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UARK MPO MGMT 2103 Exam 2 Questions
and Correct Answers/ Latest Update /
Already Graded
Disaparate Treatment
Ans: exists when individuals in similar situations are
intentionally treated differently based upon race, color,
religion, sex, national origin, age, or disability status
Disparate Impact
Ans: occurs when a neutral employment practice
disproportionately excludes a protected group from
employment opportunities
Age Discrimination in Employment Act
Ans: Prohibits employers from discriminating against those 40
years and older in employment decisions because of age
Americans with Disabilities Act of 1990
Ans: A law passed in 1990 that requires employers and public
facilities to make "reasonable accommodations" for people with
disabilities and prohibits discrimination against these
individuals in employment.
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How can companies allow differences in pay for the ame job?
Ans: merit, seniority, quantity or quality of production
How long do you have to file with EEOC?
Ans: 180 days
Understanding the Four-Fifths Rule
Ans: -Rule of thumb followed by the EEOC in determining
adverse impact for use in enforcement proceedings.
-According to the Uniform Guidelines, a selection program has
an adverse impact when the selection rate for any racial, ethnic,
or sex class is less than four-fifths (or 80 percent) of the rate of
the class with the highest selection rate.
-The four-fifths rule is not a legal definition of discrimination,
rather it is used to monitor severe discrimination practices.
Applying the Four-Fifths Rule
Ans: 1.) Calculate the selection rates (S.R.) of each of the two
employee groups you are interested in
-For example, men vs. women
-S.R. = Total # hired / Total # applied (for each group)
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2.) Compare the selection rates of two groups by calculating the
"impact ratio" (I.R.):
S.R. of group with lower S.R.
I.R. = _____________________________
S.R. of group with higher S. R.
3.) Determine if S.R.'s are substantially different
-Occurs when the I.R. is less than .80, meaning that the S.R. of
the group with the lower S.R. is less than 80% (4/5ths) that of
the group with the higher S. R.
Bona Fide Occupational Qualification (BFOQ)
Ans: Suitable defense against a discrimination charge only
where membership in a protected class is
an actual qualification for performing the job
Measures of Selection Methods
Ans: Reliability, Validity, Generalizability, Utility, Legality
Selection Method: Reliability
Ans: the degree to which a measure of physical or cognitive
abilities or traits is free from random error.
All rights reserved © 2025/ 2026 |
UARK MPO MGMT 2103 Exam 2 Questions
and Correct Answers/ Latest Update /
Already Graded
Disaparate Treatment
Ans: exists when individuals in similar situations are
intentionally treated differently based upon race, color,
religion, sex, national origin, age, or disability status
Disparate Impact
Ans: occurs when a neutral employment practice
disproportionately excludes a protected group from
employment opportunities
Age Discrimination in Employment Act
Ans: Prohibits employers from discriminating against those 40
years and older in employment decisions because of age
Americans with Disabilities Act of 1990
Ans: A law passed in 1990 that requires employers and public
facilities to make "reasonable accommodations" for people with
disabilities and prohibits discrimination against these
individuals in employment.
All rights reserved © 2025/ 2026 |
, Page |2
How can companies allow differences in pay for the ame job?
Ans: merit, seniority, quantity or quality of production
How long do you have to file with EEOC?
Ans: 180 days
Understanding the Four-Fifths Rule
Ans: -Rule of thumb followed by the EEOC in determining
adverse impact for use in enforcement proceedings.
-According to the Uniform Guidelines, a selection program has
an adverse impact when the selection rate for any racial, ethnic,
or sex class is less than four-fifths (or 80 percent) of the rate of
the class with the highest selection rate.
-The four-fifths rule is not a legal definition of discrimination,
rather it is used to monitor severe discrimination practices.
Applying the Four-Fifths Rule
Ans: 1.) Calculate the selection rates (S.R.) of each of the two
employee groups you are interested in
-For example, men vs. women
-S.R. = Total # hired / Total # applied (for each group)
All rights reserved © 2025/ 2026 |
, Page |3
2.) Compare the selection rates of two groups by calculating the
"impact ratio" (I.R.):
S.R. of group with lower S.R.
I.R. = _____________________________
S.R. of group with higher S. R.
3.) Determine if S.R.'s are substantially different
-Occurs when the I.R. is less than .80, meaning that the S.R. of
the group with the lower S.R. is less than 80% (4/5ths) that of
the group with the higher S. R.
Bona Fide Occupational Qualification (BFOQ)
Ans: Suitable defense against a discrimination charge only
where membership in a protected class is
an actual qualification for performing the job
Measures of Selection Methods
Ans: Reliability, Validity, Generalizability, Utility, Legality
Selection Method: Reliability
Ans: the degree to which a measure of physical or cognitive
abilities or traits is free from random error.
All rights reserved © 2025/ 2026 |
