Human Resource Management Gaining A Competitive Advantage 9th Edition Test Bank Solutions PDF
Preview Human Resource Management Gaining A Competitive Advantage 9th Edition Test Bank Solutions
Human Resource Management Gaining A Competitive Advantage 9th Edition Test Bank Solutions Completed download: https://testbankarea.com/download/human-resource-management-9th-edition- test-bank-noe-hollenbeck-gerhart-wright/ Solutions manual for Human Resource Management 9th Edition by Raymond Noe, John Hollenbeck, Barry Gerhart, Patrick Wright Completed download: https://testbankarea.com/download/human-resource-management-9th-edition- solutions-manual-noe-hollenbeck-gerhart-wright/ Chapter 03 The Legal Environment: Equal Employment Opportunity and Safety True / False Questions 1. Each branch of the U.S. government (legislature, executive, and judiciary) has its own area of authority, and these areas do not overlap. True False 2. The United States president has the power to veto any law passed by Congress. True False 3. The National Labor Relations Board (NLRB) is a quasi-judicial agency. True False 3-1 4. Section 1982 of the Civil Rights Act granted all persons the same property rights as white citizens. True False 5. The benefits of the Pregnancy Discrimination Act are limited to married women who are pregnant. True False 6. Conditions such as obesity and substance abuse are covered under the Americans with Disabilities Act. True False 7. Executive Order 11478 prohibits discrimination based on race, color, religion, sex, and national origin and applies only to federal contractors and subcontractors. True False 8. The Equal Employment Opportunity Commission has three major responsibilities: investigating and resolving discrimination complaints, gathering information, and issuing guidelines. True False 9. Individuals who feel they have been discriminated against must file a complaint with the EEOC at any time after the incident. True False 10. As per the Lilly Ledbetter Fair Pay Act, an "illegal act" occurs when a discriminatory compensation decision is adopted. True False 3-2 11. Disparate treatment exists when individuals in similar situations are treated differently and the different treatment is based on an individual's race, color, religion, sex, national origin, age, or disability status. True False 12. In a prima facie disparate treatment case, the defendant in a disparate treatment case has the burden of proving that the plaintiff was wrong in suing him. True False 13. A job qualification based on race, sex, religion, and so on, that an employer asserts is a necessary qualification for the job is known as a bona fide occupational qualification. True False 14. In a mixed-motive case, the plaintiff acknowledges that some discriminatory motive existed but argues that the same hiring decision would have been reached even without the discriminatory motive. True False 15. Under the four-fifths rule, disparate treatment occurs if the hiring rate of a minority group is less than 45 percent of the hiring rate for the majority group. True False 16. The standard deviation rule uses the mode of the distribution to determine disparate impact. True False 17. Reasonable accommodation simply requires an employer to refrain from committing discriminatory acts. True False 3-3 18. Under disability claims, the plaintiff must show that he/she is a qualified applicant with a disability and that adverse action was taken by a covered entity. True False 19. Title VII of the Civil Rights Act of 1964 provides that employers cannot retaliate against employees for opposing a perceived illegal employment practice. True False 20. Quid pro quo harassment occurs when some kind of benefit or punishment is made contingent on an employee's submitting to sexual advances. True False 21. Having pictures of naked women posted in the workplace is actionable under Title VII of the Civil Rights Act. True False 22. Affirmative action programs are used to eliminate discrimination in the workplace and increase minority representation. True False 23. The Occupational Safety and Health Act assigned the responsibility for inspecting employers, applying the standards, and levying fines to the Department of Health. True False 24. The provision of the Occupational Health and Safety Act that states that an employer has an overall obligation to furnish employees with a place of employment free from recognized hazards is known as the general duty clause. True False 3-4 25. The job hazard analysis technique is a breakdown of each job into basic elements, each of which is rated for its potential for harm or injury. True False Multiple Choice Questions 26. Which of the following amendments is called the equal protection clause? A. Fourteenth Amendment B. Sixteenth Amendment C. Eighteenth Amendment D. Twentieth Amendment E. Third Amendment 27. Which of the following is a part of the U.S. government's executive branch? A. District Courts B. Committee on Indian Affairs C. Select Committee on Ethics D. The Congress E. The president 28. The legislative branch of the federal government: A. functions under the authority and supervision of the president. B. has no say in the appointment of judges by the president. C. consists of the House of Representatives and the Senate. D. enforces the laws that are passed in the United States. E. adjudicates cases pertaining to civil issues. 3-5 29. The executive branch of the federal government: A. consists of bodies like the Select Committee on Ethics. B. consists of the House of Representatives and the Senate. C. adjudicates criminal cases. D. passes laws such as the Civil Rights Act. E. consists of the president and the many regulatory agencies the president oversees. 30. The _____ has the power to veto any law passed by Congress. A. President pro tempore of the Senate B. Secretary of State C. Attorney general D. President of the United States E. Speaker of the House 31. Which of the following directives can be issued by the president? A. Constitutional amendment B. Judicial decision C. Legislation D. Executive order E. Legislative bill 32. Executive order 11246, signed by President Lyndon Johnson, required all federal contractors and subcontractors to: A. deny payments to private contractors based on the availability of money. B. pay taxes for the capital goods exported from other countries for operation. C. form and implement private laws that are consistent with the constitution. D. engage in affirmative action programs to hire and promote minorities. E. refrain from exporting their services to projects in foreign countries. 3-6 33. Which of the following serves as the court of final appeal? A. Circuit court B. Supreme Court C. Court of appeals D. State court E. District court 34. Which of the following amendments abolished slavery in the United States? A. Fourth Amendment B. First Amendment C. Fifteenth Amendment D. Thirteenth Amendment E. Fourteenth Amendment 35. Which of the following is an example of a quasi-judicial body? A. National Security Agency B. Senate C. Court of Appeals D. District Court E. National Labor Relations Board 36. If neither party is satisfied with the National Labor Relations Board's decision, the parties can take the case to the _____ for review. A. Court of Appeals B. District Court C. Senate D. House of Representatives E. Secretary of State 3-7 37. Section 1982 of the Civil Rights Act passed in 1886 granted all persons the _____. A. same property rights as white citizens B. right to carry weapons for self-defense C. right to sue governmental authorities D. freedom to elect members of Parliament E. freedom from cruel and unusual punishments 38. Section 1981 of the Civil Rights Act of 1866 granted individuals the _____. A. freedom from cruel and unusual punishments B. right to carry weapons for self-defense C. right to sue governmental authorities D. right to enter into and enforce a contract E. freedom to elect members of Parliament 39. Which of the following legislations mandates affirmative action in the employment of individuals with disabilities? A. Rehabilitation Act of 1973 B. Lilly Ledbetter Fair Pay Act C. Pregnancy Discrimination Act D. Pendleton Act E. Civil Rights Act of 1871 3-8 40. Which of the following congressional legislations requires contractors and subcontractors that receive more than $2,500 annually from the federal government to engage in affirmative action for individuals with disabilities? A. Title VII of the Civil Rights Act B. Equal Pay Act C. Vietnam Era Veteran's Readjustment Act D. Vocational Rehabilitation Act E. Pregnancy Discrimination Act 41. Which of the following states that it is illegal for an employer to refuse to hire an individual or otherwise discriminate against this individual with respect to his compensation, terms, conditions, or privileges of employment because of such individual's race, color, religion, sex, or national origin? A. Unlawful Corporate Payments Act of 1977 B. Federal Employers' Liability Act C. Executive Order 11246 D. Executive Order 1148 E. Title VII of the Civil Rights Act of 1964 42. The Age Discrimination in Employment Act of 1967 prohibits discrimination against employees over the age of _____. A. 30 B. 35 C. 40 D. 18 E. 15 3-9 43. Which of the following is responsible for enforcing the Age Discrimination in Employment Act? A. Equal Employment Opportunity Commission B. Office of Federal Contract Compliance Programs C. U.S. Department of Commerce D. Independent Regulatory Commission E. U.S. Department of Labor 44. The Vocational Rehabilitation Act of 1973 is enforced by the _____. A. Office of Federal Contract Compliance Programs B. U.S. Department of Health C. Equal Employment Opportunity Commission D. U.S. Department of Commerce E. Employment Standards Administration of the Department of Labor 45. Under the Americans with Disabilities Act of 1990, what is the damage limit for a firm that employs 14 to 100 employees? A. $30,000 B. $150,000 C. $50,000 D. $450,000 E. $200,000 46. Which of the following is considered a disability under the Americans with Disabilities Act? A. Cosmetic disfigurement B. Obesity C. Substance abuse D. Eye color E. Lefthandedness 3-10
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