Question :
Multiple Choice Questions
26. __________ defined as employment decision making or : 1234380
Multiple Choice Questions
26. __________ is defined as employment decision making or working conditions that are advantageous (or disadvantageous) to members of one group compared to members of another group.
A) Civil rights
B) Implied contract
C) Discrimination
D) Employment at will
E) Employment rights
27. In the Goebel et al v. Frank Clothiers exercise, the company could have avoided adverse impact by interpreting the test scores according to ethnic classification of the test taker. Which of the following is correct regarding this approach?
A) Although this would involve reverse discrimination, this is legally feasible
B) This is known as “race norming” and is illegal under the CRA post 1991
C) This approach is consistent with sound HRM and High Performance Work Practices
D) This method is recommended by the courts and supported by meta-analysis data
E) This is “race norming” and is illegal under the CRA of 1991
28. Which the following constitutes a probable case of disparate impact?
A) An organization hires 25 whites and no African-Americans from a pool of 50 white and 50 African-American applicants
B) Female applicants of childbearing age are not hired for jobs requiring the use of chemicals.
C) An organization hires 30 whites and 15 African Americans from a pool of 90 white and 20 African-American applicants.
D) There are different criteria for promotion depending on a candidate’s religion.
E) An organization intentionally does not promote employees who are more than 50 years old.
29. What does the term “prima facie” mean?
A) A body of facts presumed to be true until proven otherwise
B) An unintentional case of unfair discrimination
C) The court’s final ruling
D) Past case law
E) Past legislation
30. To demonstrate that a prima facie case of employment discrimination exists, the plaintiff must:
A) Show that there is high likelihood that a violation of EEO law has occurred.
B) Demonstrate that the selection rate for a protected group is less than four-fifths (80%) of the rate for the group with the highest selection rate.
C) Provide some proof of a legitimate, nondiscriminatory reason for the employment decision.
D) Demonstrate that the alleged discrimination was intentional.
E) Demonstrate that the “test” being used for selection is job related and there is no alternative method.
31. Who carries the initial burden of proof when demonstrating that a prima facie case of discrimination exists?
A) The court
B) The defendant
C) The district attorney
D) The Equal Employment Opportunity Commission (EEOC)
E) The plaintiff
32. Which of the following cases dealt with the issue of sexual harassment?
A) McDonnell Douglas v. Green
B) Watson v. Fort Worth Bank & Trust
C) Diaz vs. Pan American World Airways
D) Harris v. Forklift
E) United Steelworkers vs. Weber
33. Which of the following statements is true regarding “job-relatedness”?
A) Employers have won the majority of cases dealing specifically with job relatedness after the prima facie case has been established
B) In Connecticut v. Teal, the Supreme Court declared that the “job relatedness” argument does not have to be applied to all steps of a multiple-hurdle selection process.
C) Employers are not required to use specific criteria to compare selection to actual job performance in order to measure job relatedness
D) Employers need to establish the reliability of criteria required for a job; they do not need to meet the higher standard of validity in establishing job relatedness
E) Employers can support job relatedness through the use of job analysis to identify specific knowledge, skills and abilities.
34. The concept that both employees and employers can terminate an employment relationship at any time, for any reason other than those covered by law, is known as:
A) employment rights.
B) employer rights.
C) contract at will.
D) contract law.
E) employment at will.
35. The 1988 Supreme Court case of Watson v. Fort Worth Bank & Trust established that:
A) employment testing must be job related.
B) a “hostile environment” is necessary for sexual harassment to have occurred.
C) psychological harm is necessary for sexual harassment to have occurred
D) the “disparate impact” theory may be applied to subjective employment practices.
E) bone fide occupational qualifications (BFOQs) are not a legal argument for discrimination.
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