Chapter 2

Question 1

Give an example of recruitment that is likely to be considered illegal.

Answer 1

“Young store executives needed” (p. 26)

Question 2

Affirmative action means that an employer takes proactive measures to:

Answer 2

increase the number of women and minorities in the workforce. (p. 26)

Question 3

_____ occurs when individuals with a particular characteristic are treated differently from others.

Answer 3

Disparate treatment (p. 28)

Question 4

_____ occurs when an employment practice has an adverse effect on individuals with a particular characteristic.

Answer 4

Disparate impact (p.28)

Question 5

Give an example of a scenario that is considered illegal according to the Civil Rights Act of 1964.

Answer 5

Segregating employees on the basis of their ethnicity (p. 28)

Question 6

What is distinctive of the Civil Rights Act of 1991?

Answer 6

It strengthens legal protection for employees, provides for jury trials and allows for damages payable. (p. 31)

Question 7

The _____ requires that qualified individuals be given up to 12 weeks of unpaid family
leave and also requires that those taking family leave be allowed to return to jobs.

Answer 7

Family and Medical Leave Act (p. 32)

Question 8

What is distinctive about the Equal Pay Act of 1963?

Answer 8

It requires employers to give similar wage rates for similar work without regard to gender. (p.33)

Question 9

The _____ eliminates the statute of limitations for employees who file pay discrimination claims under the Equal Pay Act.

Answer 9

Lilly Ledbetter Fair Pay Act (p.33)

Question 10

What is nepotism?

Answer 10

It is the practice of allowing relatives to work for the same employer. (p.33)

Question 11

What is an example of quid pro quo type of sexual harassment?

Answer 11

A supervisor giving a pay hike to an employee who performed sexual favors (p.35)

Question 12

What is true of quid pro quo harassment?

Answer 12

A supervisor can be held guilty of quid pro quo harassment if he or she promotes an employee in return of sexual favors. (p. 35)

Question 13

The Americans with Disabilities Act is enforced by the _____.

Answer 13

Equal Employment Opportunity Commission (p.37)

Question 14

What type of employees are not covered under the ADA?

Answer 14

State government employees (p. 37)

Question 15

The _____ requires employers to verify the employment status of all employees, while not discriminating because of national origin or ethnic background.

Answer 15

Immigration Reform and Control Act (p. 42)

Question 16

True/False: Employers cannot discriminate on the basis of sex, religion, or national origin even if the characteristics can be justified as a bona fide occupational qualification.

Answer 16

False (p.29)

Question 17

What is distinctive of the Uniformed Services Employment and Reemployment Rights Act?

Answer 17

Uniformed military personnel are provided up to five years of active duty service leave during which the employer must hold their job. (p. 43)

Question 18

True/False: Executive Orders 11246, 11375, and 11478 require federal contractors to take affirmative action to compensate for historical discrimination against women, minorities, and handicapped individuals.

Answer 18

True (p. 31)

Question 19

The Pregnancy Discrimination Act (PDA) requires that employers treat maternity leave the same as other personal or medical leaves.

Answer 19

True (p. 32)

Question 20

Provisions of the Affordable Care Act (2010) allow for break time and a private place for nursing mothers to express breast milk for one year after the birth of a child.

Answer 20

True (p. 32)

Question 21

A hostile environment harassment is a type of sexual harassment in which employment outcomes are typically linked to the individual granting sexual favors.

Answer 21

False (p.35)

Question 22

The Americans with Disabilities Act (ADA) covers all state government employees.

Answer 22

False (p. 37)

Question 23

The Older Workers Benefit Protection Act ensures that older workers are not compelled or pressured into waiving their rights under the ADEA.

Answer 23

True (p. 40)

Question 24

Short answer: Explain protected characteristics.

Answer 24

age, color, disability, genetic information, marital status, military status or experience, national origin, pregnancy, race, religion, sexual orientation (p.26)

Question 25

Short answer: explain the concept of status-blind employment practices

Answer 25

Status-blind employment practices are decisions that are made without regard to an applicant/employee’s personal characteristics. (p.26)

Question 26

Short answer: Define a bona fide occupational qualification.

Answer 26

A bona fide occupational qualification (BFOQ) is a characteristic that provides a legitimate reason for an employer to exclude persons on otherwise illegal bases of consideration. (p.29)

Question 27

Short answer: what are the organizations that required to comply with the EEOC Act of 1972?

Answer 27

Private employers of 15 or more employees; all educational institutions, public and private, state and local governments, public and private employment agencies; labor unions with 15 or more members; joint labor/ management committees for apprenticeships and training (p. 30-31)

Question 28

Short answer: what are the clauses that permit a difference in pay between men and women in the same job?

Answer 28

Differences in seniority, differences in performance, differences in quality and/or quantity of production/ factors other than sex, such as skill, effort, and working conditions (p.33)

Question 29

Short answer: describe the important elements of an affirmative defense.

Answer 29

Establish a sexual harassment policy; communicate the policy regularly; train employees and managers on avoiding sexual harassment; investigate and take action when complaints are voices (p. 36)