Module 3 Quiz

Module 3 Test: Chapter 3 Question 1
1. In order to minimize backlash by majority males against diversity efforts, trainers and managers should a) emphasize that employees are free to believe whatever they wish, but they must behave with respect toward all the individuals with whom their work brings them into contact.
b) terminate the worst of the discontented majority males, as their attitudes will be difficult to change and will poison the climate of the organization.
c) stress that behavior change follows attitude change, so it is critical to change the attitudes of majority male employees.
d) cut back on traditional diversity training and instead focus training efforts on team building, cooperation, and company esprit de corps. Question 2
1. All of the following types of organizations fall under Title VII EXCEPT a) private employers of 15 or more persons.
b) agencies of the federal government.
c) private religious educational institutions.
d) national labor unions. Question 3
1. Which of the following is NOT an argument typically made FOR Affirmative Action? a) Affirmative action goals are not quotas. They are indications that progress is needed.
b) In the long run, affirmative action will result in more equality for everyone.
c) Affirmative action is needed to overcome past injustices.
d) Affirmative action has allowed protected classes to advance without being penalized for inferior educations and skill levels. Question 4
1. A bona fide occupational qualification for the job of truck driver for a beer distributing company would include all of the following EXCEPT a) possession of a commercial driver’s license.
b) the ability to lift a minimum of fifty pounds.
c) a bachelor’s degree in any field.
d) basic literacy. Question 5
1. If accommodating a disabled person imposes significant difficulty or expense on an employer, the employer a) will be responsible for finding alternate work for the disabled person.
b) may apply for federal grant money to make the accommodation.
c) may reduce the salary of the disabled person to compensate.
d) can claim undue hardship exists. Question 6
1. 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. a) False
b) True Question 7
1. Which of the following statements is TRUE with regard to sexual orientation and gay rights? a) State and city laws banning discrimination based on sexual orientation have typically been held invalid by the individual state supreme courts.
b) The U.S. Supreme Court has not decided whether gay men and lesbians have rights under the equal protection amendment to the U.S. Constitution.
c) Transvestites are considered disabled under the ADA.
d) Federal law prohibits discrimination based on sexual orientation. Question 8
1. A/an ____ is issued by the president of the United States to provide direction to government departments on a specific area. a) executive order
b) presidential directive
c) legislative initiative
d) federal mandate Question 9
1. John took early retirement last year at age 58. Now his former employer wants to rehire John as an independent consultant. Which of the following statements is FALSE? a) John is more likely to have a job offer from his former employer than if he searches for a job with different employers where he may be viewed a “overqualified” or encounter other forms of age discrimination.
b) If John accepts a contract with his old employer, he will not have the same protection from discrimination that he did as an employee.
c) Re-hiring retirees is a common practice, because it retains their experience and expertise within the firm.
d) The employer is violating the ADEA because it is hiring John to do the same work that he did as an employee, but without paying for his health benefits and other benefits provided to regular employees. Question 10
1. Henry, an upper-level manager at a software design firm, is talking informally with his colleagues over dinner. “The idea of quotas makes me uncomfortable,” he says. “I think that we should just treat everyone equally, regardless of how people vary from one another. A person is a person.” Henry is expressing the philosophy behind a) quid pro quo theory of employment opportunity..
b) affirmative action programs.
c) racist and sexist organizational practices.
d) the “blind to differences” approach. Question 11
1. If women are underutilized as store managers in a national retail chain, this means that a) the percentage of women who are store managers is lower than the proportion of women who are store clerks in this company.
b) the OFCCP will require the company to institute a company-wide affirmative action plan.
c) more than half the store managers are men.
d) there is a larger proportion of women qualified to be store managers in the labor force than the proportion of women who are store managers for the company. Question 12
1. Which of the following is NOT typically a component of diversity training? a) cultural awareness.
b) legal awareness.
c) behavior modeling.
d) sensitivity training. Question 13
1. In 2008, the average annual full-time pay of women was ____ as that of the average full-time pay as men. a) 90
b) 80
c) 60
d) 70 Question 14
1. All of the following actions are critical components of an organization’s ensuring that it has taken “reasonable care” in preventing sexual harassment. a) training managers and employees on avoiding committing sexual harassment
b) investigating and taking action when sexual harassment is reported
c) terminating any employee accused of sexual harassment
d) establishing a sexual harassment policy Question 15
1. The fundamental job duties of the employment position that an individual with a disability holds or desires are called a) core job duties.
b) essential job functions.
c) reasonable accommodation factors.
d) minimum job requirements. Question 16
1. Clarence is the recruiting manager for a start-up firm of about 25 people. He realizes that he needs to be aware of disparate impact in hiring new staff. All but one of the current employees is of European descent. Which is Clarence’s best bet as a recruiting source to find qualified Hispanic applicants? a) placement office of a university with a high Hispanic enrollment
b) social networking sites
c) referrals of friends by current employees
d) LinkedIn Question 17
1. The major provision of the Pregnancy Discrimination Act of 1978 is that a) pregnant employees are to be given 12 weeks family leave without pay.
b) employers can not discriminate against employees based on marital status.
c) pregnant employees are entitled to 12 weeks of paid maternity leave.
d) maternity leave is to be treated the same as other personal or medical leaves. Question 18
1. The majority of women who have risen to senior management in the U.S. hold positions in support or staff areas, such as HR and corporate communications, rather than in the higher-paying, more prestigious, male-dominated areas of sales, operations and finance. These women have a) been successfully building an alternative route to CEO and corporate-president status.
b) become trapped in the hierarchical pyramid.
c) become “pink collar” executives.
d) become stuck in the glass elevator. Question 19
1. Quid pro quo harassment occurs when a) the victim cannot perform his/her work well due to the harassment.
b) an intimidating or offensive work environment is created.
c) a subordinate voluntarily initiates the offer of sexual favors for the supervisor.
d) employment outcomes are linked to the victim’s granting the harasser sexual favors. Question 20
1. To avoid a charge of retaliation against employees who file discrimination charges the organization must do all of the following EXCEPT a) train supervisors what retaliation consists of.
b) take appropriate action if supervisors retaliate against employees who file a discrimination complaint.
c) thoroughly investigate any claims of retaliation.
d) instruct supervisors that any discipline or warnings against an employee who has filed a discrimination case should be verbal and not documented. Question 21
1. You are the director of HR for a company that has been stable in size and has had very little turnover in the last 20 years. Consequently, the average age of your employees is 46 and a large proportion of your employees are over 65. You are receiving more frequent requests for accommodation from employees who are developing bad knees, bad hips, bad backs, and other infirmities of age. Which of the following statements is FALSE? a) The ADA has ruled that the cost of accommodating a disability can be calculated either on a case-by-case basis or on a company laborforce basis. Consequently, a company with a large contingent of disabled employees can deny accommodation on the basis of unreasonable cost.
b) If the disabled employee’s present job cannot be changed to accommodate his/her disability, he/she must be shifted to another job if one is available.
c) If the disabled employee cannot be accommodated in the present job, and no other job is available, the individual could legally be terminated.
d) The requests for accommodation must be handled under ADA rules. Question 22
1. Workers are protected by Title VII of the Civil Rights Act of 1964 against employment discrimination based on all the following characteristics EXCEPT a) pregnancy.
b) religion.
c) age over 40.
d) sexual orientation. Question 23
1. Which of the following statements about religious expression in the workplace is TRUE? a) Discriminatory practices subject to Title VII of the Civil Rights Act extend to holiday office decorations, food served in the company cafeteria, and employee attire and grooming.
b) Religious speech, including proselytizing for new converts, is protected in the workplace under Title VII of the Civil Rights Act.
c) Common religious practices of mainstream religions, such as reading an inspirational passage from the New Testament, before an important business meeting are not covered under Title VII of the Civil Rights Act.
d) Employers must accommodate all of the religious practices of any employee. Otherwise, they are liable to have violated Title VII of the Civil Rights Act. Question 24
1. The Immigration Reform and Control Act a) permits employers to have policies that require all job applicants be native-born U.S. citizens..
b) mandates that all employers use the E-verify database.
c) prevents employers from discriminating against undocumented aliens.
d) requires employers to pay prevailing U.S. wages to immigrants holding the appropriate visas. Question 25
1. All of the persons below would be classified as disabled EXCEPT a person who a) is addicted to a prescription drug which she gets from her sister who is a pharmacist.
b) who is currently receiving chemotherapy for cancer of the esophagus.
c) person who is deaf without his hearing aids.
d) has been treated by a psychiatrist for depression, but who has never been hospitalized for depression. Question 26
1. The Americans with Disabilities Act
a) has made it impossible for an employer to find out if an applicant is physically able to do a job until a conditional job offer has been made
b) allows physical ability tests to be given to applicants if the tests are job-related.
c) has resulted in high costs of accommodation for employers
d) requires employers to hire applicants who can perform most of, but not all of, the core functions of the job Question 27
1. Which of the following questions to job applicants is LEGAL under the ADA? a) Have you ever been treated for tuberculosis?
b) Describe how you would lift a 50-pound dog onto an examination table with or without accommodation.
c) What was the reason for your medical discharge from the Army?
d) I see you are wearing a cast on your arm. Why? Question 28
1. Griggs v. Duke Power a) demonstrated that tests of intelligence are not discriminatory, even if they have a disparate impact on a protected class.
b) established the importance of proving discriminatory intent when an individual sues an employer for discrimination.
c) clarified that the employer’s past practices were not relevant in proving a discrimination complaint.
d) placed the burden of proof on the employer to show that the practice in question is actually a business necessity. Question 29
1. The Uniformed Services Employment and Reemployment Rights Act requires a) employers to give preference in hiring to applicants who have served in the military.
b) employers to continue employee’s pay while he/she is on military leave.
c) employees who are permanently disabled as a result of their military service to be automatically enrolled in the employer’s retirement program.
d) employees to notify their employers of their military service obligations. Question 30
1. The Equal Pay Act, enacted in 1963, requires employers to a) ensure that older employees are not discriminated against in compensation.
b) conduct wage and salary surveys to ensure pay equity.
c) pay similar wage rates for similar work without regard to gender.
d) establish pay rates based upon merit rather than seniority. Question 31
1. In a legal determination of whether discrimination has occurred, the ____ is most important. a) psychological impact on the worker
b) intent to discriminate of the employer
c) state jurisdiction in which the alleged discrimination occurred
d) outcome of the practice on employees Question 32
1. Which of the following is FALSE about workplace romances?
a) Even consensual workplace romances can cause hostile work environments for other employees.
b) It is an illegal invasion of privacy for organizations to have policies banning or regulating relationships between consenting employees.
c) About 40% of workers admit that they have dated co-workers.
d) Relationships between a supervisor and a subordinate are of more concern than relationships between employees at the same level of hierarchy. Question 33
1. Which of the following examples would most likely NOT be considered evidence of age discrimination?

a) The HR managers at a non-profit organization refer to the informal policy of laying off the most senior and highly-paid employees first as the “age before beauty” policy.
b) A modeling agency has sent an 52-year-old man to pose for a photo shoot for a teen-oriented product line. The shoot director was over heard to say on the phone, “What were you thinking? I gave you our target customer profile!”
c) Bob is a retired engineer who works part-time as sales staff at a “big box” home center. The store manager refers to Bob as “Grandpa Bob.”
d) When James was sent to classes to update his computer skills, his supervisor commented that she was sure “old dogs could learn new tricks.” Save and Submit