A practice necessary for safe and efficient organizational operations is called a/an a.ec

A practice necessary for safe and efficient organizational operations is called a/an

a.economic viability requirement.

b.business necessity.

c.prerogative of management.

d.bona fide occupational qualification.

13.To avoid a charge of retaliation against employees who file discrimination charges the organization must do all of the following EXCEPT

a.instruct supervisors that any discipline or warnings against an employee who has filed a discrimination case should be verbal and not documented.

b.take appropriate action if supervisors retaliate against employees who file a discrimination complaint.

c.thoroughly investigate any claims of retaliation.

d.train supervisors what retaliation consists of.

14.Henry, an upper-level manager at a software design firm, is talking informally with his colleagues over dinner. “The idea of quotas makes me uncomfortable,” he says. “I think that we should just treat everyone equally, regardless of how people vary from one another. A person is a person.” Henry is expressing the philosophy behind

a.affirmative action programs.

b.quid pro quo theory of employment opportunity..

c.the “blind to differences” approach.

d.racist and sexist organizational practices.

15.Ingrid is a recent immigrant from Denmark with a valid U.S. work permit. She has applied for work on the wait staff at a Chinese restaurant near her home. Ingrid doesn’t have a car, and this restaurant is one of the few employers she can walk to. Ingrid was turned down for an opening at the restaurant, although she has relevant job experience. Later, Ingrid noticed a Chinese man was hired for the job. Ingrid should

a.sue because this is sex discrimination.

b.sue because this is national origin discrimination and violates the IRCA.

c.not sue because this is an English-language-only workplace and Ingrid’s English language skills are minimal.

d.not sue because Chinese origin is a bona fide occupational qualification in this case.

16.A bona fide occupational qualification for the job of truck driver for a beer distributing company would include all of the following EXCEPT

a.possession of a commercial driver’s license.

b.a bachelor’s degree in any field.

c.the ability to lift a minimum of fifty pounds.

d.basic literacy.

17.Which of the following would be defined as retaliation under EEO laws?

a.A hospital demotes a radiology technician who has complained about ethnic discrimination.

b.An employer fires a supervisor who discriminates against a protected-class member.

c.A dismissed employee files a false complaint of discrimination against his former employer with the EEOC.

d.The EEOC targets an employer with a history of unlawful discrimination.

18.When does the burden of proof fall on the employer in a disparate impact or disparate treatment suit?

a.when there is an Affirmative Action Plan in place

b.when it is a class action suit of current and former employees

c.when the case goes to court before a jury

d.when the court rules that disparate impact or disparate treatment has occurred.

19.Albert is an assistant store manager for a national discount retailer. When Albert was denied a promotion to store manager he filed a claim based on religious discrimination with the EEOC, which was eventually denied. After the claim, Albert was transferred to be the assistant store manager at a location requiring a 97-mile round trip commute that takes about four hours of travel time per day. His previous worksite had been only 15 minutes from his home.

a.Since Albert retained his position in the company as an assistant store manager and he kept the same pay level, this is not retaliation.

b.This action is ex post facto evidence of retaliation.

c.The employer is not vulnerable to a charge of retaliation because Albert’s charge of discrimination was denied.

d.This action could be considered retaliation.

20.Costa Laguna Manufacturing follows a policy of hiring people based on their race, age, gender, and national origin in order to make up for historical discrimination. This is an example of

a.affirmative action.

b.fair employment practices.

c.historical restitution.

d.the “blind to differences” approach.