HUMAN RESOURCE MANAGEMENT
COMPREHENSIVE STUDY GUIDE 2026
COMPLETE SOLUTIONS VERIFIED
◉ Protected Class. Answer: Persons such as minorities and women
protected by equal opportunity laws, including Title VII
◉ Albermarle Paper Company v. Moody. Answer: Supreme Court
case that clarified the methodological requirements for using and
validating tests in selection
◉ Civil Rights Act of 1991. Answer: amended the original civil rights
act, making it easier to bring discrimination lawsuits while also
limiting punitive damages that can be awarded in those lawsuits
◉ Disparate Impact. Answer: Unintentional discrimination involving
employment practices that appear to be neutral but adversely affect
a protected class of people.
◉ Disparate Treatment. Answer: intentional disparity between the
proportion of a protected group and the proportion getting the job
,◉ Americans with Disabilities Act (ADA). Answer: The act requiring
employers to make reasonable accommodations for disabled
employees; it prohibits discrimination against disabled persons.
◉ Qualified individual with a disability. Answer: a person with or
without reasonable accommodation, can perform the essential
functions of the job that person desires or holds
◉ Reasonable Accommodation. Answer: an employer's obligation to
do something to enable an otherwise qualified person to perform a
job
◉ Employer's Defense. Answer: Employer can offer either a
nondiscriminatory motive for the action
◉ ADA guidelines. Answer: -Do not deny a job to a disabled person if
the person is qualified & able to perform the essential job functions
- Make a reasonable accommodation unless doing so would result in
undue hardship.
-Know what you can ask applicants. You may not make
preemployment inquiries about a persons disability. You may ask
questions about the persons ability to perform essential job
functions
- Itemize essential job functions on the job descriptions.
, - Do not allow misconduct or erratic performance even if linked to a
disability
◉ Uniformed Services Employment and Reemployment Rights Act
(USERRA). Answer: Employers are generally required to reinstate
employees returning from military leave to positions comparable to
those they had before leaving
◉ Genetic Information Nondiscrimination Act (GINA). Answer: Act
that prohibits discrimination against individuals on the basis of their
genetic information in both employment and health insurance.
◉ State and Local Equal Employment Opportunity Laws. Answer: All
States & many local governments prohibits employment
discrimination, many cover employers not covered by federal
legislation
◉ Religious Discrimination. Answer: discrimination against a person
because of his or her religion or religious practices
◉ sexual discrimination. Answer: discrimination in employment and
opportunity against a person (typically a woman) on grounds of sex.
COMPREHENSIVE STUDY GUIDE 2026
COMPLETE SOLUTIONS VERIFIED
◉ Protected Class. Answer: Persons such as minorities and women
protected by equal opportunity laws, including Title VII
◉ Albermarle Paper Company v. Moody. Answer: Supreme Court
case that clarified the methodological requirements for using and
validating tests in selection
◉ Civil Rights Act of 1991. Answer: amended the original civil rights
act, making it easier to bring discrimination lawsuits while also
limiting punitive damages that can be awarded in those lawsuits
◉ Disparate Impact. Answer: Unintentional discrimination involving
employment practices that appear to be neutral but adversely affect
a protected class of people.
◉ Disparate Treatment. Answer: intentional disparity between the
proportion of a protected group and the proportion getting the job
,◉ Americans with Disabilities Act (ADA). Answer: The act requiring
employers to make reasonable accommodations for disabled
employees; it prohibits discrimination against disabled persons.
◉ Qualified individual with a disability. Answer: a person with or
without reasonable accommodation, can perform the essential
functions of the job that person desires or holds
◉ Reasonable Accommodation. Answer: an employer's obligation to
do something to enable an otherwise qualified person to perform a
job
◉ Employer's Defense. Answer: Employer can offer either a
nondiscriminatory motive for the action
◉ ADA guidelines. Answer: -Do not deny a job to a disabled person if
the person is qualified & able to perform the essential job functions
- Make a reasonable accommodation unless doing so would result in
undue hardship.
-Know what you can ask applicants. You may not make
preemployment inquiries about a persons disability. You may ask
questions about the persons ability to perform essential job
functions
- Itemize essential job functions on the job descriptions.
, - Do not allow misconduct or erratic performance even if linked to a
disability
◉ Uniformed Services Employment and Reemployment Rights Act
(USERRA). Answer: Employers are generally required to reinstate
employees returning from military leave to positions comparable to
those they had before leaving
◉ Genetic Information Nondiscrimination Act (GINA). Answer: Act
that prohibits discrimination against individuals on the basis of their
genetic information in both employment and health insurance.
◉ State and Local Equal Employment Opportunity Laws. Answer: All
States & many local governments prohibits employment
discrimination, many cover employers not covered by federal
legislation
◉ Religious Discrimination. Answer: discrimination against a person
because of his or her religion or religious practices
◉ sexual discrimination. Answer: discrimination in employment and
opportunity against a person (typically a woman) on grounds of sex.
