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1 | |
Which of these is not one of the major governing bodies established by the Constitution? |
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| | A) | Corporate branch |
| | B) | Legislative branch |
| | C) | Judicial branch |
| | D) | Executive branch |
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2 | |
Which branch of the federal government consists of the House of Representatives and the Senate? |
|
| | A) | Corporate branch |
| | B) | Legislative branch |
| | C) | Judicial branch |
| | D) | Executive branch |
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3 | |
The __________ branch consists of the president of the United States and the many regulatory agencies the president oversees. |
|
| | A) | judicial |
| | B) | legislative |
| | C) | executive |
| | D) | Supreme Court |
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4 | |
The ________ branch consists of the federal court system. |
|
| | A) | judicial |
| | B) | legislative |
| | C) | executive |
| | D) | corporate |
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5 | |
Decisions made by the Supreme Court are binding: they can be overturned only through legislation. |
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| | A) | True |
| | B) | False |
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6 | |
The Fourth Amendment, called the equal protection clause, states that individuals are entitled to equal protection under the law. |
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| | A) | True |
| | B) | False |
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7 | |
The Thirteenth Amendment to the USA's Constitution: |
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| | A) | abolished slavery. |
| | B) | forbade the taking of liberty without due process of law. |
| | C) | provided women suffrage. |
| | D) | required men and women in the same firm to receive equal pay for equal work. |
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8 | |
Which of these forbids discrimination based on race, color, sex, national origin, or religion? |
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| | A) | Thirteenth Amendment |
| | B) | Americans with Disabilities Act of 1990 |
| | C) | Age Discrimination in Employment Act of 1967 |
| | D) | Title VII of Civil Rights Act |
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9 | |
Age Discrimination in Employment Act prohibits discrimination against employees over the age of ______. |
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| | A) | 21 |
| | B) | 65 |
| | C) | 40 |
| | D) | 15 |
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10 | |
ADA defines a disability as a physical and not mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment. |
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| | A) | True |
| | B) | False |
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11 | |
The Americans with Disabilities Act (ADA) of 1990 protects individuals with physical or mental impairments from unfair discrimination at the workplace for the practice(s) of |
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| | A) | hiring. |
| | B) | firing. |
| | C) | tenure. |
| | D) | all of these. |
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12 | |
All of these are major responsibilities of EEOC except: |
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| | A) | investigation and resolution. |
| | B) | information gathering. |
| | C) | issuance of guidelines. |
| | D) | managing the Office of Federal Contract Compliance Procedures |
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13 | |
Utilization analysis is a comparison of the race, sex, and ethnic composition of an employer's workforce with that of the available labor supply. |
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| | A) | True |
| | B) | False |
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14 | |
__________ exists when individuals in similar situations are treated differently and the different treatment is based on the individual's race, color, religion, sex, national origin, age, or disability status. |
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| | A) | Disparate treatment |
| | B) | Reasonable accommodation discrimination |
| | C) | Disparate impact |
| | D) | Executive Order discrimination |
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15 | |
All of the following are types of discrimination except: |
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| | A) | disparate treatment |
| | B) | disparate impact |
| | C) | reasonable treatment |
| | D) | reasonable accommodation |
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16 | |
Which of these represent a prima facie case for disparate impact? |
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| | A) | Statistical disparity in the effects of a facially neutral employment practice. |
| | B) | Individual has a belief or disability, provided the employer with notice and was adversely affected by a failure to be accommodated. |
| | C) | Individual is a member of a protected group, was qualified for the job, and was turned down for the job, and the job remained open. |
| | D) | None of these. |
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17 | |
The ______ was actual probability distributions to determine adverse impact. |
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| | A) | disparate treatment |
| | B) | the standard deviation rule |
| | C) | the reasonable accommodations rule |
| | D) | the four-fifth's rule |
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18 | |
For there to be discrimination under disparate treatment, there has to be intentional discrimination. Under disparate impact, intent is irrelevant. |
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| | A) | True |
| | B) | False |
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19 | |
Which of these states that a test has disparate impact if the hiring rate for the minority group is less than 80 percent of the hiring rate for the majority group? |
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| | A) | Disparate treatment |
| | B) | The standard deviation rule |
| | C) | The rebuttal rule |
| | D) | the four-fifth's rule |
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20 | |
The number of sexual harassment complaints has declined dramatically over the last decade due to diversity education in schools and the workplace. |
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| | A) | True |
| | B) | False |
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21 | |
The Bundy v. Jackson case is an example of quid pro quo sexual harassment. |
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| | A) | True |
| | B) | False |
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22 | |
Which of these occurs when some kind of benefit or punishment is made contingent upon the employee's submitting or not submitting to sexual advances? |
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| | A) | Hostile working environment harassment |
| | B) | Disparate treatment |
| | C) | Quid pro quo harassment |
| | D) | Reasonable accommodation harassment. |
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23 | |
Which of these is a critical issue in sexual harassment cases? |
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| | A) | The plaintiff cannot have "invited or incited" the advances. |
| | B) | The harassment must have been severe enough to alter the terms, conditions, and privileges of employment. |
| | C) | The courts must determine whether the organization is liable for the actions of its employees. |
| | D) | All of these. |
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24 | |
Which of these acts deal with worker safety in the workplace? |
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| | A) | ADEA |
| | B) | OSHA |
| | C) | EEO |
| | D) | CRA |
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25 | |
The main provision of OSHA is referred to as: |
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| | A) | the compliance officer rule |
| | B) | the technic of operations review. |
| | C) | the general duty clause. |
| | D) | the four-fifth's rule. |
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26 | |
OSHA inspections are conducted by specially trained agents of the Department of Labor called compliance officers. |
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| | A) | True |
| | B) | False |
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27 | |
Safety awareness programs go beyond compliance with TOR and attempt to instill symbolic and substantive changes in the organization's emphasis on safety. |
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| | A) | True |
| | B) | False |
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28 | |
Which of these is an analysis methodology that helps managers determine which specific element of a job led to a past accident? |
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| | A) | The Technic of Operations Review |
| | B) | The General Duty Clause |
| | C) | The Compliance Officer Analysis |
| | D) | Safety Incentive Program |
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29 | |
Many industrial accidents are a product of unsafe working conditions. |
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| | A) | True |
| | B) | False |
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30 | |
Safety incentive programs most often use merchandise rather than cash prizes to gain workers commitment to safety goals. |
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| | A) | True |
| | B) | False |