kleiman_hrm5e_tb_ch02.rtf

8/10/2019 Kleiman_HRM5e_TB_Ch02.rtf

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Chapter 2: Understanding the Legal and Environmental Context of HRM

TRUE/FALE

1. EEO laws designed to eradicate employment discrimination based on race, sex, religion, nationalorigin, age, and disability are categorized as protected classifications.

ANS: Tederal EEO laws pro!ibit discrimination on t!e basis of race, sex, religion, national origin, age, anddisability.

"TS: 1 #$: Easy %E: &'1a

&. T!e 1((1 amendments to t!e 1()* +iil %ig!ts Act extended t!e rig!ts of claimants to receiep-nitie damages.

ANS: TT!e 1((1 amendments to t!e 1()* +iil %ig!ts Act extends t!e rig!ts of claimants to receie p-nitiedamages. $t also proides a detailed description of t!e eidence needed to proe a discriminationclaim.

"TS: 1 #$: Easy %E: &'1a

. Title /$$ of t!e 1()* +iil %ig!ts Act coers organizations t!at employ 10 or more worers for at least&2 wees d-ring t!e year.

ANS: TEmployers m-st employ 10 or more employees for at least &2 wees d-ring t!e year to be s-b3ect toTitle /$$.

"TS: 1 #$: Easy %E: &'1a

*. T!e 1((1 amendments to Title /$$ red-ced t!e impact of EEO reg-lations on employers.

ANS: 1((1 amendments p-t more teet! into t!e law by allowing p-nitie and compensatory damages.

"TS: 1 #$: 4oderate %E: &'1a

0. A disparate impact case of discrimination may be establis!ed if a company -ses an employmentpractice t!at ca-ses a disparate impact and cannot demonstrate t!at t!e c!allenged practice is 3ob'related and consistent wit! b-siness necessity.

ANS: TT!is is one of t!e two conditions to be met to establis! a disparate impact case of discrimination.

"TS: 1 #$: 4oderate %E: &'1a

). 5nder t!e 1((1 amendments to Title /$$, employers are permitted to -se different c-t'off scores on t!ebasis of race on employment tests.

ANS:


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T!e 1((1 amendments to Title /$$ pro!ibit -sing different c-t'off scores on t!e basis of race, color,religion, sex, or national origin.

"TS: 1 #$: #iffic-lt %E: &'1a

6. 5nder t!e "regnancy #iscrimination Act of 1(67, employees w!o are -nable to perform t!eir 3obsbeca-se of a pregnancy'related condition m-st be treated in t!e same manner as employees w!o aretemporarily disabled for ot!er reasons.

ANS: TT!e "regnancy #iscrimination Act amended Title /$$ by specifically incl-ding discrimination againstwomen on t!e basis of pregnancy, c!ildbirt!, or related medical conditions.

"TS: 1 #$: 4oderate %E: &'1a

7. T!e Age #iscrimination in Employment Act incl-des protection for worers -nder *2 years of age.

ANS: Only worers *2 years of age and older are protected by t!e act.

"TS: 1 #$: 4oderate %E: &'1a

(. An employer may not discriminate against a 06'year'old by giing preference to a *0'year'old.

ANS: TT!e A#EA pro!ibits employers from giing preference to indiid-als wit!in t!e *2 or older gro-p.

"TS: 1 #$: #iffic-lt %E: &'1a

12. 5nder t!e Americans wit! #isabilities Act, an employer cannot re8-ire an employee to demonstratet!at t!ey can perform t!e essential f-nctions wit! or wit!o-t a reasonable accommodation.

ANS:

5nder t!e A#A, an employer can re8-ire t!at an employee demonstrate t!at !e or s!e can perform t!eessential f-nctions wit! or wit!o-t reasonable accommodation.

"TS: 1 #$: #iffic-lt %E: &'1a

11. 5nder t!e disparate treatment t!eory of discrimination, t!e plaintiff is not re8-ired to proe t!at t!eemployer intentionally discriminated against t!em.

ANS: "laintiff is re8-ired to proe a discriminatory motie or intent -nder t!is t!eory of discrimination.

"TS: 1 #$: 4oderate %E: &'1a

1&. 9!en a plaintiff establis!es aprima faciecase, it means t!at t!e complainant !as been able to establis!t!e merits of t!e case s-fficiently eno-g! for t!e co-rts to agree to loo into t!e matter f-rt!er.

ANS: TTo establis! aprima faciecase, t!e plaintiff m-st present eidence t!at maes t!e employers actionsappear discriminatory.

"TS: 1 #$: 4oderate %E: &'1a


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1. Once a plaintiff establis!es aprima facie case, t!e co-rt will a-tomatically find t!e employer g-ilty.

ANS: 9!en a plaintiff establis!es aprima faciecase, t!e co-rt does not a-tomatically find t!e employerg-ilty. T!e b-rden s!ifts to t!e employer w!o is gien an opport-nity to reb-t t!e case by presentingeidence t!at 3-stifies t!e fairness of its actions.

"TS: 1 #$: 4oderate %E: &'1a

1*. $f a plaintiff can proe t!at a company !as a policy t!at restricts t!e selection of an entire protectedgro-p, !e or s!e a-tomatically establis!es aprima faciecase of disparate treatment discrimination.

ANS: TT!is is referred to as eidence of a restricted company policy.

"TS: 1 #$: 4oderate %E: &'1a

10. "laintiffs in disparate impact cases are re8-ired to -se t!e 4c#onnell'#o-glas test to establis! aprima facie case of discrimination.

ANS: "laintiffs in t!ese cases generally -se t!e fo-r'fift!s r-le.

"TS: 1 #$: #iffic-lt %E: &'1a

1). 9!en -tilizing a ;O< defense, t!e employer is admitting to intentionally discriminating against allmembers of a protected gro-p.

ANS: T9!en -tilizing a ;O< defense, t!e employer is admitting to intentionally discriminating against allmembers of a protected gro-p for reasons incl-ding a-t!enticity, propriety, and safety among ot!ers.

"TS: 1 #$: 4oderate %E: &'1a

16. $n defending itself against a iolation of t!e fo-r'fift!s r-le, an employer is not re8-ired to demonstratet!at t!e proced-re in 8-estion is a b-siness necessity.

ANS: N-mero-s co-rt decisions and EEO+ g-idelines re8-ire t!at t!e employer demonstrate b-sinessnecessity in t!ese cases.

"TS: 1 #$: 4oderate %E: &'1a

17. #isparate impact discrimination is defined as any practice wit!o-t b-siness 3-stification t!at !as

-ne8-al conse8-ences for people of different protected gro-ps.

ANS: T#efinition adopted by t!e EEO+ and federal co-rts.

"TS: 1 #$: Easy %E: &'1a

1(. EEO initiaties are =color conscio-s> w!ereas affirmatie action initiaties are =color blind.>


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ANS: Affirmatie action initiaties are color conscio-s w!ereas EEO initiaties are color blind.

"TS: 1 #$: 4oderate %E: &'1b

&2. A -tilization analysis is a statistical proced-re t!at compares t!e percentage of eac! protected gro-pfor eac! 3ob category wit!in t!e organization to t!at of t!e aailable labor maret.

ANS: T

As defined, it is a ey proced-re in t!e affirmatie action planning process.

"TS: 1 #$: 4oderate %E: &'1b

&1. Affirmatie action programs m-st be designed to correct for past employer discrimination or, in somecases, correct for past disparate impact.

ANS: TAA" plans m-st be remedial in nat-re and correct for past discrimination.

"TS: 1 #$: 4oderate %E: &'1b

&&. #iersity training is designed to mae employees aware of t!eir biases or stereotyped iews regardingario-s minority gro-ps and t!en conince t!em to c!ange t!eir iews.

ANS: #iersity training attempts first to mae employees aware of t!eir biases or stereotyped iewsregarding ario-s minority gro-ps and t!en teac!es t!em ways to oercome t!ese biases in t!eir day'to'day dealings wit! s-c! indiid-als.

"TS: 1 #$: #iffic-lt %E: &'&a

&. T!ere is little t!at organizations can do to !elp older worers compensate for t!eir diminis!ing sills.

ANS: A n-mber of recommendations !ae been made to !elp older worers compensate for t!eirdiminis!ing sills incl-ding increased so-nd amplification or lig!ting to accommodate t!ose w!o !aebeg-n to experience !earing and ision problems.

"TS: 1 #$: 4oderate %E: &'&a

&*. To manage diersity effectiely, an organization m-st be sensitie to t!e needs of new worers.

ANS: TTo manage diersity effectiely, an organization m-st be sensitie to t!e needs of new worers andsee to identify and eliminate barriers standing in t!eir way.

"TS: 1 #$: Easy %E: &'&a

&0. T!e worplace !as been experiencing a dramatic decrease in t!e n-mber of d-al'income families inrecent years.

ANS: According to recent researc!, t!e n-mber of d-al'income families !as been increasing dramatically inrecent years.


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"TS: 1 #$: Easy %E: &'&a

&). ?o-nger managers generally do not feel -ncomfortable directing t!e wor of people w!o are oldeno-g! to be t!eir parents and grandparents.

ANS: %esearc! cited in t!e text reports 3-st t!e opposite.

"TS: 1 #$: 4oderate %E: &'&a

&6. Telecomm-ting is a nontraditional wor'at'!ome arrangement in w!ic! employees !ae an office set-p in t!eir !ome similar to t!at at t!e office.

ANS: TTelecomm-ting is a nontraditional wor arrangement in w!ic! employees wor at !ome.

"TS: 1 #$: 4oderate %E: &'&a

&7. An inisible barrier in many organizations t!at !as !indered t!e adancement of women and minoritiesis called t!e glass ceiling.

ANS: T#efinition of t!e term.

"TS: 1 #$: Easy %E: &'&a

&(. An important factor acco-nting for a great deal of downsizing can be traced to adances in tec!nology.

ANS: T%esearc! cited in t!e text s-pports t!is concl-sion.

"TS: 1 #$: Easy %E: &'&d

2. Organizational restr-ct-ring generally inoles a firm c-tting o-t a layer of middle management tobecome less !ierarc!ical.

ANS: TOrganizational restr-ct-ring is a form of corporate downsizing in w!ic! t!e str-ct-re of a firm ismodified to become less !ierarc!ical by c-tting o-t a layer of middle management.

"TS: 1 #$: #iffic-lt %E: &'&d

MULT!"LE CH#!CE

1. +ategories based on race, color, sex, religion, national origin, age, and disability t!at are protectedfrom discrimination by EEO laws are called:a. presered gro-ps.b. protected classifications.c. resered categories.d. protected categories.

ANS: ;


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+ategories based on race, color, sex, religion, national origin, age, and disability are referred to asprotected classifications beca-se t!ey are protected from discrimination by EEO laws.

"TS: 1 #$: Easy %E: &'1a

&. "rotected classifications incl-ded -nder federal anti'discrimination laws incl-de all b-t w!ic! of t!efollowing@a. %aceb. ro-pism

c. Aged. %eligion

ANS: ;ro-pism is not a protected class -nder federal anti'discrimination laws.

"TS: 1 #$: 4oderate %E: &'1a

. S-bcategories of people wit!in eac! protected classification are referred to as:a. protected categories.b. protected diisions.c. protected gro-ps.

d. protected sects.

ANS: +S-bcategories of people wit!in eac! protected classification are referred to as protected gro-ps $

"TS: 1 #$: Easy %E: &'1a

*. 9!ic! of t!e following acts entitles t!e ictim to relief in t!e form of legal costs and bac pay if aco-rt determines t!at discrimination !as occ-rred@a. +iil %ig!ts Act BTitle /$$Cb. Age #iscrimination in Employment Actc. $mmigration %eform and +ontrol Actd. Americans wit! #isabilities Act

ANS: AT!e +iil %ig!ts Act BTitle /$$C entitles a ictim to relief in t!e form of legal costs and bac pay if aco-rt determines t!at discrimination !as occ-rred.

"TS: 1 #$: 4oderate %E: &'1a

0. Title /$$ of t!e 1()* +iil %ig!t Act coers organizations t!at employ DDDD or more employees.a. &2b. 0c. 12d. 10

ANS: #Title /$$ of t!e +iil %ig!ts Act B+%AC of 1()* coers organizations t!at employ 10 or more worersfor at least &2 wees d-ring t!e year.

"TS: 1 #$: Easy %E: &'1a

). Title /$$ of t!e 1()* +iil %ig!ts Act pro!ibits discrimination in employment for all b-t w!ic! of t!efollowing bases@


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a. %aceb. Sexc. Aged. %eligion

ANS: +Age discrimination is pro!ibited -nder t!e Age #iscrimination in Employment Act.

"TS: 1 #$: 4oderate %E: &'1a

6. 9!ic! of t!e following acts proides a ery detailed description of t!e eidence needed to proe adiscrimination claim@a. Age #iscrimination in Employment Actb. Americans wit! #isabilities Actc. +iil %ig!ts Act of 1((1d. $mmigration %eform and +ontrol Act

ANS: +T!e +iil %ig!ts Act of 1((1, w!ic! is an amendment to t!e +iil %ig!ts Act of 1()*, extends t!erig!ts of claimants to receie p-nitie damages. $t proides a more detailed description of t!e eidenceneeded to proe a discrimination claim.

"TS: 1 #$: 4oderate %E: &'1a

7. T!e 1((1 amendments to t!e 1()* +iil %ig!ts Act expose employers to t!e possibility of being liablefor all b-t w!ic! of t!e following@a. ines and imprisonmentb. "-nitie damagesc. +ompensatory damagesd. egal fees and bac pay

ANS: AT!e 1((1 amendments do not incl-de proisions for fines or imprisonment for iolations of t!e act.

"TS: 1 #$: Easy %E: &'1a

(. 5nder t!e 1((1 amendments to t!e 1()* +iil %ig!ts Act, an employer may be liable for DDDD if t!ediscriminatory practices were engaged in wit! malice or recless indifference.a. limited p-nitie damagesb. -nlimited p-nitie damagesc. fines and imprisonmentd. limited bac pay and legal fees

ANS: AAmendments allow for p-nitie damages t!at are limited by t!e n-mber of employees employed byt!e employer.

"TS: 1 #$: #iffic-lt %E: &'1a

12. 9!ic! of t!e following is not incl-ded in t!e +iil %ig!ts Act of 1((1@a. "roision to proide appropriate remedies for intentional discrimination in t!e worplace.b. "roision to proide appropriate remedies for -nlawf-l !arassment in t!e worplace.c. "roision to proide stat-tory g-idelines for t!e ad3-dication of disparate impact s-its.d. "roision to red-ce t!e scope of releant ciil rig!ts stat-tes in cases of discrimination.


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ANS: #T!e +iil %ig!ts Act of 1((1 aims to expand t!e scope of releant ciil rig!ts stat-tes in order toproide ade8-ate protection to ictims of discrimination.

"TS: 1 #$: Easy %E: &'1a

11. T!e main proisions of t!e 1((1 amendments to t!e +iil %ig!ts Act of 1()* incl-ded all b-t w!ic! oft!e following@a. +ompensatory damages

b. +aps on damages based on t!e n-mber of employees employed by t!e employerc. F-ry trial if eit!er party demands oned. "-nitie damages in disparate impact cases

ANS: #"-nitie damages are not aailable to plaintiffs in disparate impact cases.

"TS: 1 #$: #iffic-lt %E: &'1a

1&. T!e 1((1 amendments to t!e +iil %ig!ts Act of 1()* made it -nlawf-l for employers:a. to s!ow 3ob relatedness.b. to -se different c-t'off scores for employment'related tests on t!e basis of race.

c. to demonstrate b-siness necessity.d. to demonstrate t!at it wo-ld !ae taen t!e same action in t!e absence of an impermissible

motiating factor.

ANS: ;T!e 1((1 amendments o-tlawed t!is practice.

"TS: 1 #$: #iffic-lt %E: &'1a

1. T!e type of discrimination case in w!ic! an employment decision is based partially on a =legitimate>motie and partially on a discriminatory one is nown as aBnC:a. prima facie case.b. aderse impact case.c. mixed'motie case.d. disparate impact case.

ANS: +#efinition of mixed'motie case.

"TS: 1 #$: 4oderate %E: &'1a

1*. $n cases of intentional discrimination, t!e total damages s!all not exceed DDDD for firms employing&21G022 employees.a. H02,222b. H122,222

c. H&22,222d. H22,222

ANS: +$n cases of intentional discrimination, t!e total damages s!all not exceed H&22,222 for firmsemploying &21G022 employees.

"TS: 1 #$: Easy %E: &'1a


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10. 9!at type of discrimination case is establis!ed if an employer ref-ses to adopt an alternatieemployment practice s-ggested by t!e complaining party@a. #isparate impactb. #isparate treatmentc. Aderse impactd. 4ixed'motie

ANS: AA disparate impact case of discrimination is establis!ed if an employer ref-ses to adopt an alternatie

employment practice s-ggested by t!e complaining party.

"TS: 1 #$: 4oderate %E: &'1a

1). $n w!ic! of t!e following cases may an employer not -se a b-siness necessity defense@a. #isparate impactb. #isparate treatmentc. Aderse impactd. 4ixed'motie

ANS: ;T!e b-siness necessity defense may not be -sed by an employer in a disparate treatment case.

"TS: 1 #$: 4oderate %E: &'1a

16. All t!e following are tr-e abo-t mixed'motie cases EI+E"T:a. T!e employment decision, s-c! as !iring or promotion, is based partly on a =legitimate>

motie.b. T!e employment decision is partly based on a discriminatory motie.c. T!e +%A of 1((1 states t!at mixed'motie decisions are lawf-l.d. $t is a form of employment discrimination.

ANS: +T!e +%A of 1((1 states t!at mixed'motie decisions are -nlawf-l.

"TS: 1 #$: 4oderate %E: &'1a

17. T!e $mmigration %eform and +ontrol Act B$%+AC of 1(7) pro!ibits discrimination on t!e basis of:a. color and national origin.b. color and citizens!ip.c. citizens!ip and national origin.d. national origin and religion.

ANS: +"ro!ibits employers from discriminating on t!e basis of a persons national origin or citizens!ip stat-s.

"TS: 1 #$: 4oderate %E: &'1a

1(. $n addition to being an anti'discrimination stat-te, $%+A re8-ires employers to:a. obtain proof t!at t!e person offered t!e 3ob is not an illegal alien.b. deelop an affirmatie action plan.c. cond-ct -tilization analysis.d. -se different c-t'off scores on employment'related tests on t!e basis of national origin.

ANS: A


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$n addition to being an antidiscrimination law, t!e $%+A maes it -nlawf-l to nowingly !ire an-na-t!orized alien.

"TS: 1 #$: 4oderate %E: &'1a

&2. An employee of an employer coered by t!e A#A m-st be offered aBnC DDDD if t!ey can ot!erwiseperform t!e essential f-nctions of t!e 3ob.a. reasonable accommodationb. different 3ob

c. paid leae policyd. -nd-e !ards!ip 3ob

ANS: AEmployers are re8-ired by t!e act to offer a 8-alified indiid-al wit! disability a reasonableaccommodation if needed to perform t!e essential 3ob f-nctions.

"TS: 1 #$: 4oderate %E: &'1a

&1. T!e A#A defines DDDD as t!ose accommodations t!at re8-ire significant diffic-lty to implement orsignificant expense on t!e part of t!e employer.a. flextime

b. disparate impactc. -nd-e !ards!ipd. affirmatie action

ANS: +T!e A#A defines -nd-e !ards!ip as t!ose accommodations t!at re8-ire significant diffic-lty toimplement or significant expense on t!e part of t!e employer.

"TS: 1 #$: 4oderate %E: &'1a

&&. $ntentional discrimination is referred to as DDDD discrimination.a. disparate treatmentb. disparate impactc. mixed'motied. -nfair labor practice

ANS: A$ntentional discrimination is referred to as disparate treatment discrimination.

"TS: 1 #$: Easy %E: &'1a

&. 5nintentional discrimination is referred to as DDDD discrimination.a. disparate treatmentb. disparate impactc. mixed'motie

d. -nfair labor practice

ANS: ;5nintentional discrimination is referred to as disparate impact discrimination.

"TS: 1 #$: Easy %E: &'1a

&*. 9!at type of discrimination occ-rs if an arbitrary selection practice res-lted in t!e selection of adisproportionately low n-mber of people belonging to a partic-lar protected gro-p@


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a. #isparate treatmentb. #isparate impactc. 4ixed'motied. $ntentional discrimination

ANS: ;or example, disparate impact discrimination wo-ld occ-r if an arbitrary selection practice res-lted int!e selection of a disproportionately low n-mber of females or African'Americans.

"TS: 1 #$: 4oderate %E: &'1a

&0. 9!at type of case is establis!ed if an employee presents eidence t!at maes t!e employers actionsappear discriminatory@a. 4ixed'motieb. 5nintentional discriminationc. #isparate impactd. Prima facie

ANS: #Aprima faciecase is establis!ed if an employee presents eidence t!at maes t!e employers actionsappear discriminatory.

"TS: 1 #$: Easy %E: &'1a

&). A s-perisor t!at denies a female employee promotion to a !ig!'press-re 3ob beca-se !e feels t!atwomen do not wor well -nder press-res is an example of a potential DDDD case.a. disparate treatmentb. disparate impactc. affirmatie actiond. -nfair labor practice

ANS: A$f a s-perisors decision is based on t!eir bias toward women, it is an example of a discriminatorymotie.

"TS: 1 #$: #iffic-lt %E: &'1a

&6. 9!ic! process is -sed to determine w!et!er between'gro-p differences in !iring rates are large eno-g!to be important in a disparate impact case@a. 4c#onnell'#o-glas testb. o-r'fift!s r-lec. 5tilization analysisd.


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ANS: #T!e fo-r'fift!s r-le is -sed for disparate impact cases.

"TS: 1 #$: 4oderate %E: &'1a

&(. T!e 4c#onnell'#o-glas test re8-ires t!at plaintiffs s!ow all b-t w!ic! of t!e following to establis! aprima faciecase of discriminatory treatment@a. $ndiid-al belongs to t!e protected gro-p in 8-estion.

b. Adoption of an arbitrary selection practice.c. $ndiid-al was re3ected een t!o-g! 8-alified for a specific 3ob t!at !eJs!e applied for.d. After re3ection, t!e position was filled by someone w!o was not a member of t!at protected

gro-p.

ANS: ;Adoption of an arbitrary selection practice is a disparate impact discrimination.

"TS: 1 #$: #iffic-lt %E: &'1a

2. A case ofprima faciediscrimination is establis!ed if t!e !iring rate of a disadantaged gro-p is lesst!an DDDD of t!e adantaged gro-p.a. !alf b. t!ree'fo-rt!sc. fo-r'fift!sd. one't!ird

ANS: +To determine w!et!er t!e !iring rate of a protected gro-p satisfies t!e fo-r'fift!s r-le, an employers!o-ld identify t!e protected gro-p wit! t!e !ig!est !iring rate and m-ltiply t!at rate by .7.

"TS: 1 #$: Easy %E: &'1a

1. To defend itself against a iolation of t!e fo-r'fift!s r-le, a firm m-st demonstrate t!at t!e proced-re in8-estion is aBnC:

a. b-siness necessity.b. reasonable accommodation.c. a-t!entic c!aracteristic.d. traditional c!aracteristic.

ANS: A;-siness necessity m-st be demonstrated if t!e employer is to reb-t a prima faciecase of -nintentionaldiscrimination.

"TS: 1 #$: 4oderate %E: &'1a

&. A DDDD case of sex discrimination can be establis!ed if t!e co-rt determines t!at an employers !iring

rate for women worforce is less t!an fo-r'fift!s of t!e !iring rate for men.a. disparate impactb. disparate treatmentc. prima facied. mixed'motie

ANS: +Aprima faciecase of sex discrimination is establis!ed if t!e co-rt determines t!at an employers !iringrate for women worforce is less t!an fo-r'fift!s of t!e !iring rate for men.


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"TS: 1 #$: 4oderate %E: &'1a

. Employment criteria m-st directly relate to a prospectie employees ability to perform t!e 3obeffectiely to be 3-stified as a:a. b-siness necessity.b. reasonable accommodation.c. prima facie case.d. mixed'motie case.

ANS: AEmployment criteria m-st directly relate to a prospectie employees ability to perform t!e 3obeffectiely to be 3-stified as a b-siness necessity.

"TS: 1 #$: 4oderate %E: &'1a

*. DDDD is defined as any practice wit!o-t b-siness 3-stification t!at !as -ne8-al conse8-ences for peopleof different gro-ps.a. #isparate impactb. #isparate treatmentc. Affirmatie action

d. %emedial action

ANS: AT!is is t!e definition adanced by co-rts and t!e EEO+ for disparate impact.

"TS: 1 #$: 4oderate %E: &'1a

0. DDDD is defined as treating people -nfairly based on t!eir members!ip in a protected gro-p.a. #isparate treatmentb. #isparate impactc. Affirmatie actiond. %emedial action

ANS: A#efinition adopted by co-rts and t!e EEO+ for disparate treatment.

"TS: 1 #$: 4oderate %E: &'1a

). ABnC DDDD is a written statement t!at specifies !ow t!e organization plans to increase t!e -tilization oftargeted gro-ps.a. reasonable accommodation planb. remedial action planc. affirmatie action pland. -tilization plan

ANS: +Affirmatie action plan is a written statement t!at specifies !ow t!e organization plans to increase t!e-tilization of targeted gro-ps.

"TS: 1 #$: Easy %E: &'1b

6. 9!ic! of t!e following is not an element of an affirmatie action plan@a. oalb. Action step


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c. Appraisald. Timetable

ANS: +An affirmatie action plan consists of t!ree elements: goals, timetables, and action steps.

"TS: 1 #$: Easy %E: &'1b

7. 9!ic! of t!e following s!o-ld be carried o-t before deeloping a remedial plan d-ring affirmatie

action implementation@a. %emedial analysisb. 5tilization analysisc. Strategic analysisd.


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"TS: 1 #$: 4oderate %E: &'1b

*&. All t!e following are tr-e abo-t an affirmatie action plan EI+E"T:a. $t aim to redress past discrimination against protected classes.b. $t attempts to accomplis! its aims t!ro-g! initiaties t!at are =color'blind.>c. $t aims to correct racial and gender imbalances in t!e worforce.d. T!e oerall aim of affirmatie action is identical to t!at of EEO.

ANS: ;

Affirmatie action is an approac! to eliminating employment discrimination by taing proactieinitiaties to ens-re proper minority gro-p representation wit!in an organization.

"TS: 1 #$: 4oderate %E: &'1b

*. T!e practice of giing members of -nder-tilized gro-ps some adantage oer ot!ers in t!eemployment process is called:a. remedial action.b. affirmatie action.c. preferential treatment.d. intentional discrimination.

ANS: +T!e practice of giing members of -nder-tilized gro-ps some adantage oer ot!ers in t!eemployment process is called preferential treatment.

"TS: 1 #$: Easy %E: &'1b

**. T!e 5.S. S-preme +o-rt !as r-led t!at preferential treatment is legal if engaged in as part of a bonafide affirmatie action plan t!at confirms to all of t!e following EI+E"T:a. it is designed to remedy -nder-tilization.b. it is flexible in nat-re.c. it is on a permanent basis.d. it is reasonable in nat-re.

ANS: +T!e affirmatie action program m-st be designed to remedy -nder-tilization and m-st be temporary,flexible, and reasonable.

"TS: 1 #$: Easy %E: &'1b

*0. 9!ic! form of preferential treatment is practiced w!en a firm increases minority representation by!iring one minority for eac! nonminority !ired@a. One'for'one !iringb. Extra consideration in !iringc. 4inority positionsd. #ifferential standards

ANS: A$n one'for'one !iring, a firm increases minority representation by !iring one minority for eac!nonminority !ired.

"TS: 1 #$: 4oderate %E: &'1b

*). irms -sing t!e practice of DDDD consider only members from -nder-tilized gro-ps w!en filling apartic-lar position.


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a. differential standardsb. one'for'one !iringc. minority positionsd. extra consideration in !iring

ANS: +irms -sing t!e practice of minority positions consider only members from -nder-tilized gro-ps w!enfilling a partic-lar position.

"TS: 1 #$: Easy %E: &'1b

*6. 5nder w!ic! of t!e following conditions is preferential treatment considered illegal@a. T!e applicant !ired m-st meet t!e minim-m 8-alifications for t!e 3ob.b. T!e AA" m-st be temporary in nat-re.c. T!e n-merical !iring goals m-st be reasonable.d. T!e protected gro-p stat-s m-st be t!e only factor considered in t!e !iring decision.

ANS: #One of t!e conditions -nder w!ic! preferential treatment is considered legal is t!at t!e protected gro-pstat-s m-st not be t!e only factor considered in t!e !iring decision.

"TS: 1 #$: 4oderate %E: &'1b

*7. 9!ic! of t!e following forms of preferential treatment is forbidden by t!e +%A of 1((1 and is t!-sillegal@a. "referential layoffsb. One'for'one !iringc. Extra consideration in !iringd. #ifferential standards

ANS: #T!e -se of different !iring standards for members of different protected gro-ps is forbidden by t!e+%A of 1((1 and is t!-s illegal.

"TS: 1 #$: Easy %E: &'1b

*(. 9!ic! of t!e following forms of preferential treatment is illegal if it iolates t!e proisions of acollectie bargaining agreement@a. 4inority positionsb. #ifferential standardsc. "referential layoffsd. Extra consideration in !iring

ANS: +T!e practice of preferential layoffs is illegal if it iolates t!e proisions of a collectie bargainingagreement.

"TS: 1 #$: 4oderate %E: &'1b

02. 9!ic! of t!e following forms of preferential treatment is -sed to remedy a seere case of-nder-tilization@a. One'for'one !iringb. Extra consideration in !iringc. %ecr-itment effortsd. "referential layoffs


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ANS: AA one'for'one !iring strategy co-ld be -sed for resoling seere cases of -nder-tilization.

"TS: 1 #$: Easy %E: &'1b

01. 9!ic! of t!e following forms of preferential treatment gie !iring preference to members of-nder-tilized gro-ps@a. 4inority positions

b. One'for'one !iringc. #ifferential standardsd. Extra consideration in !iring

ANS: #Extra consideration in !iring is considered, at present, to be legal. Koweer, t!e employer m-st be ableto proe t!at all else is e8-al.

"TS: 1 #$: 4oderate %E: &'1b

0&. 9!ic! of t!e following is not a recommended step for creating a diersity'friendly worplace@a. 4ae diersity a corporate goal.b. Single o-t employees of a partic-lar race or et!nicity to !andle diersity iss-es.c. Start a mentoring program t!at pairs employees of dierse bacgro-nds.d. Establis! an internal proced-re for employees to report incidents of !arassment or

discrimination.

ANS: ;4ost experts recommend t!at yo- try to aoid singling o-t employees of a partic-lar race to !andlediersity iss-es.

"TS: 1 #$: Easy %E: &'&a

0. DDDD is a nontraditional wor'at'!ome arrangement in w!ic! employees typically !ae an office set -pin t!eir !ome similar to t!at at t!e office.

a. lextimeb. #owntimec. Telecomm-tingd. Kometime

ANS: +%efers to a non'traditional wor'at'!ome arrangement.

"TS: 1 #$: 4oderate %E: &'&a

0*. $n w!ic! nontraditional wor arrangement does s-ccess depend on employee self'discipline beca-se oflac of s-perision@

a. lextimeb. Telecomm-tingc. Fob s!aringd. O-tso-rcing

ANS: ;$n telecomm-ting, employees wor at !ome, and t!ere is no s-perisor present to monitor t!eemployees 3ob be!aior. T!-s, s-ccess depends on employee self'discipline.


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"TS: 1 #$: 4oderate %E: &'&a

00. 9!ic! nontraditional wor arrangement allows employees t!e flexibility of woring alternate mont!sor seasons@a. lextimeb. Telecomm-tingc. Fob s!aringd. O-tso-rcing

ANS: +Fob s!aring is a form of alternatie wor sc!ed-ling in w!ic! a f-ll'time 3ob is s!ared by two people,t!-s proiding t!e flexibility of woring alternatie days, wees, or mont!s.

"TS: 1 #$: Easy %E: &'&a

0). A conse8-ence of mergers and taeoers is increased DDDD beca-se of employees seeing to protectt!eir own 3obs at t!e expense of ot!ers.a. organizational commitmentb. organizational conflictc. ol-ntary t-rnoerd. organizational restr-ct-ring

ANS: ;A conse8-ence of mergers and taeoers is a rise in organizational conflict as employees see toprotect t!eir own 3obs at t!e expense of ot!ers.

"TS: 1 #$: 4oderate %E: &'&c

06. %esearc! !as identified all b-t w!ic! of t!e following as a trigger of corporate downsizing@a. #ecreased demand for t!e firms prod-ctsb. Tec!nological adancesc. +orporate c-lt-red. Organizational restr-ct-ring

ANS: +#ownsizing is a management action taen to drastically red-ce t!e size of a companys worforce.

"TS: 1 #$: 4oderate %E: &'&d

07. All b-t w!ic! of t!e following mig!t be an alternatie to employee layoffs@a. Fob s!aringb. %estricting oertimec. 5sing a longer worweed. $mplementing early retirement programs

ANS: +

5sing a s!orter worwee !as been s-ggested as an alternatie to layoffs of employees.

"TS: 1 #$: #iffic-lt %E: &'&d

0(. DDDD occ-rs w!en t!e str-ct-re of a firm is modified to become less !ierarc!ical by c-tting o-t t!elayer of middle management.a. Organizational restr-ct-ringb. Organizational -psizingc. Organizational enric!ment


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d. Organizational enlargement

ANS: AOrganizational restr-ct-ring is a form of corporate downsizing in w!ic! t!e str-ct-re of a firm ismodified to become less !ierarc!ical by c-tting o-t t!e layer of middle management.

"TS: 1 #$: 4oderate %E: &'&d

)2. 9!ic! of t!e following tass wo-ld a management find diffic-lt to carry o-t in a post'layoff scenario@

a. %etrain employeesb. %eestablis! motiationc. %edeploy employeesd. %etain competencies

ANS: ;One of managements most diffic-lt tass is to reestablis! morale and motiation following layoffs.

"TS: 1 #$: Easy %E: &'&d

EA%

1. S-mmarize t!e ma3or Be8-al employment opport-nityC EEO laws.

ANS:T!e ma3or EEO laws differ from one anot!er primarily in terms of t!e specific protected classificationscoered. B1C 1()*L+iil %ig!ts Act BTitle /$$C: "ro!ibits employment discrimination on t!e basis ofrace, color, religion, sex, and national origin. $t coers most employers of 10 or more employees. B&C1()6LAge #iscrimination in Employment Act: "ro!ibits discrimination based on age. BC 1(67L"regnancy #iscrimination Act: "ro!ibits discrimination beca-se of a womans pregnancy'relatedcondition. B*C 1(7)L$mmigration %eform and +ontrol Act: "ro!ibits employers from nowingly!iring aliens w!o are not a-t!orized to wor in t!e 5nited States. B0C 1((2LAmericans wit!#isabilities Act: "ro!ibits discrimination based on an employees disability. B)C 1((1L+iil %ig!tsAct of 1((1: Extends t!e rig!ts of claimants to receie p-nitie damages. B6C &227Lenetic

$nformation Nondiscrimination Act: "ro!ibits employers from discriminating against applicants oremployees on t!e basis of genetic information gleaned from t!e indiid-al or family members.

"TS: 1 #$: #iffic-lt %E: &'1a

&. #escribe t!e ma3or proisions of t!e 1()* +iil %ig!ts Act as amended.

ANS:Title /$$ applies to employers wit! 10 or more employees. T!e law maes it -nlawf-l for employers todiscriminate on t!e basis of race, color, religion, national origin, and sex. T!e act is enforced by t!eE8-al Employment Opport-nity law. %emedies for iolation of t!e law incl-de p-nitie andcompensatory damages, bac'pay, and legal costs.

"TS: 1 #$: 4oderate %E: &'1a

. #isc-ss t!e ma3or proisions of t!e Americans wit! #isabilities Act of 1((2.

ANS:


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T!e Americans wit! #isabilities Act BA#AC of 1((2 =proides a clear and compre!ensie nationalmandate for t!e elimination of discrimination against indiid-als wit! disabilities.> T!e employmentimplications of t!e act, w!ic! are delineated in Titles $ Bpriate sectionC and $$ Bp-blic sectorC of t!eA#A, affect nearly all organizations employing 10 or more worers. According to t!e act, anindiid-al is considered disabled if !e or s!e !as a p!ysical or mental impairment t!at s-bstantiallylimits one or more of t!e indiid-als ma3or life actiities, s-c! as waling, seeing, !earing, breat!ing,and learning, as well as t!e ability to sec-re or retain employment.

"TS: 1 #$: 4oderate %E: &'1a

*. #escribe t!e basic differences between disparate treatment and disparate impact discrimination.

ANS:#isparate treatment is intentional discrimination and inoles treating people -nfairly based on t!eirmembers!ip in a protected gro-p. $t is often t!e res-lt of an employers bias or pre3-dice toward apartic-lar gro-p. A plaintiff m-st proe t!at t!e decision was intentional. "laintiffs may be awardedp-nitie and compensatory damages in addition to legal fees and costs.

#isparate impact is -nintentional discrimination and is defined as any practice wit!o-t b-siness3-stification t!at !as -ne8-al conse8-ences for people of different protected gro-ps. "laintiffs do not!ae to proe intent on t!e part of t!e employer to discriminate and ictims are not entitled to p-nitie

damages.

"TS: 1 #$: 4oderate %E: &'1a

0. Explain t!e 4c#onnell'#o-glas test and t!e fo-r'fift!s r-le.

ANS:4c#onnell'#o-glas test:T!e S-preme +o-rt !as deeloped a test t!at is -sed to infer t!e presence ofdiscriminatory intent w!en more direct eidence of discrimination is lacing. $t re8-ires t!e plaintiff tos!ow t!at !eJs!e: B1C belongs to t!e protected gro-p in 8-estion, B&C !as applied for and is 8-alified fort!e 3ob for w!ic! t!e employer was seeing applicantsM BC was re3ectedM B*C after re3ection, t!eposition remained open or was filled by someone w!o was not a member of t!at protected gro-p.

T!e fo-r'fift!s r-le: T!e fo-r'fift!s r-le !elps t!e co-rts determine w!et!er between'gro-p differencesin !iring rates are large eno-g! to be important. $t is calc-lated by comparing t!e !iring rate of t!e=disadantaged> protected gro-p Bi.e., t!e gro-p claiming discriminationC wit! t!e rate of t!e=adantaged> gro-p. Aprima faciecase of discrimination is establis!ed w!en t!e !iring rate of t!eformer gro-p is less t!an fo-r'fift!s of t!e latter gro-p.

"TS: 1 #$: #iffic-lt %E: &'1a

). 9!en is t!e ;O< defense -sed@ 9!at are t!e employers arg-ments in t!is defense@

ANS:

9!en t!e employer !as a policy t!at excl-des an entire protected gro-p, its only iable option is t!e-se of a ;O< defense. T!e term ;O< refers to =bona fide occ-pational 8-alification.>

9!en -sing a ;O< defense, t!e employer arg-es t!at it p-rposely discriminated against all membersof a protected gro-p for one of t!e following fo-r reasons: B1C All or nearly all: All or nearly all of t!emembers of t!at gro-p are incapable of performing t!e 3ob in 8-estion. B&C A-t!enticity: To be=a-t!entic,> t!e employer m-st limit its !iring to members of a partic-lar protected gro-p, t!-sexcl-ding all ot!ers. BC "ropriety: $t wo-ld be improper to !ire members of one or t!e ot!er sex for apartic-lar 3ob. B*C Safety: T!e employment of an older worer wo-ld p-t t!e worer or ot!ers at ris.


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"TS: 1 #$: #iffic-lt %E: &'1a

6. #escribe t!e basic components of an affirmatie action plan.

ANS:Affirmatie action plans are designed to remedy past and c-rrent discrimination. Affirmatie actioninitiaties are color'conscio-s in nat-re and inole maing special proisions to recr-it, train, retain,promote, or grant some ot!er benefit to members of protected gro-ps. oernment contractors are

re8-ired to !ae affirmatie action plans in order to sec-re contracts and some employers w!o !aebeen g-ilty of blatant discrimination are also re8-ired to implement plans to rectify t!e effects of pastdiscrimination. Affirmatie action plans consists of two primary steps: -tilization analysis to identifyt!e -nder-tilized protected gro-ps wit!in ario-s 3ob categories and t!en deeloping a remedial plant!at targets t!ese -nder-tilized gro-ps.

"TS: 1 #$: #iffic-lt %E: &'1b

7. #escribe t!e conditions -nder w!ic! preferential treatment for members of protected gro-ps inaffirmatie action plans may be legal.

ANS:

+onditions -nder w!ic! preferential treatment is legal incl-de: t!e AA" m-st sere a remedialp-rpose, t!e goals and timetables targeted by t!e AA" m-st not be ac!ieable by -sing meas-resw!ic! are less extreme t!an preferential treatment, ones protected gro-p stat-s m-st not be t!e onlyfactor considered in t!e !iring decision, t!e AA" m-st be temporary in nat-re, t!e n-merical !iringgoals m-st be reasonable, t!e AA" m-st not -n3-stly b-rden t!e rig!ts of nonminorities, and t!eapplicant !ired m-st meet t!e minim-m 8-alifications for t!e 3ob.

"TS: 1 #$: 4oderate %E: &'1b

(. #escribe !ow an organization can create a diersity'friendly worplace.

ANS:

A firm can create a diersity'friendly worplace by taing t!e following steps: maing diersity acorporate goal, !olding tals centered aro-nd c-lt-ral diersity iss-es, proiding employees wit!opport-nities to attend local c-lt-ral eents and ex!ibits, and aoiding singling o-t employees of apartic-lar race or et!nicity to !andle diersity iss-es. Employers can also start mentoring programst!at pair employees of dierse bacgro-nds and foster an open, friendly wor enironment.Establis!ing an internal proced-re for employees to report incidents of !arassment or discrimination isalso -sef-l.

"TS: 1 #$: 4oderate %E: &'&a

12. #escribe t!e factors t!at triggered t!e recent trend toward downsizing.

ANS:T!e recent trend toward downsizing !as been triggered by t!ree factors: B1C many organizations !aefo-nd it necessary to c-t t!e size of t!eir worforce d-e to a decline or crisis in t!e firmM B&C t!e adentof tec!nological adances, w!ic! !as enabled many companies to prod-ce more wit! fewer peopleMand, BC organizational restr-ct-ring, in w!ic! t!e str-ct-re of a firm is modified to become less!ierarc!ical by c-tting o-t t!e =layer> of middle management.

"TS: 1 #$: 4oderate %E: &'&d

kleiman_hrm5e_tb_ch02.rtf

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