IPMA-HR NEW STUDY GUIDE EXAM QUESTIONS AND
CORRECT ANSWERS 100% VERIFIED (Everything)
Disadvantages to Diversity Training - ANSWER Programs interesting or entertaining but
don't produce long-term changes; hasn't reduced discrimination and harassment
complains; sometimes increased hostility and conflict; produced divisive effects and not
changed behaviors; nothing but "lip service"; white males feel they are blamed for
societal problems; perceived as benefiting only women and minorities and takes away
opportunities for white man
Diversity Challenges - ANSWER to design meaningful and effective training programs
that assist people of diverse backgrounds to communicate and build rapport in work
situations
Diversity Model - ANSWER -form committee
-conduct training
-establish monitoring systems
-emphasize importance in succession and promotion planning
-establish multi-cultural work teams
-Filing requirements and limitations period
-Jurisdiction - ANSWER Requirements that must be met in order to properly file an
EEOC appeal
Filing Requirements and Limitations Period - ANSWER Must pre-file a charge within 180
days; if first filed a charge with state agency, 300 days from violation or 30 days after
notice that the state agency terminated the proceedings
Jurisdiction - ANSWER Employer must have 15 or more employees for each working day
in each of 20 or more calendar weeks, in the current or preceding calendar year
,Job Analysis Elements - ANSWER -Significant and Essential Duties
-New or Revised KSAs
-Testing
Prohibited Pre-Employment Inquiries - ANSWER -race
-height and weight
-financial information
-unemployed status
-background checks
-religious affiliation or beliefs
-citizenship
-marital status, number of children
-gender
-disability
-medical questions and examinations
Common Issues in Disparate Impact Cases - ANSWER -employer utilizes an employment
practice (ex. agility test)
-selection procedure must be job-related and consistent with business necessity
-can the plaintiff demonstrate that less discriminatory alternative was available
3 Basic Types of Evidence - ANSWER -Direct
-Circumstantial
-Statistical
Direct Evidence - ANSWER Defendant admitted; proves a fact without resort to
inference or presumption
,Circumstantial Evidence - ANSWER -Based on inference (conclusion based on evidence
and reasoning); 3 types:
.suspicious timing, ambiguous statements, behavior or comments directed at others in
protect group, bits and pieces
.evidence that similarly-situated employees not in the protected class received
systematically better treatment
.evidence that plaintiff was qualified, someone not in a protected class got the job, and
employer's stated reason for its decision is unworthy of belief
Statistical Evidence - ANSWER Evidence acquired by a survey of the general
environment as relevant
Indirect Method/Burden Shifting - ANSWER -plaintiff must establish a prima facie case
-employer must then articulate, through admissible evidence, a legitimate,
nondiscriminatory reason for its actions
-to prevail, plaintiff must prove that employer's sated reason is a pretext to mask
discrimination
Discrimination Objective - ANSWER To place the victim of the discrimination in the
position (or approximately the position) that he or she would have been if the
discrimination never have occurred
Liquidated Damages - ANSWER Can be awarded to punish especially malicious or
reckless act of discrimination
Types of EEO Reports - ANSWER -work force composition
-recruitment/selection trends
-complaints/allegations
-training sessions planned/conducted
-investigations conducted
, Rights - ANSWER Powers, privileges, or interests derived from law, nature or tradition
Statutory Rights - ANSWER Rights based on laws or statutes passed by federal, state or
local governments
Responsibilities - ANSWER Obligations to perform certain tasks and duties
Contractual Rights - ANSWER Rights based on a specific contract between an employer
and an employee
5 Types of Employment Contracts - ANSWER Employment, Non-Compete, Intellectual
Property, Implied, Employment At Will
Employment Contract - ANSWER Formal agreement that outlines the details of
employment
Non-Compete Agreements - ANSWER Agreements that prohibit individuals who leave an
organization from working with an employer in the same line of business for a specified
period of time
Criteria for Non-Compete Agreements - ANSWER Reasonable in limits, duration, and
geographical scope; additional consideration beyond employment; limitations from
working within their area of specialisation
Intellectual Property and Trade Secrets - ANSWER Right to keep trade secrets
confidential; right of employees to take business opportunities to employer first before
seeking it elsewhere; common-law copyright in works and other documents prepared by
employees
Implied Contract - ANSWER Unwritten agreement created by the actions of the parties
involved
CORRECT ANSWERS 100% VERIFIED (Everything)
Disadvantages to Diversity Training - ANSWER Programs interesting or entertaining but
don't produce long-term changes; hasn't reduced discrimination and harassment
complains; sometimes increased hostility and conflict; produced divisive effects and not
changed behaviors; nothing but "lip service"; white males feel they are blamed for
societal problems; perceived as benefiting only women and minorities and takes away
opportunities for white man
Diversity Challenges - ANSWER to design meaningful and effective training programs
that assist people of diverse backgrounds to communicate and build rapport in work
situations
Diversity Model - ANSWER -form committee
-conduct training
-establish monitoring systems
-emphasize importance in succession and promotion planning
-establish multi-cultural work teams
-Filing requirements and limitations period
-Jurisdiction - ANSWER Requirements that must be met in order to properly file an
EEOC appeal
Filing Requirements and Limitations Period - ANSWER Must pre-file a charge within 180
days; if first filed a charge with state agency, 300 days from violation or 30 days after
notice that the state agency terminated the proceedings
Jurisdiction - ANSWER Employer must have 15 or more employees for each working day
in each of 20 or more calendar weeks, in the current or preceding calendar year
,Job Analysis Elements - ANSWER -Significant and Essential Duties
-New or Revised KSAs
-Testing
Prohibited Pre-Employment Inquiries - ANSWER -race
-height and weight
-financial information
-unemployed status
-background checks
-religious affiliation or beliefs
-citizenship
-marital status, number of children
-gender
-disability
-medical questions and examinations
Common Issues in Disparate Impact Cases - ANSWER -employer utilizes an employment
practice (ex. agility test)
-selection procedure must be job-related and consistent with business necessity
-can the plaintiff demonstrate that less discriminatory alternative was available
3 Basic Types of Evidence - ANSWER -Direct
-Circumstantial
-Statistical
Direct Evidence - ANSWER Defendant admitted; proves a fact without resort to
inference or presumption
,Circumstantial Evidence - ANSWER -Based on inference (conclusion based on evidence
and reasoning); 3 types:
.suspicious timing, ambiguous statements, behavior or comments directed at others in
protect group, bits and pieces
.evidence that similarly-situated employees not in the protected class received
systematically better treatment
.evidence that plaintiff was qualified, someone not in a protected class got the job, and
employer's stated reason for its decision is unworthy of belief
Statistical Evidence - ANSWER Evidence acquired by a survey of the general
environment as relevant
Indirect Method/Burden Shifting - ANSWER -plaintiff must establish a prima facie case
-employer must then articulate, through admissible evidence, a legitimate,
nondiscriminatory reason for its actions
-to prevail, plaintiff must prove that employer's sated reason is a pretext to mask
discrimination
Discrimination Objective - ANSWER To place the victim of the discrimination in the
position (or approximately the position) that he or she would have been if the
discrimination never have occurred
Liquidated Damages - ANSWER Can be awarded to punish especially malicious or
reckless act of discrimination
Types of EEO Reports - ANSWER -work force composition
-recruitment/selection trends
-complaints/allegations
-training sessions planned/conducted
-investigations conducted
, Rights - ANSWER Powers, privileges, or interests derived from law, nature or tradition
Statutory Rights - ANSWER Rights based on laws or statutes passed by federal, state or
local governments
Responsibilities - ANSWER Obligations to perform certain tasks and duties
Contractual Rights - ANSWER Rights based on a specific contract between an employer
and an employee
5 Types of Employment Contracts - ANSWER Employment, Non-Compete, Intellectual
Property, Implied, Employment At Will
Employment Contract - ANSWER Formal agreement that outlines the details of
employment
Non-Compete Agreements - ANSWER Agreements that prohibit individuals who leave an
organization from working with an employer in the same line of business for a specified
period of time
Criteria for Non-Compete Agreements - ANSWER Reasonable in limits, duration, and
geographical scope; additional consideration beyond employment; limitations from
working within their area of specialisation
Intellectual Property and Trade Secrets - ANSWER Right to keep trade secrets
confidential; right of employees to take business opportunities to employer first before
seeking it elsewhere; common-law copyright in works and other documents prepared by
employees
Implied Contract - ANSWER Unwritten agreement created by the actions of the parties
involved
