1. the program that goes beyond equal employment opportunity by requring the employer to make an extra effort to hire and promote thoe in a protected group is:
a) disparate impact program b) quota program c) human resources management d) affirmative active
2. all the following are things an employer should do about sexual harassment claims, except:
a) issue a strong policy statement b) take all the claims seriously c) stall the investigation so that people can cool off d) discipline supervisors and employees who perpetrate sexual harassment
3. the age discrimination in employment act of 1967 ( amended in 1978) made it unlawful to discriminate against employees or applicants for employment between the ages of:
a) 50 and 65 b) 35 and up without any age cap c) 50 and 80 d) 40 and up without any age cap
4. the defense of ----------- requires showing that there is an overiding business purpose for the discriminatory pratice and that the pratice is therefore acceptable:
a) business necessity b) prima facie c) mixed motive d) adverse impact
5. under the ADA, those who can carry out the essential functions of the jobs are known as which of the following?
a) qualified individuals b) plaintiffs c) protected class members d) staff authorities
6. intentional discrimination is also called -------------
a) disparate impact b) disparate tratement c) unequal discrimination d) mixed motive harrassment
7. which of the following best explains why HR management is important to all managers?
a) an enthusiatic labor force is likely to povide financial support to local unions b) economic challenges facing the world call for advanced cost-cutting and streamlining
c) tecnological changes and global competition require clear organization charts d) investing in human capital enables to achieve positive results for the firm