1. Complying with human resource related laws can save organizations money.
2. A class-action suit cannot be filed against an employer if it deals with equal pay or gender discrimination.
3. When managers have an understanding of employment laws, the likelihood of an employee filing a lawsuit is reduced for the company.
4. The federal government cannot constrain state laws based upon the constitution; therefore, if a state law conflicts with a federal law, the state law rules.
5. Title VII provides protection only to women and not men.
6. Title VII requires equal opportunity for people regardless of their race, color, national origin, gender or religion.
7. A job has a need for the incumbent to speak fluent Spanish. The employer can require that employees hired for this position be Hispanic as a bonafide occupational qualification (BFOQ).
8. Treating all applicants consistently during the hiring process is one of the best ways for an employer to avoid a charge of disparate treatment.
9. Disparate treatment is more subtle than adverse impact.
10. If a selection criteria or process screens out more people from some groups than others, it is automatically adverse impact.