gathering information, and issuing guidelines.
45. The set of guidelines issued jointly by the EEOC, the Department of Labor, the Department of Justice, and the U.S. Civil Service Commission are known as the:
A. Uniform Commercial Code.
B. Code of Employment Practices.
C. Uniform Guidelines on Employee Selection Procedures.
D. Procedural Guidelines for Title VII.
A third responsibility of the EEOC is to issue guidelines that help employers determine when their decisions are violations of the laws enforced by the EEOC. One such example is the Uniform Guidelines on Employee Selection Procedures which is a set of guidelines issued by the EEOC, the Department of Labor, the Department of Justice, and the U.S. Civil Service Commission.
46. Which of following organizations is required to file an EEO-1 (or equivalent) form?
A. Any organization engaged in interstate commerce.
B. Any organization with 100 or more employees.
C. Any organization that has been in existence for less than three years.
D. Any organization doing business overseas.
Each year organizations with 100 or more employees must file a report (EEO-1) with the EEOC that provides the number of women and minorities employed in nine different job categories.
47. Which of the following statements about the Uniform Guidelines on Employee Selection Procedures is FALSE?
A. It is a set of guidelines issued by the EEOC.
B. The courts frequently refer to these guidelines to determine whether a company has engaged in discriminatory conduct.
C. This document provides guidance on the ways an organization should develop and administer selection systems so as not to violate the Fair Labor Standards Act.
D. The courts often refer to the Uniform Guidelines to determine whether a company has engaged in discriminatory conduct.
The Uniform Guidelines on Employee Selection Procedures provides guidance on the ways an organization should develop and administer selection systems so as not to violate Title VII.
48. Which of the following is TRUE regarding guidelines issued by the EEOC?
A. They carry the force of law.
B. They are ignored by most employers.
C. They are given deference by the courts.
D. They bind courts to make decisions in line with them.
Though the guidelines are not laws; yet the courts give great deference to them when hearing employment discrimination cases.
49. The _____ is the agency responsible for enforcing the executive orders that cover companies doing business with the federal government.
A. court system
B. OFCCP
C. EEOC
D. executive branch
Businesses with contracts for more than $50,000 cannot discriminate in employment based on race, color, religion, national origin, or sex, and they must have a written affirmative action plan on file.
50. According to utilization analysis, if the percentage for a specific characteristic in the employer’s workforce is much less than the percentage in the comparison group, then that minority group is considered to be:
A. underutilized.
B. overutilized.
C. balanced.
D. discriminated.
The utilization analysis compares the race, sex, and ethnic composition of the employer’s workforce with that of the available labor supply. If the percentage in the employer’s workforce is much less than the percentage in the comparison group, then that minority group is considered to be “underutilized.”
