Write a capital T for True and capital F for False in the blanks above.
The Legal Environment and Diversity Management
1. The OUCH test can only be applied to hiring principles, and no other area of HRM.
2. Objective decisions are based on fact, cognitive knowledge, or quantifiable evidence.
3. The “consistent in effect” component of the OUCH test is difficult to assess.
4. If we are outside the 4/5 rule, we have automatically broken the law.
5. The OUCH test meets all requirements for a legal test.
6. The OUCH test is not perfect, and should only be used as a guide for HR practices.
7. The Equal Pay Act stipulates “differences” that are legally allowable to justify pay inequality.
8. The Civil Rights Act directly, and indirectly, affected the way businesses ensure fairness and equality for all workers.
9. There is only one broad type of discrimination under the Civil Rights Act.
10. The organization (the employer) never has a legally defensible argument in discrimination cases.
11. Business necessity arguments must be combined with a test for job relatedness, in order to be legally defensible.
12. The VEVRAA (Vietnam Era Veterans Readjustment Assistance Act) applies to all veterans.
13. Job accommodations are usually very expensive.
14. Immigration employment laws are designed to prohibit any immigrant from working inside the United States.