1

1. Reducing workplace injury, deterring poor performance, and reducing employers' legal and financial liability are reasons employers ues

A- ineligibility testing

B-eligibility testing

C-nepotism

D-word-of-mouth recruiting

10 points

QUESTION 2

1. A workplace substance abuse program should incorporate:

-a written abuse policy that has been drafted after input from employees.

-an employee education and awareness program.

-a supervisory training program.

-all of the above.

10 points

QUESTION 3

1. To avoid liability for negligent hiring, an employer must

-conduct a reasonable background check that would disclose information sufficient to determine whether the applicant is fit for the job.

-check the applicant's references.

-verify the information provided by the applicant on the application.

-All of the choices are correct.

10 points

QUESTION 4

1. Affirmative action is used:

-when there is a need to address past employment discrimination.

-when employers, private or public, are motivated to achieve racial balance in the workplace.

-when there is a demonstrated under representation or a finding of discrimination.

-All of the above.

10 points

QUESTION 5

1. Reverse discrimination:

-has never been acknowledged by the courts as a valid claim.

-occurs when a lawsuit is brought by a majority member claiming that he/she is a member of a protected class.

-occurs when a lawsuit is brought by a majority member claiming that he/she has been adversely affected by the use of an affirmative action plan.

-None of the above.

10 points

QUESTION 6

1. Title VII's ban on racial discrimination

-applies to black people only

-applies to black and Hispanic people only

-applies to all citizens equally

-applies only to people from another country

10 points

QUESTION 7

1. An employer will be found liable for racial harassment if the employee can show

-that the harassment was unwelcome and based on race

-that the harassment was so severe or pervasive that it altered the conditions of employment and created an abusive environment

-there is a basis for imposing liability on the employer

-All of the choices are correct.

10 points

QUESTION 8

1. EEOC guidelines state that employers can avoid liability for national origin discrimination after implementing an "English-only" rule if the employer can show that it is necessary:

-for communication with customers who only speak English.

-to promote efficiency for cooperative work assignments.

-to promote safety in an emergency.

-All of the choices are correct.

10 points

QUESTION 9

1. The Immigration Reform and Control Act (IRCA) makes it illegal to

-hire authorized aliens or refer authorized aliens for employment.

-discriminate in favor of American citizens if there is an equally qualified authorized alien.

-continue to employ an alien in the U.S. knowing that he/she has become an unauthorized alien.

-to hire an unauthorized alien if the employer is a federal contractor.

10 points

QUESTION 10

1. A claimant must prove discriminatory intent in order to be successful with a claim of national origin discrimination under:

-Title VII.

-IRCA.

-42 U.S.C. sec. 1981.

-FLSA.