HRM 360 Exam 2 || Questions and Answers.
Title VII of the Civil Rights Act protects employees from discrimination based on race, color,
religion, national origin, and sexual orientation correct answers True!
The Age Discrimination in Employment Act protects employees aged 40 years old and older
from discrimination correct answers 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 correct answers 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 correct answers False
The Civil Rights Act applies to all organizations regardless of size correct answers False
The Equal Employment Opportunity Commission is the federal agency that investigates and
enforces employment discrimination law. correct answers True
Because of the employment-at-will doctrine, an employer can terminate an employee for cause
or for no cause; there are no exceptions correct answers False
Adverse impact may occur in the hiring process when a seemingly non-discriminatory
employment policy has a statistically detrimental affect on minority applicants correct answers
True
Affirmative action requires the hiring of minority workers, regardless of qualifications, to meet
pre-set statistical quotas. correct answers False
, In most jobs, the employer can require retirement at age 65 correct answers False
For an issue to be considered by the EEOC, a discrimination complaint must be filed within 300
days of the incident correct answers False
If the EEOC investigation determines probable cause, the next step is to attempt conciliation
with the employer correct answers True
Most claims filed through the EEOC are actually litigated by the EEOC correct answers False
Most claims are resolved through mediation or some other form of alternate dispute resolution,
eliminating the cost and time involved in litigation. correct answers 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 correct answers 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 correct answers
False
Most organizations focus training on sexual harassment
not on the test correct answers True
The most common perpetrator of quid pro quo harassment is the victim's co-worker correct
answers 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. correct answers False - need employment at will clause
Title VII of the Civil Rights Act protects employees from discrimination based on race, color,
religion, national origin, and sexual orientation correct answers True!
The Age Discrimination in Employment Act protects employees aged 40 years old and older
from discrimination correct answers 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 correct answers 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 correct answers False
The Civil Rights Act applies to all organizations regardless of size correct answers False
The Equal Employment Opportunity Commission is the federal agency that investigates and
enforces employment discrimination law. correct answers True
Because of the employment-at-will doctrine, an employer can terminate an employee for cause
or for no cause; there are no exceptions correct answers False
Adverse impact may occur in the hiring process when a seemingly non-discriminatory
employment policy has a statistically detrimental affect on minority applicants correct answers
True
Affirmative action requires the hiring of minority workers, regardless of qualifications, to meet
pre-set statistical quotas. correct answers False
, In most jobs, the employer can require retirement at age 65 correct answers False
For an issue to be considered by the EEOC, a discrimination complaint must be filed within 300
days of the incident correct answers False
If the EEOC investigation determines probable cause, the next step is to attempt conciliation
with the employer correct answers True
Most claims filed through the EEOC are actually litigated by the EEOC correct answers False
Most claims are resolved through mediation or some other form of alternate dispute resolution,
eliminating the cost and time involved in litigation. correct answers 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 correct answers 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 correct answers
False
Most organizations focus training on sexual harassment
not on the test correct answers True
The most common perpetrator of quid pro quo harassment is the victim's co-worker correct
answers 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. correct answers False - need employment at will clause
