Hrm 420 Week 2 Quiz

Front 1

HRM 420 Week 2 Quiz

Back 1

Download answer at https://www.examtutorials.com/course/hrm-420-week-2-quiz/
<strong>HRM 420 – Week Two Quiz</strong><strong>TRUE/FALSE</strong>1. As diversity in the workplace increases, employment discrimination has decreased because workers have higher comfort levels in interacting with a wide variety of people2. The United States is one of the few nations that has laws forbidding discrimination in the workplace.3. A legal defense against a charge of employment discrimination is lack of intent to discriminate.4. The burden of proof shifts to the employer once the court rules that a prima facie case of discrimination has been made by the plaintiff.5. The intent of affirmative action is to make up for historical discrimination.6. Executive orders have typically been used by presidents to allow large government contractors to operate without conforming to anti-discrimination laws.7. The Civil Rights Act of 1991 allows plaintiffs both punitive and compensatory damages in some circumstances.8. Anti-discrimination laws that apply only to federal contractors take the form of Executive Orders.9. From a legal point of view, sexual harassment is considered employment discrimination.10. The EEOC is responsible for requiring that federal contractors take affirmative action to overcome the effects of prior discrimination practices.11. If it is illegal in a certain country for women to drive cars, the 1991 Civil Rights Act requires that American women working for a U.S. company operating in that country also not drive cars, even if that is typically a duty of the jobs they hold.12. The Equal Pay Act prohibits employers from having different pay rates based on race.13. Although the Pregnancy Discrimination Act requires employers to treat maternity leave the same as other medical leaves, it does not require insurance coverage for prescription contraceptives under employer-provided health plans.14. The driver of a truck that makes liquor deliveries to a local casino has been making lewd comments and suggestions to one of the female employees who works on the receiving dock. The HR department has no responsibility regarding this type of action because the truck driver is not an employee of the company.15. Clara has complained to the HR manager that her supervisor, Roberta, is making unwanted sexual advances to her and has created a hostile work environment. Clara’s situation may be considered sexual harassment.16. Obesity is not considered as a disability under the ADA because this condition is caused by the individual and can be changed by the individual.17. For years after she broke her hip in a car wreck Becky was addicted to prescription pain medication. Now, Becky is free of her addiction, but she continues to attend a 12-step program to stay drug free. Becky is covered by the ADA.18. A staff attorney for a large commercial real estate development firm has returned from military duty in Iraq with injuries to both hands that prevent her from using a keyboard. Equipping her computer with voice recognition software that will allow the attorney to do carry out her job duties will cost over $3,000. The firm can refuse to accommodate the attorney’s disability because this would be an undue hardship19. Federal law prohibits employers from using genetic test results to exclude individuals from certain jobs if they have genetic conditions that increase health risks.20. Claudette is 59 years old. Since her job description was changed to include customer relations duties, her performance has declined. Over the past year Claudette has been counseled by her manager, sent to training, and received warnings about her poor performance. Claudette’s performance is still not acceptable and there are no appropriate positions available for her to be transferred into. The employer will not be subject to an age discrimination claim if it discharges Claudette at this point.21. Because of the Baby Bust following the Baby Boom, older workers are becoming more valuable to employers as the pool of younger workers shrinks. Consequently, discrimination complaints under the ADEA are declining.22. Clara, an accounts receivable clerk at a large insurance agency, has just converted to a religion which requires women to wear modest clothing (high-necked, long-sleeved tops, below-knee length skirts, closed-toed shoes, and a small bonnet that covers her hair). Clara’s employer must provide reasonable accommodation and allow Clara to wear her garb, even though some of her coworkers are annoyed at Clara’s “ostentatious modesty.”23. A highly skilled foreign research scientist in the field of optics could be hired by a U.S. firm if he could be granted an H-1B visa.24. Shirley is a member of the Marine Reserve. She was concerned that she would not be hired if the company knew that she was in the reserves and could be called up for active service at any time. So, she did not tell the employer that she was a reservist. After she had been with the company for eight months, Shirley’s unit was called to go to Iraq. Her employer terminated Shirley’s employment when it learned of Shirley’s military status. Shirley can charge her former employer with violation of the USERRA.25. Armand is a transgender man employed as a security guard at a large bank. Armand has applied to be a supervisor, but he has been rejected on the basis that the other security guards would not be comfortable taking orders from a transgender person. Armand can to sue his employer under the Civil Rights Act of 1991.26. Archie, a member of a protected class, was convicted and served time in federal prison for tax fraud and evasion. Now that he is out of prison, Archie has applied for a machine maintenance job with a construction firm, which builds pipelines. Archie is highly qualified for the work. If the employer rejects Archie based on his felony conviction, it may be subject to a suit for discrimination.27. The Uniform Guidelines are used by enforcement agencies to examine recruiting, hiring, promotion, and many other employment-related practices.28. The Uniform Guidelines on Employee Selection Procedure apply only to organizations under the jurisdiction of the EEOC. False29. If the selection rate for a protected group is more than 80% of the selection rate for the majority group, this is evidence that discrimination exists.30. According to the Uniform Guidelines on Employee Selection Procedures, employers are required to maintain “close” proportionate equality in the composition of their work force to the relevant labor market.31. The major reason that the firm must calculate external disparate impact is in case an employee brings a lawsuit and the EEOC subpoenas the data.32. An "employment test" is defined as any paper-and-pencil test that an employer may use prior to making a hiring decision.- False33. Content validity is a logical, non-statistical method used to identify the KSAs and other characteristics necessary to perform a job.34. We Do Wonderful Windows is a custom window treatments firm employing two designers, five seamstresses, two installers and an office manager. All the employees are female. Wonderful Windows does not have to maintain any records for EEO compliance purposes.35. The minimum time period for retaining employment records varies, but the rule of thumb is to keep documents that are less than five years old.36. To meet minimum EEO guidelines employers must have a written EEO policy statement which is available to all employees upon request.37. Sometimes employees want to pursue a discrimination case under state law rather than under federal law because there may be greater remedies under state laws.38. Since it is illegal to collect information on applicants’ protected class data, applicant flow data is primarily based on interviewer assessment of applicants’ age, race and national origin.39. Mediation between employers and employees conducted by the EEOC has resulted in faster resolution of EEO-based complaints.40. Whichever side loses a discrimination trial in federal court, it has the option to appeal the decision, perhaps as high as the U.S. Supreme Court.
https://www.examtutorials.com/course/hrm-420-week-2-quiz/

Front 2

About ExamTutorials?

Back 2

Examtutorials.com is a commerical website helps the students in assignment solutions.

Front 3

Why you choose Examtutorials.com?

Back 3

High Quality, Fresh Online Study and more