Question 1

______________ enforces executive orders.`

Accepted Answer

A)  The EEOC
B)  The U.S.Congress
C)  The Department of Labor
D)  The U.S.Attorney GeneralE) B) and C)
F) A) and D)

Question 2

The Civil Rights Act of 1866 covers which of the following private employers?

Accepted Answer

A)  all of them
B)  those that employ 15 or more
C)  those that employ 25 or more
D)  those that employ 50 or moreE) A) and C)
F) B) and C)

Question 3

Which of the following is the rule-of-thumb used by the courts to determine discrimination?

Accepted Answer

A)  the three-fourths rule
B)  the four-fifths rule
C)  the standard determination rule
D)  the proportional differences testE) A) and C)
F) All of the above

Question 4

Which of the following organizations is not covered by Title VII of the Civil Rights Act of 1964?

Accepted Answer

A)  employment agencies
B)  unions
C)  private employers
D)  private clubsE) B) and D)
F) A) and C)

Question 5

All organizations are required to keep information about the demographic characteristics of applicants and hires.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is considered acceptable according to the Uniform Guidelines on Employee Selection Procedures?

Accepted Answer

A)  using skills and abilities that are easily learned during a brief training program as selection requirements
B)  using requirements drawn from higher-level jobs if the majority of individuals move to the higher-level job within a reasonable period of time
C)  using a cutoff score that individually ranks all applicants even if the use of such method results in adverse impact
D)  using high cutoff scores to ensure fair selection rather than validating lower cutoff scoresE) C) and D)
F) B) and C)

Question 7

The "glass ceiling effect" refers to an employer's effort to intentionally create barriers that impede the advancement of women and minorities to higher positions.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following groups are specifically excluded under the Americans with Disabilities Act of 1980?

Accepted Answer

A)  compulsive gamblers
B)  homosexuals
C)  pyromaniacs
D)  persons with bad attitudesE) A) and C)
F) C) and D)

Question 9

Match the key issues to the major selection court cases.
-Spurlock v.United Airlines (1972)

Accepted Answer

A)  Company must insure that all parts of a multiple-step selection program have no disparate impact
B)  Company's burden of proof against adverse impact diminishes as human risk increases
C)  Selection test must be job-related if disparate impact results
D)  Validation must reflect selection decision practices
E)  In disability cases, organization must prove that individual cannot perform jobF) Company's moral concerns about health of future children is not sufficient to bar women from employmentG) Cases focusing on subjective selection devices (e.g., interviews and judgments)  could be heard as disparate impact casesH) C) and D)
I) A) and B)

Question 10

Homosexuality is considered a disability according to the Americans with Disabilities Act.

Accepted Answer

A) True 
 B)False

Question 11

According to the regulatory model of EEO,what begins the regulation process?

Accepted Answer

A)  societal problems
B)  management responses
C)  regulatory agencies
D)  laws and executive ordersE) C) and D)
F) B) and C)

Question 12

Generally,the disabled person is responsible for informing the employer that accommodation is needed.

Accepted Answer

A) True 
 B)False

Question 13

The burden of proof is initially on the defendant in either a disparate treatment or a disparate impact discrimination case.

Accepted Answer

A) True 
 B)False

Question 14

What is disparate impact?

Accepted Answer

A)  Selection standards are applied uniformly to all groups, but the net result is to produce differences in the selection of various groups
B)  Certain groups are treated negatively because of race, religion, color, sex, etc.
C)  Different standards are applied to various groups even though there may not be an explicit statement of discrimination.
D)  Certain groups are treated negatively because of job-related factors.E) All of the above
F) B) and C)

Question 15

Race norming is considered an acceptable practice according to the Civil Rights Act of 1991.

Accepted Answer

A) True 
 B)False

Question 16

Flow statistics compare proportions taken at two points in time.

Accepted Answer

A) True 
 B)False

Question 17

Stock statistics compare groups at one point in time.

Accepted Answer

A) True 
 B)False

Question 18

What is the major difference between stock and flow statistics?

Accepted Answer

A)  timing of comparisons
B)  location of comparisons
C)  relevant labor market
D)  types of applicantsE) C) and D)
F) A) and B)

Exam 2: Legal Issues in Selection

______________ enforces executive orders.`

Correct Answer
verified

Race norming is considered an acceptable practice according to the Civil Rights Act of 1991.

Correct Answer
verified

All organizations are required to keep information about the demographic characteristics of applicants and hires.

Correct Answer
verified

Stock statistics compare groups at one point in time.

Correct Answer
verified

Which of the following groups are specifically excluded under the Americans with Disabilities Act of 1980?

Correct Answer
verified

Generally,the disabled person is responsible for informing the employer that accommodation is needed.

Correct Answer
verified

Match the key issues to the major selection court cases. -Spurlock v.United Airlines (1972)

Correct Answer
verified

Flow statistics compare proportions taken at two points in time.

Correct Answer
verified

What is the major difference between stock and flow statistics?

Correct Answer
verified

Homosexuality is considered a disability according to the Americans with Disabilities Act.

Correct Answer
verified

According to the regulatory model of EEO,what begins the regulation process?

Correct Answer
verified

The "glass ceiling effect" refers to an employer's effort to intentionally create barriers that impede the advancement of women and minorities to higher positions.

Correct Answer
verified

The Civil Rights Act of 1866 covers which of the following private employers?

Correct Answer
verified

Which of the following is considered acceptable according to the Uniform Guidelines on Employee Selection Procedures?

Correct Answer
verified

Which of the following organizations is not covered by Title VII of the Civil Rights Act of 1964?

Correct Answer
verified

What is disparate impact?

Correct Answer
verified

The burden of proof is initially on the defendant in either a disparate treatment or a disparate impact discrimination case.

Correct Answer
verified

Which of the following is the rule-of-thumb used by the courts to determine discrimination?

Correct Answer
verified

Exam 2: Legal Issues in Selection

______________ enforces executive orders.`

Correct AnswerverifiedShow Answer

Race norming is considered an acceptable practice according to the Civil Rights Act of 1991.

Correct AnswerverifiedShow Answer

All organizations are required to keep information about the demographic characteristics of applicants and hires.

Correct AnswerverifiedShow Answer

Stock statistics compare groups at one point in time.

Correct AnswerverifiedShow Answer

Which of the following groups are specifically excluded under the Americans with Disabilities Act of 1980?

Correct AnswerverifiedShow Answer

Generally,the disabled person is responsible for informing the employer that accommodation is needed.

Correct AnswerverifiedShow Answer

Match the key issues to the major selection court cases. -Spurlock v.United Airlines (1972)

Correct AnswerverifiedShow Answer

Flow statistics compare proportions taken at two points in time.

Correct AnswerverifiedShow Answer

What is the major difference between stock and flow statistics?

Correct AnswerverifiedShow Answer

Homosexuality is considered a disability according to the Americans with Disabilities Act.

Correct AnswerverifiedShow Answer

According to the regulatory model of EEO,what begins the regulation process?

Correct AnswerverifiedShow Answer

The "glass ceiling effect" refers to an employer's effort to intentionally create barriers that impede the advancement of women and minorities to higher positions.

Correct AnswerverifiedShow Answer

The Civil Rights Act of 1866 covers which of the following private employers?

Correct AnswerverifiedShow Answer

Which of the following is considered acceptable according to the Uniform Guidelines on Employee Selection Procedures?

Correct AnswerverifiedShow Answer

Which of the following organizations is not covered by Title VII of the Civil Rights Act of 1964?

Correct AnswerverifiedShow Answer

What is disparate impact?

Correct AnswerverifiedShow Answer

The burden of proof is initially on the defendant in either a disparate treatment or a disparate impact discrimination case.

Correct AnswerverifiedShow Answer

Which of the following is the rule-of-thumb used by the courts to determine discrimination?

Correct AnswerverifiedShow Answer

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