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Human Resource Management Practice Test: Workforce Diversity, Equal Employment Opportunity, and Affirmative Action
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Human Resource Management Practice Test: Workforce Diversity, Equal Employment Opportunity, and Affirmative Action
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25 Questions

1. Kelly, an HR manager, has a male employee whose religious practices do not permit him to pay union dues. Which of the following should Kelly most likely ask the employee to do instead of paying union dues?
2. According to Title VII of the Civil Rights Act of 1964, employers may not discriminate based on ________.
3. Under the Illegal Immigration Reform and Immigrant Responsibility Act, anyone unlawfully present in the United States for one year or more is subject to a ________-year bar for admission to the United States.
4. Which law amended the Civil Rights Act of 1964 and provided appropriate remedies for intentional discrimination in the workplace?
5. In which Supreme Court decision was it held that same-sex sexual harassment may be unlawful under Title VII?
6. The burden of proving the necessity for a BFOQ rests entirely on the ________.
7. Under the Illegal Immigration Reform and Immigrant Responsibility Act, anyone unlawfully present in the United States for 180 days, but less than one year will be subject to a ________-year ban for admission to the United States.
8. Adverse impact is determined through application of ________.
9. Under the Rehabilitation Act, if the contract or subcontract exceeds ________, or if the contractor has ________ or more employees, a written affirmative action program must be prepared.
10. In the landmark decision involving ________, the Supreme Court unanimously decided that an employee who was linked to a coworker who made a discrimination charge should also be protected from workplace retaliation.
11. You are a human resource manager with a large manufacturing firm. Yesterday, you heard one of your recruiters ask a female applicant the following question: 'Where does your husband work?' Would this be an employment standard to avoid? If this is an employment standard to avoid, what law or court decision is it based on?
12. Lisa believes she has been discriminated against by her employer and intends to file charges with the EEOC. Lisa must file the discrimination charges within ________ days of the alleged act; however, the time is extended to ________ days if a state or local agency becomes involved in the case.
13. All of the following are provisions of the Immigration Reform and Control Act of 1986 EXCEPT ________.
14. Which Executive Order amended EO 11246 and changed the word creed to religion and added sex discrimination to the other prohibited items?
15. The ________ is a requirement designed to ensure that a soldier who is a returning employee is not penalized for the time spent on active duty.
16. The Rehabilitation Act is administered by the ________.
17. When EEOC regulations conflict with state or local civil rights regulations, which will be followed?
18. According to the Uniform Guidelines, any instrument or procedure used in the selection decision is considered a(n) ________.
19. Prior to the issuance of the Uniform Guidelines, the only way to prove job relatedness was through ________.
20. Affirmative action programs involve hiring women or minorities ________.
21. Which of the following agencies is responsible for enforcing Title VII?
22. During 2010, 400 people were hired for a particular job. Of the total, 300 were white and 100 were black. There were 1,500 applicants for these jobs, of whom 1,000 were white and 500 were black. Compute for adverse impact. Does adverse impact exist?
23. Which executive order (EO) made it the policy of the government to provide equal opportunity in federal government for all qualified persons?
24. As an HR manager, which of the following would most likely help you make legal employment decisions?
25. According to the Uniform Guidelines, test validation is essential only when selection devices produce ________.

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