The Legal Environment and Diversity Management MCQ
The Legal Environment and Diversity Management MCQ
1. In Undue Hardship ,the level of difficulty for an organization to provide accommodations is determined by_____
Answer
Correct Answer:
All of these
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2. _____ constitutes sexual harassment.
Answer
Correct Answer:
All of these
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3. A notice from the EEOC, issued if it elects not to prosecute an individual discrimination complaint within the agency, that gives the recipient the right to go directly to the courts with the complaint is known as_____
Answer
Correct Answer:
Right to Sue
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4. Reverse Discrimination is the discrimination against members of the _____ group in an organization.
Answer
Correct Answer:
Majority
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5. Retaliation is a situation where the organization takes an adverse employment action against an employee because_____
Answer
Correct Answer:
Both
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6. The “average” person who would look at the situation and its intensity to determine whether the accused person was wrong in their actions is known as_____
Answer
Correct Answer:
Reasonable Person
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7. Reasonable Accommodation is an accommodation made by an employer to allow someone who is _____
Answer
Correct Answer:
Disabled but able to do job
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8. When different groups of people have different scores designated as “passing” grades on a test for employment it is known as Race Norming.
Answer
Correct Answer:
True
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9. Harassment that occurs when some type of _____ is made contingent upon the employee submitting to sexual advances.
Answer
Correct Answer:
Both
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10. Punitive Damages are the monetary damages awarded by the court that are designed to _____ that has intentionally inflicted harm on others.
Answer
Correct Answer:
Punish the injured party
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11. Practice Discrimination refers to when a person or group engages in a sequence of actions over a significant period of time that is intended to deny the rights provided by Title _____ of the 1964 CRA to a member of a protected class.
Answer
Correct Answer:
VII
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12. OUCH Test is a rule of _____ used whenever you are contemplating any employment action, to maintain fairness and equity for all of your employees or applicants.
Answer
Correct Answer:
Thumb
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13. Marginal Job Functions are those functions that may be performed on the job but need be performed by all holders of the job.
Answer
Correct Answer:
False
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14. When a test for employment is a legitimate measure of an individual’s ability to do the essential functions of a job it is called_____
Answer
Correct Answer:
Job Relatedness
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15. Illegal Discrimination is the act of making distinctions that _____ people and that are based on those people’s membership in a protected class.
Answer
Correct Answer:
Harm
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16. Hostile Work Environment refers to the harassment that occurs when someone’s behavior at work creates an environment that is _____ in nature.
Answer
Correct Answer:
Sexual
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17. Four-Fifths Rule is used by_____to determine whether disparate impact exists in an employment test.
Answer
Correct Answer:
All of these
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18. The fundamental duties of the position refers to Essential Functions.
Answer
Correct Answer:
True
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19. When individuals in different situations are intentionally treated similarly it is called Disparate Treatment.
Answer
Correct Answer:
False
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20. In Disparate Impact, the intent is_____
Answer
Correct Answer:
Both b and c
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21. The act of making distinctions or choosing one thing over another is known as_____
Answer
Correct Answer:
Discrimination
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22. Disability refers to any _____impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment.
Answer
Correct Answer:
Both
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23. When an employee is put under such extreme pressure by management that continued employment becomes intolerable and, as a result, the employee quits, or resigns from the organization it is known as_____
Answer
Correct Answer:
Compensatory Discharge
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24. Compensatory Damages are the monetary damages awarded by the court that compensate the _____person for losses.
Answer
Correct Answer:
Injured
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25. Business Necessity is when a particular practice is necessary for the safe and efficient operation of the business and when there is a specific business purpose for applying a particular standard that may, in fact, be discriminatory.
Answer
Correct Answer:
True
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26. A qualification that is not absolutely required in order for an individual to be able to successfully do a particular job.
Answer
Correct Answer:
False
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27. Adverse Employment Action is any action such as _____or changes, that would harm the individual employee.
Answer
Correct Answer:
All of these
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Human Resource Management (Skill Development) MCQs | Topic-wise
