1. True or False: Federal statutes require that employers document the reasons for failing to hire any specific applicant.
2. True or False: Content validation with regard to preemployment tests is based on a careful job analysis that identifies important tasks behaviors and knowledge that a job requires.
3. True or False: The Drug-Free Workplace Act of 1988 prohibits the drug testing of federal employees under all circumstances.
4. True or False: The Americans with Disabilities Act provides that individuals who currently use illegal drugs are considered individuals with disabilities.
5. True or False: An employer is required to lower quality standards or qualifications in order to accommodate an individual employee’s or applicant’s needs.
6. In the context of employment discrimination, which of the following is true of the various recruitment practices?
A) An employer can create the most heterogeneous workplace by obtaining its new employees from referrals from within its own workforce or through word-of-mouth recruiting.
B) An employer can completely eliminate discrimination in employment by promoting from within the company.
C) A job advertisement that requests “recent college grads” is a neutral solicitation.
D) A process that could avoid a finding of disparate impact would be to post a notice of job position availability within an organization.
7. While interviewing Zarah Qazi for the post of marketing manager, the Vice President of Glowing Hair Products Inc. asks Zarah about the origin of her first name, if she is married, and if she plans to have children in the near future. Which of the following holds true in this scenario?
A) These questions are prohibited by federal law because they concern national origin, ethnicity, and marital status.
B) These questions are not prohibited by federal law but they could be used as evidence of discrimination because they are not job related.
C) These questions are not prohibited by federal law but there is a risk of liability if all applicants are asked the same questions.
D) These questions are prohibited by federal law only when an employer is protected under the business necessity defense.
8. In the absence of age as a bona fide occupational qualification (BFOQ), the Age Discrimination in Employment Act of 1967 prohibits discrimination against an individual _____ years of age or older.
A) 35 B) 40 C) 21 D) 70
9. The Immigration Reform and Control Act (IRCA) of 1986:
A) protects U.S. citizens working for foreign employers outside the United States.
B) aims at increasing work opportunities that attract immigrants to the United States.
C) prohibits American companies from outsourcing their work to other countries.
D) condones discrimination against illegal aliens in recruitment.
10. In a preemployment interview, an employer should avoid asking if an applicant or a potential employee:
A) is a citizen of the United States.
B) is flexible with working overtime.
C) uses different names for himself or herself.
D) speaks any other languages apart from English.
11. Under the Americans with Disabilities Act of 1990, employers are strictly prohibited from asking job applicants with disabilities about:
A) their compensation history.
B) the different languages they can read, speak, or write.
C) their experience working with a certain age group.
D) the skills they acquired in their previous jobs
12. Good Fortune Bank employs Weber, who has been arrested four times and convicted twice of fraud, as a bank teller. He consistently underpays customers making large withdrawals and keeps the unpaid funds for himself. Later, when a customer attempts to recover her unpaid funds from Weber, she discovers that Weber is absconding. In this scenario, Good Fortune Bank will:
A) not incur any liability since it cannot be held responsible for the crimes of its employees.
B) not incur any liability since it will not be able to recover the money from Weber.
C) be liable to the customer only if it can be shown that the bank had knowledge of Weber’s past.
D) be liable to the customer because of negligent hiring
13. Grisham, the owner of a distillery, uses drug and alcohol testing on job applicants to eliminate hiring poor performers and to reduce workplace injury. In this scenario, Grisham is said to be:
A) testing for ineligibility.
B) applying a test to measure psychomotor skills.
C) conducting an aptitude test.
D) measuring applicants’ behavior.
14. With regard to a workplace substance abuse program, which of the following is an effective practice?
A) Limiting employees’ input when creating a drug policy.
B) Incorporating an employee education and awareness program.
C) Restricting the program to employees from a particular race or religion.
D) Including a drug-testing program irrespective of its appropriateness.
15. Title VII of the Civil Rights Act of 1964 permits the use of an employment eligibility test that may have a disparate impact on a protected class provided:
A) it is proved that the test has been professionally developed and it is not been used to discriminate.
B) it is proved that the employer’s efficiency concerns do not trump the individual’s privacy interests.
C) the employer can show that the test evaluates factors that are not directly job related.
D) the employer can show that there was no invasion of privacy during the test.
16. Which of the following is true of the Drug-Free Workplace Act of 1988?
A) It mandates drug testing for all private-sector employees before they can be hired.
B) It requires that employers provide reasonable accommodation to employees who have successfully completed a rehabilitation program.
C) It requires that federal contractors and grant recipients satisfy certain requirements designed to eliminate the effects of illicit drugs from the workplace.
D) It provides protection to federal employees against drug testing at the workplace under all circumstances.
17. In the context of preemployment tests, construct validity is generally most useful when an employer is seeking to measure:
A) psychological characteristics.
B) motor skills.
C) demographic factors.
D) physical stamina.
18. For an eligibility test to be legally validated as an effective gauge of performance, an employer must show that the test:
A) is job-related and consistent with business necessity.
B) allows the employer to use different cutoff scores.
C) disregards the theory of promissory estoppel.
D) is subjective but not based on job analysis.