11.In a predictive validation study, information is gathered on actual job applicants.
12.Predictive validation studies are more commonly used because they can be conducted more quickly.
13.Validity generalization is established by demonstrating that a selection device has been consistently found to be valid in many other similar settings.
14.The Equal Employment Opportunity Commission (EEOC) enforces most federal antidiscrimination laws.
15.A content-oriented strategy is appropriate for demonstrating the validity of selection procedures, which purport to measure traits or constructs such as intelligence, aptitude, personality, or leadership.
16.Employers are prohibited from harassing job applicants because of their national origin.
17.Employers cannot be held liable for sexual harassment allegations made by job applicants.
18.Managers should avoid asking any questions regarding pregnancy during an employment interview.
19.An employer may justify its rejection of an older applicant based on the grounds that it costs more to employ such workers.
20.Before rejecting candidates or disciplining employees because their religious views or practices would interfere with management aims, a manager must first consider whether a reasonable accommodation can be made.