Multiple Choice Questions
1. When using stock statistics in job selection discrimination cases, the comparison being made is __________.
A. differences in proportions of groups hired
B. percentages of groups concentrated in certain job categories
C. percentages of groups in job categories relative to their availability in the population
D. percentages of union versus non-unionized employees
2. The key to a successful rebuttal in a disparate treatment case is _________.
A. to prove adverse impact
B. to provide nondiscriminatory reasons for the practice(s) in question
C. to show the presence of a "mixed motive"
D. to prove discrimination
3. In EEOC cases, a consent decree is ________.
A. mandated by law
B. court approved
C. limited to non-monetary relief
D. limited to affirmative action remedies
4. Enforcement mechanisms used by the OFCCP ________.
A. rarely involve employer site visits
B. are identical to those used by the EEOC
C. are unrelated to specific AA plans
D. may involve conciliation agreements
5. Which of the following is prohibited discrimination under civil rights law?
A. discrimination in hiring
B. discrimination in compensation
C. discrimination in classification
D. all of the above
6. The essence of a BFOQ is that _________.
A. it is always illegal
B. it reduces discrimination
C. it justifies discrimination based on reasonable necessity of the job
D. it prohibits selection through use of a protected characteristic (e.g., gender)
7. Regarding the use of tests in staffing, it can be said that ______.
A. they are permitted by law
B. they are illegal
C. they should be adjusted by protected characteristics to be fair
D. they should be "race normed" for fairness
8. The legal status of seniority and merit systems is that _______.
A. seniority is legal
B. merit systems are legal
C. both are legal
D. both are illegal
9. The Age Discrimination In Employment Act (1967) prohibits discrimination against individuals who are ____ years or older.
A. 40
B. 50
C. 60
D. 65
10. Employers can use which of the following techniques without violating the Age Discrimination in Employment Act.
A. using reasonable factors other than age in making employment decisions
B. using seniority systems
C. using terms or phrases that express a preference for older workers
D. all of the above
11. Where the Americans with Disabilities Act is concerned, ______?
A. the law only applies to disabled individuals who are otherwise qualified
B. the law requires the hiring of all disabled people
C. the law prohibits refusal to hire a disabled person
D. the law provides advantages to disabled people
12. Where reasonable accommodations for disabled individuals are concerned, it can be said that _______.
A. accommodation is always required for an otherwise qualified individual
B. specific examples of accommodations are rarely indicated in laws and regulations
C. the issue of "undue hardship" to the employer is not addressed by the law
D. the need to accommodate often hinges on whether or not a given job function is necessary or essential
13. Which of the following is not prohibited by the ADA?
A. medical exams of job applicants
B. asking a job applicant if he/she is disabled
C. asking a job applicant to undergo a medical exam after a job offer has been made
D. refusing to interview a person who is disabled
14. Executive Order 11246 covers _________.
A. local government employers
B. private employers with under 15 employees
C. federal contractors with contracts in excess of $10,000
D. private employers with 20 or more employees
E. Other Staffing Laws
15. Noncompliance with the Immigration Reform and Control Act (1986) could result in __________.
A. imprisonment for up to six months
B. fines equal to $50,000 for each unauthorized alien employed
C. summary closing of a business
D. imprisonment of the alien for up to five years
16. Which of the following is true regarding EEO laws?
A. State (but not local) government employees are immune from lawsuits by employees who allege violation of ADA or ADEA.
B. States must pursue age and disability discrimination claims under applicable state laws.
C. A foreign company which is owned or controlled by an American employer and is doing business overseas generally also must comply with Title VII, the ADA, and the ADEA.
D. All of the above
17. Which of the following is true regarding discrimination on the basis of sexual orientation?
A. there are no laws covering sexual orientation discrimination
B. federal law prohibits all discrimination on the basis of sexual orientation
C. although such discrimination is not covered by federal law, it is covered by some state and local laws
D. some state and local laws encourage discrimination on the basis of sexual orientation
18. Which of the following is true regarding H-1B visas?
A. Employers may apply for permanent H-1B visas for foreign workers.
B. There is a cap of 50,000 workers per year who can obtain such visas.
C. H-1B visa holders may not change jobs as soon as their employer files an approval petition and they are restricted to their current geographic area.
D. None of the above