A) pension plans are administered in a responsible manner and that the pension plans have appropriate financial backing.
B) early retirees between the ages of 55 and 65 receive medical benefits from their former employer.
C) employees must be given complete and accurate information about the benefits of any severance package if they must sign liability waivers for age discrimination.
D) employees over the age of 40 would not have their medical benefits reduced or have their medical insurance premiums raised merely because older employees are heavy users of health care.
F) A) and C)
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A) Harassment on the basis of ethnicity is illegal under the employment discrimination laws.
B) Unlike sexual harassment, racial harassment must go beyond mere verbal joking.
C) If employers investigate each complaint of ethnic harassment and discipline proven offenders, the harassed employee will be less likely to have a legal claim against the employer.
D) An employee who felt he was harassed on the basis of his race who did not get satisfactory results when he complained to his HR department, would complain to the EEOC for investigation and enforcement.
F) C) and D)
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B) False
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A) Some cities and states have made discrimination on the basis of sexual orientation illegal.
B) Veterans of the Vietnam War have additional employment protections over veterans of other wars.
C) An individual whose mother is Polynesian and whose father is Native American would not be a member of a protected class.
D) Individuals under 40 are not protected from age discrimination.
F) A) and B)
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The workers in the demographic bulge of ...View Answer
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A) municipal police departments.
B) Sadie's Kosher Frozen Cuisine.
C) airlines with international routes.
D) St. Mary's Catholic Academy for Girls.
F) A) and D)
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A) established the importance of proving discriminatory intent when an individual sues an employer for discrimination.
B) placed the burden of proof on the employer to show that the practice in question is actually a business necessity.
C) clarified that the employer's past practices were not relevant in proving a discrimination complaint.
D) demonstrated that tests of intelligence are not discriminatory, even if they have a disparate impact on a protected class.
F) All of the above
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A) eliminating a marginal function of the job that requires the employee to change the paper in the printer and do other machine maintenance tasks requiring reaching and stooping
B) removing a partition in the restroom so that the employee can maneuver her wheelchair as needed
C) raising the employee's desk higher so that her wheelchair can more easily fit under it
D) relocating the business from a second floor that is not accessible by wheelchair to the ground floor
F) B) and C)
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A) sensitivity training.
B) behavior modeling.
C) cultural awareness.
D) legal awareness.
F) A) and D)
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A) 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.
B) the OFCCP will require the company to institute a company-wide affirmative action plan.
C) the percentage of women who are store managers is lower than the proportion of women who are store clerks in this company.
D) more than half the store managers are men.
F) A) and C)
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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) 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.
C) Religious speech, including proselytizing for new converts, is protected in the workplace under Title VII of the Civil Rights Act.
D) 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.
F) C) and D)
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A) ethnocentrism.
B) viewing people with different characteristics negatively.
C) recognizing differences among items or people.
D) illegal employment practices.
F) None of the above
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In its most general usage,"discriminatio...View Answer
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A) Unless there is an existing HR policy on inappropriate electronic technology usage, Kurt cannot be disciplined, since "hostile environment" only applies to the physical work environment.
B) Kurt is just a "loser" guilty only of socially-inept behavior. Susie would be over-reacting to report this to HR, and if she does report this to her manager or HR, she should be told that Kurt is harmless.
C) This is cyber-stalking. Susie should report Kurt to her manager, and Kurt should be disciplined in accordance with the company's electronic technology usage policy.
D) This does not rise to the level of cyber-stalking because Kurt has not made any threats against Susie. If Kurt does make threats, Susie should immediately inform her manager and HR.
F) A) and C)
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A) instruct supervisors that any discipline or warnings against an employee who has filed a discrimination case should be verbal and not documented.
B) take appropriate action if supervisors retaliate against employees who file a discrimination complaint.
C) thoroughly investigate any claims of retaliation.
D) train supervisors what retaliation consists of.
F) A) and C)
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A) are usually applied on a case-by-case basis between management and HR.
B) are recommended as a way of reducing workers' compensation premiums.
C) have been held to be discriminatory against women by the Supreme Court.
D) are a standard and accepted health and safety practice.
F) B) and D)
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A) The HR director should inform Andrew's manager so that Andrew/Andrea can be transferred from his current client-contact job to another position that does not entail client-contact.
B) The HR director should wish Andrew the best of luck and ask if Andrew has any concerns regarding his employment situation.
C) The HR director should inform Andrew that federal law requires the individual's birth gender to apply in any sex discrimination case under Title VII. So, Andrea would be considered male under Title VII.
D) The HR director should investigate whether the locality has a law protecting transgendered persons from employment discrimination.
F) A) and B)
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A) pay similar wage rates for similar work without regard to gender.
B) establish pay rates based upon merit rather than seniority.
C) conduct wage and salary surveys to ensure pay equity.
D) ensure that older employees are not discriminated against in compensation.
F) A) and C)
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A) discriminatory intent
B) disparate treatment
C) disparate impact
D) statistical bias
F) B) and C)
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A) Relationships between a supervisor and a subordinate are of more concern than relationships between employees at the same level of hierarchy.
B) Even consensual workplace romances can cause hostile work environments for other employees.
C) It is an illegal invasion of privacy for organizations to have policies banning or regulating relationships between consenting employees.
D) About 40% of workers admit that they have dated co-workers.
F) A) and D)
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