Ralph is wheelchair-bound. After a construction injury, he attended vocational school and was trained to be a telemarketer. He has an interview for a telephone marketing position for which he is fully qualified. When he arrives, he realizes that the interview office is located on the third floor of a building without an elevator. He calls and explains his problem, but the interviewer refuses to change the appointment or location. Has management made a decision that makes the firm legally liable for discrimination under the ADA?
A) No, because Ralph cannot get to the job location.
B) Yes, because being wheelchair-bound disqualifies Ralph from the job.
C) No, because the employer didn't know Ralph was disabled when scheduling the interview.
D) Yes, because the employer is required to accommodate Ralph for the employment interview.
49) Studies show that making reasonable accommodations for disabled applicants and employees:
A) bankrupts most small companies.
B) adds nearly 10% to product costs.
C) requires no money in 20% of all cases.
D) generally costs $5,000-$10,000 per employer.
50) ADA claims are primarily filed for:
A) visual impairments.
B) speech impediments.
C) emotional impairments.
D) drug and alcohol addiction.
51) The legislation that laid the foundation for the Americans with Disabilities Act was the:
A) Vocational Rehabilitation Act.
B) Civil Rights Act of 1964.
C) Age Discrimination in Employment Act.
D) Equal Pay Act.
52) The Vietnam Era Veterans Readjustment Act:
A) prohibits federal contractors from discriminating against Vietnam-era veterans.
B) prohibits all employers from discriminating against Vietnam-era veterans.
C) added military service to the Civil Rights Act of 1964 as a criterion for protected classes.
D) instituted drug testing and opened the door for later drug testing of all employees.
53) Your business is a government contractor. To begin your affirmative action plan, you start with a utilization analysis. What is your first step in conducting this analysis?
A) Determining the percentage of protected classes in the available labor market
B) Dividing all of the jobs in your business into classifications
C) Assessing the percentage of persons from all protected classes working in your business
D) Determining if your company is violating the four-fifths rule
54) Which of the following is required to have an affirmative action plan?
A) International corporations
B) Private firms with at least 100 employees
C) Government agencies
D) Private firms with at least 25 employees
55) Once the utilization analysis has been completed, what is the next step in developing an affirmative action plan?
A) Setting goals for correcting the underutilization of protected class groups
B) Recruiting protected-class members for available positions
C) Redesigning jobs so that underrepresented workers are more likely to be qualified
D) Determining the percentage of protected classes in the available labor market
56) When creating an affirmative action plan, the central concern is:
A) determining how many of each protected class to hire.
B) determining how much preference to give members of the underutilized protected class.
C) analyzing the impact of the plan on nonprotected classes in light of recent court decisions regarding reverse discrimination.
D) setting up the appropriate barriers to nonprotected class applicants.
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