Exam 1 - Chapter 3

Question 1

What does EEO stand for?

Answer 1

Equal Employment Opportunity

Question 2

Equal Employment Opportunity

Answer 2

The treatment of individuals
in a fair and nonbiased manner
with respect to all aspects of employment

Question 3

What are the 3 things that came from Government Regulation of EEO?

Answer 3

1. Equal Pay act of 1963
2. Title VII of Civil Rights Act of 1964 (amended in 1972, 1991, and 1994)
3. Age Discrimination in Employment Act of 1967 (amended in 1986 and 1990)

Question 4

Equal Pay act of 1963 =

Answer 4

equal pay for equal work, regardless of sex

Question 5

Title VII of Civil Rights Act of 1964 (amended in 1972, 1991, and 1994)

Answer 5

Prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin

Question 6

Age Discrimination in Employment Act of 1967 (amended in 1986 and 1990)

Answer 6

Prohibits private and public employers from discrimination against people 40 years of age or older in any area of employment because of age

Question 7

(2) Exemptions From Anti-discrimination Regulations

Answer 7

1. Bona Fide Occupational Qualification (BFOQ)

2. Business Necessity

Question 8

Bona Fide Occupational Qualification (BFOQ)

Answer 8

Suitable defense against a discrimination charge only where age, religion, sex, or national origin is an actual qualification for performing the job

Question 9

Business Necessity

Answer 9

Work-related practice that is necessary to the safe and efficient operation of an organization.

Question 10

What is the adverse impact the government regulations has?

Answer 10

Disparate treatment

Question 11

What is Disparate treatment

Answer 11

is a way to prove illegal employment discrimination. An employee who makes a disparate treatment claim alleges that he or she was treated differently than other employees who were similarly situated, and that the difference was based on a protected characteristic.

Question 12

_____ _______ is a way to prove illegal employment discrimination. An employee who makes a disparate treatment claim alleges that he or she was treated differently than other employees who were similarly situated, and that the difference was based on a protected characteristic.

Answer 12

Disparate treatment

Question 13

What is The Four-Fifths Rule

Answer 13

A rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings.

Question 14

What are the 4 things does The Four-Fifths Rule include

Answer 14

1. Numbers hired
2. Selection Ratio
3. Minority Selection Ratio / Majority Selection Ratio
4. Adverse Impact
   compared to Blacks, Hispanics, Whites

Question 15

Reverse Discrimination

Answer 15

The act of giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination.

Question 16

What are another 3 Government Regulation of EEO includes

Answer 16

1. Pregnancy Discrimination Act of 1978
   prohibits employers from discriminating on the basis of pregnancy, childbirth, or related medical conditions
2. Genetic Information Nondiscrimination Act (GINA)
   prohibits employers from making hiring, firing, or promotional decisions based on genetic test results.
3. Americans with Disabilities Act of 1990 (ADA) and ADA Amendment Acts of 2008 (ADAAA)

Question 17

Pregnancy Discrimination Act of 1978

Answer 17

prohibits employers from discriminating on the basis of pregnancy, childbirth, or related medical conditions

Question 18

Genetic Information Nondiscrimination Act (GINA)

Answer 18

prohibits employers from making hiring, firing, or promotional decisions based on genetic test results.

Question 19

Americans with Disabilities Act of 1990 (ADA) and ADA Amendment Acts of 2008 (ADAAA)

Answer 19

prohibits discrimination against persons with disabilities

Question 20

What Is a “Disability”(3) ?

Answer 20

The Americans With Disabilities Act defines a disability as:

• A physical or mental impairment that substantially limits one or more of the major life activities.
• A record of such impairment.
• Being regarded as having such an impairment.

Question 21

Reasonable Accommodation

Answer 21

Attempt by employers to adjust, without undue hardship, the working conditions or schedules
of employees with disabilities or religious preferences

Question 22

Sexual Harassment (under Title VII)

Answer 22

Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment

Question 23

An employer may also be considered guilty of ____ _____

Answer 23

sexual harassment

Question 24

Types of Sexual Harassment

Answer 24

1. Quid Pro Quo

2. Hostile Environment

Question 25

Quid Pro Quo

Answer 25

“Quid pro quo” harassment takes place when a supervisor requires sex, sexual favors, or sexual contact from an employee/job candidate as a condition of their employment.

Question 26

Hostile Environment

Answer 26

“Hostile work environment” sexual harassment occurs when an employee is subject to unwelcome advances, sexual innuendos, or offensive gender-related language that is sufficiently severe or pervasive from the perspective of a reasonable person of the same gender as the offended employee.

Question 27

General Implications

Answer 27

Monitor all personnel decisions
Business necessity
Job-relatedness

(this was after the sexual harassment slides not sure wuts it about)

Question 28

Which one is intentional
A. Adverse impact
B. Disparate Treatment

Answer 28

B

Question 29

Which one has discrimination
A. Adverse Impact
B. Disparate Treatment
C. All of above

Answer 29

C. All of above