©THEBRIGHT EXAM SOLUTIONS
11/05/2024 12:06 PM
HRM 360 Exam 2 Questions With Correct
Answers
Title VII of the Civil Rights Act protects employees from discrimination based on race, color, religion,
national origin, and sexual orientation - answer✔True!
The Age Discrimination in Employment Act protects employees aged 40 years old and older from
discrimination - answer✔True
The Family and Medical Leave Act provides up to 12 weeks of paid leave in any 12-month period for an
employee to take care of an immediate family member with a serious health condition - answer✔False
"Reasonable accommodation" under the Americans with Disabilities Act means employers must modify
a job or the job environment to enable a qualified individual with a disability to perform the essential
functions of the job - answer✔False
The Civil Rights Act applies to all organizations regardless of size - answer✔False
The Equal Employment Opportunity Commission is the federal agency that investigates and enforces
employment discrimination law. - answer✔True
Because of the employment-at-will doctrine, an employer can terminate an employee for cause or for
no cause; there are no exceptions - answer✔False
Adverse impact may occur in the hiring process when a seemingly non-discriminatory employment
policy has a statistically detrimental affect on minority applicants - answer✔True
Affirmative action requires the hiring of minority workers, regardless of qualifications, to meet pre-set
statistical quotas. - answer✔False
In most jobs, the employer can require retirement at age 65 - answer✔False
For an issue to be considered by the EEOC, a discrimination complaint must be filed within 300 days of
the incident - answer✔False
If the EEOC investigation determines probable cause, the next step is to attempt conciliation with the
employer - answer✔True
Most claims filed through the EEOC are actually litigated by the EEOC - answer✔False
, ©THEBRIGHT EXAM SOLUTIONS
11/05/2024 12:06 PM
Most claims are resolved through mediation or some other form of alternate dispute resolution,
eliminating the cost and time involved in litigation. - answer✔True
The first element of an affirmative defense requires that HR have in place anti-discrimination policies: a
complaint procedure; and a process to investigate and manage a complaint when it occurs -
answer✔True
The victim of harassment can go directly to the EEOC to file a complaint and has not obligation to report
the offending behavior through the organization's complaint process - answer✔False
Most organizations focus training on sexual harassment
not on the test - answer✔True
The most common perpetrator of quid pro quo harassment is the victim's co-worker - answer✔Quid pro
quo (something for something) is normally a supervisor - false
Organizations should have a well-crafted employee handbook but it is not necessary to include an
employment-at-will clause. - answer✔False - need employment at will clause
The EEOC was created by Title VII of the Civil Rights Act - answer✔True -
Not subject to overtime provisions salaried supervisors, managers, professionals, and executives -
answer✔Exempt
Consolidates pay grades and ranges flattens to corporate hierarchies emphasizes teamwork -
answer✔Broadbanding
Straight _______________
Based on fixed percentage of sales price - answer✔Straight commission
3 common types of pay structures - answer✔Exempt/Nonexempt, Job Families, Geographical or
geography
This type of raise reflects prior job performance levels and can be used to motivate and become
meaningful if consistent - answer✔Merit Based
Employees become more valuable over time, this is the basis for what type of pay? - answer✔Senority?
Reduce output costs per employee is part of what type of competitive strategy - answer✔Low cost
strategy
The range salary for certain positions with a minimum and a maximum - answer✔Pay grade
11/05/2024 12:06 PM
HRM 360 Exam 2 Questions With Correct
Answers
Title VII of the Civil Rights Act protects employees from discrimination based on race, color, religion,
national origin, and sexual orientation - answer✔True!
The Age Discrimination in Employment Act protects employees aged 40 years old and older from
discrimination - answer✔True
The Family and Medical Leave Act provides up to 12 weeks of paid leave in any 12-month period for an
employee to take care of an immediate family member with a serious health condition - answer✔False
"Reasonable accommodation" under the Americans with Disabilities Act means employers must modify
a job or the job environment to enable a qualified individual with a disability to perform the essential
functions of the job - answer✔False
The Civil Rights Act applies to all organizations regardless of size - answer✔False
The Equal Employment Opportunity Commission is the federal agency that investigates and enforces
employment discrimination law. - answer✔True
Because of the employment-at-will doctrine, an employer can terminate an employee for cause or for
no cause; there are no exceptions - answer✔False
Adverse impact may occur in the hiring process when a seemingly non-discriminatory employment
policy has a statistically detrimental affect on minority applicants - answer✔True
Affirmative action requires the hiring of minority workers, regardless of qualifications, to meet pre-set
statistical quotas. - answer✔False
In most jobs, the employer can require retirement at age 65 - answer✔False
For an issue to be considered by the EEOC, a discrimination complaint must be filed within 300 days of
the incident - answer✔False
If the EEOC investigation determines probable cause, the next step is to attempt conciliation with the
employer - answer✔True
Most claims filed through the EEOC are actually litigated by the EEOC - answer✔False
, ©THEBRIGHT EXAM SOLUTIONS
11/05/2024 12:06 PM
Most claims are resolved through mediation or some other form of alternate dispute resolution,
eliminating the cost and time involved in litigation. - answer✔True
The first element of an affirmative defense requires that HR have in place anti-discrimination policies: a
complaint procedure; and a process to investigate and manage a complaint when it occurs -
answer✔True
The victim of harassment can go directly to the EEOC to file a complaint and has not obligation to report
the offending behavior through the organization's complaint process - answer✔False
Most organizations focus training on sexual harassment
not on the test - answer✔True
The most common perpetrator of quid pro quo harassment is the victim's co-worker - answer✔Quid pro
quo (something for something) is normally a supervisor - false
Organizations should have a well-crafted employee handbook but it is not necessary to include an
employment-at-will clause. - answer✔False - need employment at will clause
The EEOC was created by Title VII of the Civil Rights Act - answer✔True -
Not subject to overtime provisions salaried supervisors, managers, professionals, and executives -
answer✔Exempt
Consolidates pay grades and ranges flattens to corporate hierarchies emphasizes teamwork -
answer✔Broadbanding
Straight _______________
Based on fixed percentage of sales price - answer✔Straight commission
3 common types of pay structures - answer✔Exempt/Nonexempt, Job Families, Geographical or
geography
This type of raise reflects prior job performance levels and can be used to motivate and become
meaningful if consistent - answer✔Merit Based
Employees become more valuable over time, this is the basis for what type of pay? - answer✔Senority?
Reduce output costs per employee is part of what type of competitive strategy - answer✔Low cost
strategy
The range salary for certain positions with a minimum and a maximum - answer✔Pay grade
