APHR EXAM 2025/2026 QUESTIONS AND ANSWERS GRADED A+
Equal Employment Opportunity (EEO) - ANSWER legislation and policies that require all employees to
be treated equally regardless of race, national origin, age, religion, or sex.
main components of the legislature:
- equal pay act 1963
- civil rights act 1964
- age discrimination in employment act 1967
- pregnancy discrimination act 1978
- americans with disabilities act 1990
- family and medical leave act 1993
Equal Employment Opportunity Commission (EEOC) - ANSWER established by Title VII of the Civil
Rights Act of 1964 and is responsible for administering equal employment opportunity legislation
Uniform Guidelines on Employee Selection Procedures Act - ANSWER established in 1978 by the
EEOC, a set of rules that state that all procedures used for staffing decisions must be valid and
relevant to job performance.
Illegal Discrimination - ANSWER results from behaviors or actions by an organization or managers
within an organization that cause members of a protected class to be unfairly differentiated from
others
protected classes - ANSWER Individuals of a minority race, women, older people, and those with
disabilities who are covered by federal laws on equal employment opportunity
Disperate Treatment Discrimination - ANSWER intentional discrimination that occurs when people
are purposely not given the same hiring, promotion, or membership opportunities because of their
race, color, sex, ethnic group, national origin, or religious beliefs
Disperate Impact Discrimination - ANSWER a condition in which employment practices are seemingly
neutral yet disproportionately exclude a protected group from employment opportunities
,Bona Fide Occupational Qualification (BFOQ) - ANSWER an exception in employment law that
permits sex, age, religion, and the like to be used when making employment decisions, but only if
they are "reasonably necessary to the normal operation of that particular business." BFOQs are
strictly monitored by the Equal Employment Opportunity Commission
Four-fiths rule - ANSWER states that if the selection rate for a certain group is less than 80 percent of
that of the group with the highest selection rate, there is adverse impact on that group. ... In this
situation the selection rate for men is 2%, while the selection rate for women is 1.5%.
McDonald-Douglas Test - ANSWER used as the basis for establishing a prima facie case of disparate
impact discrimination
asking:
1.The plaintiff (employee) must establish a prima facie case of discrimination;
2.The defendant (employer) must produce evidence of a legitimate non-discriminatory reason for its
actions. If this occurs, then the presumption of discrimination becomes invalid;
3.The plaintiff (employee) must present facts to show an inference of discrimination.
a few ways that organizations can examine their workforces to check for instances of unintended
discrimination: - ANSWER cohort analysis- It evaluates whether a person or group has been treated
similarly or differently than other people or groups in a similar situation.
availability analysis- looks at the number of individuals who are members of protected classes —
minorities, women, and people with disabilities — who are qualified for employment (Availability
analyses are required by the Office of Federal Contract Compliance Programs (OFCCP), an agency of
the U.S. Department of Labor, for employees who are federal contractors or subcontractors.)
impact ratio analysis- determines whether an organization's employment of individuals who are
members of protected classes (minorities, women, and people with disabilities) is reflective of how
represented those individuals are in the larger labor force. (Impact ratio analyses are required by the
Office of Federal Contract Compliance Programs (OFCCP), an agency of the U.S. Department of Labor,
for employees who are federal contractors or subcontractors.)
- an employer must determine whether the percentage falls within the job area acceptance range
(JAAR)
- expects federal contractors and subcontractors to be within plus or minus 20 percent of the
percentage of employees available in the workforce.
, the original 4 were race, religion, sex, and national origin - ANSWER protected classes
a reasonable adjustment to a job or work environment so that an individual with a disability can
perform their job - ANSWER job accommodations
federal law that allows most employees up to 12 weeks unpaid - ANSWER family and medical leave
Prohibits discrimination on the basis of race, religion, gender, or national origin - ANSWER title VII
the first element of an affirmative action plan - ANSWER utilization analysis
title VII - ANSWER Civil Rights Act of 1964—forbids discrimination based on sex, race, color, national
origin, or religion (protected classes)
established EEOC
civil rights act (CRA) of 1991 - ANSWER most recent amendment of title VII.
was enacted to advance four key goals:
- To establish specific legal remedies for the victims of intentional discrimination, including the right
to a jury trial and the possibility of receiving punitive damages.
- To define and write into law the legal concept of disparate impact.
- To establish guidelines and regulations for disparate impact cases.
- To provide more and stronger protections for victims of workplace discrimination.
a reaction to a series of Supreme Court decisions in the late 1980s that limited some of the legal
remedies available to the victims of intentional workplace discrimination.
In addition to allowing for jury trials and establishing a sliding scale for the damages a plaintiff could
seek, the law extended Title VII protections to foreign locations owned by American businesses.
*But it also offered some protections to those accused of discrimination: the laws placed the burden
of proof in disparate impact cases on the person alleging the discrimination. And it said that a
Equal Employment Opportunity (EEO) - ANSWER legislation and policies that require all employees to
be treated equally regardless of race, national origin, age, religion, or sex.
main components of the legislature:
- equal pay act 1963
- civil rights act 1964
- age discrimination in employment act 1967
- pregnancy discrimination act 1978
- americans with disabilities act 1990
- family and medical leave act 1993
Equal Employment Opportunity Commission (EEOC) - ANSWER established by Title VII of the Civil
Rights Act of 1964 and is responsible for administering equal employment opportunity legislation
Uniform Guidelines on Employee Selection Procedures Act - ANSWER established in 1978 by the
EEOC, a set of rules that state that all procedures used for staffing decisions must be valid and
relevant to job performance.
Illegal Discrimination - ANSWER results from behaviors or actions by an organization or managers
within an organization that cause members of a protected class to be unfairly differentiated from
others
protected classes - ANSWER Individuals of a minority race, women, older people, and those with
disabilities who are covered by federal laws on equal employment opportunity
Disperate Treatment Discrimination - ANSWER intentional discrimination that occurs when people
are purposely not given the same hiring, promotion, or membership opportunities because of their
race, color, sex, ethnic group, national origin, or religious beliefs
Disperate Impact Discrimination - ANSWER a condition in which employment practices are seemingly
neutral yet disproportionately exclude a protected group from employment opportunities
,Bona Fide Occupational Qualification (BFOQ) - ANSWER an exception in employment law that
permits sex, age, religion, and the like to be used when making employment decisions, but only if
they are "reasonably necessary to the normal operation of that particular business." BFOQs are
strictly monitored by the Equal Employment Opportunity Commission
Four-fiths rule - ANSWER states that if the selection rate for a certain group is less than 80 percent of
that of the group with the highest selection rate, there is adverse impact on that group. ... In this
situation the selection rate for men is 2%, while the selection rate for women is 1.5%.
McDonald-Douglas Test - ANSWER used as the basis for establishing a prima facie case of disparate
impact discrimination
asking:
1.The plaintiff (employee) must establish a prima facie case of discrimination;
2.The defendant (employer) must produce evidence of a legitimate non-discriminatory reason for its
actions. If this occurs, then the presumption of discrimination becomes invalid;
3.The plaintiff (employee) must present facts to show an inference of discrimination.
a few ways that organizations can examine their workforces to check for instances of unintended
discrimination: - ANSWER cohort analysis- It evaluates whether a person or group has been treated
similarly or differently than other people or groups in a similar situation.
availability analysis- looks at the number of individuals who are members of protected classes —
minorities, women, and people with disabilities — who are qualified for employment (Availability
analyses are required by the Office of Federal Contract Compliance Programs (OFCCP), an agency of
the U.S. Department of Labor, for employees who are federal contractors or subcontractors.)
impact ratio analysis- determines whether an organization's employment of individuals who are
members of protected classes (minorities, women, and people with disabilities) is reflective of how
represented those individuals are in the larger labor force. (Impact ratio analyses are required by the
Office of Federal Contract Compliance Programs (OFCCP), an agency of the U.S. Department of Labor,
for employees who are federal contractors or subcontractors.)
- an employer must determine whether the percentage falls within the job area acceptance range
(JAAR)
- expects federal contractors and subcontractors to be within plus or minus 20 percent of the
percentage of employees available in the workforce.
, the original 4 were race, religion, sex, and national origin - ANSWER protected classes
a reasonable adjustment to a job or work environment so that an individual with a disability can
perform their job - ANSWER job accommodations
federal law that allows most employees up to 12 weeks unpaid - ANSWER family and medical leave
Prohibits discrimination on the basis of race, religion, gender, or national origin - ANSWER title VII
the first element of an affirmative action plan - ANSWER utilization analysis
title VII - ANSWER Civil Rights Act of 1964—forbids discrimination based on sex, race, color, national
origin, or religion (protected classes)
established EEOC
civil rights act (CRA) of 1991 - ANSWER most recent amendment of title VII.
was enacted to advance four key goals:
- To establish specific legal remedies for the victims of intentional discrimination, including the right
to a jury trial and the possibility of receiving punitive damages.
- To define and write into law the legal concept of disparate impact.
- To establish guidelines and regulations for disparate impact cases.
- To provide more and stronger protections for victims of workplace discrimination.
a reaction to a series of Supreme Court decisions in the late 1980s that limited some of the legal
remedies available to the victims of intentional workplace discrimination.
In addition to allowing for jury trials and establishing a sliding scale for the damages a plaintiff could
seek, the law extended Title VII protections to foreign locations owned by American businesses.
*But it also offered some protections to those accused of discrimination: the laws placed the burden
of proof in disparate impact cases on the person alleging the discrimination. And it said that a
