46. Adverse impact:
a) is not necessarily discrimination
b) is the same as disparate treatment
c) is more obvious than other forms of discrimination
d) occurs when a company’s policies treat applicants the same, but result in different employment opportunities for different groups
47. A common defense against adverse impact is:
a) when there is no difference in outcomes for different groups of personnel
b) when reliability can be demonstrated
c) when the burden of proof is shifted
d) when the assessment measures used accurately identify the people most likely to succeed on the job
48. When an applicant claims adverse impact:
a) the applicant has the burden to prove the employer is discriminating
b) the burden of proof is on the employer to demonstrate that the hiring process identified people who are best able to do the job
c) the burden of proof is on the employer to demonstrate the reliability of the
d) it means that different types of applicants were not treated consistently
49. Outcomes when an employer uses ineffective selection methods could be all of the following EXCEPT:
a) there’s not a problem as long as interviews are used
b) the company may be subject to discrimination complaints
c) the company is potentially missing out on hiring employees who would do a good job
d) the company may be discriminating against applicants and risks legal action
50. Harassment occurs:
a) when an employee is persistently annoyed or alarmed by the improper
b) when an employee is persistently annoyed or alarmed by the improper words or actions of peer personnel
c) when an employee is persistently annoyed or alarmed by the improper words or actions of other people in the workplace
d) after a claim of disparate treatment or adverse impact
51. Which of the following is NOT one of the conditions where sexual harassment could be an issue?
a) submission to sexual harassment is made either implicitly or explicitly a condition of employment
b) two employees who formerly were in a relationship are not retained during a reduction of employees
c) submission or rejection of sexual behavior is used as the basis for employment decisions
d) behavior of a sexual nature has the effect of unreasonably interfering with an individual’s work performance or creates a hostile or offensive environment
52. A female supervisor requires that in order for a male employee to be promoted, he must take her out on dates for a month. This action:
a) is not a problem, because the male employee could always say, “No”
b) is an example of quid pro quo sexual harassment
c) is not a problem because males cannot be victims of sexual harassment
d) is an example of “hostile environment” sexual harassment
53. Which of the following is true concerning hostile environment sexual harassment?
a) a claim can only be filed against a supervisor
b) a claim can only be filed against a peer employee
c) a claim can only be filed against the organization
d) a claim can be filed against the organization, peer employees and/or supervisors
54. Examples of actions an organization can take to protect itself from sexual harassment include all of the following EXCEPT:
a) establish a policy that any supervisor or employee accused of sexual harassment will be terminated from employment
b) define harassment and affirmatively express company disapproval of harassing actions
c) inform employees of their legal rights, including how to make an EEOC claim
d) establish a grievance procedure that is sensitive to the rights of all parties
55. Which of the following statements concerning discrimination is true?
a) people are more likely to discriminate when their supervisors are uninvolved
b) people are more likely to discriminate when they are located in a separate geographical location from their supervisors
c) people are more likely to discriminate when there are severe consequences
d) people are less likely to discriminate when their supervisors establish a clear preference that everyone be treated equally