L o a. b. B d. B e a. b. C. d. 3. a. b. C. d. 4, Major federal equal employment opportunity laws attempt to correct social problems of interest to particular groups of workers called: Significant worker classes Privileged classes Protected classes Equal employment classes The agency established to enforce to Civil Rights Act and to promote equal employment opportunity is the: Occupational Safety and Health Administration (OSHA) Equal employment Opportunity Commission (EEOC) Equal Rights Compliance Agency (ERCA) Justice Department (D) At -Will Employment is a term used in U.S. labor for contractual relationships in which The will of individuals of their rights to self-determination is protected Everyone has an equal contractual chance of being employed by employer and it is the individual's will by contract for this employment The will of the employer to set job requirements by contract. An employee can be dismissed by an employer for any reason (that is, without having to establish \"just cause\" for termination), and without warning. The Age discrimination in Employment Act prohibits specific employers from discriminating against persons who are: d 5 C. d 40 years of age and older Older than 40 years of age 45 years of age and younger 45 years of age and older 16 _ Executive Order 11246 provides equal employment opportunities to: a. Federal employees and individuals employed by government contractors. b. State and local government employees c. All employees of public and private employers d. Union members ___Bona Fide Occupational Qualifications can: a. Be used to Identify adverse impact b. Be based on employer preference c. Permit discrimination by an employer d. Require reasonable accommodation on the part of the employer ___Which of the following is NOT an example of sexual harassment? a. Paying a man more than a woman for doing the same job b. promoting a female employee after she agrees to an after -work date . Permitting the work environment to be hostile, intimidating, or offensive d. Allowing a customer to demand sexual favors from an employee __Title VII provisions for religion: a. Require employers to make reasonable accommodation for religious observance or practice b. Cannot be the basis for a Bona Fide Occupational Qualification . Require employers to grant complete religious freedom in employment in accordance with the First Amendment d. Permit discrimination based on race if religious preference is Bona Fide Occupational Qualification __ Adverse impact means that: a. Men are paid less than women b. Employment decisions reject a higher percentage of protected class members Efforts are made to recruit a larger percentage of minorities d. Bona Fide Occupational Qualification on religion is permitted at the workplace 0 ____According to the Uniform Guidelines, a rule of thumb that identify selection practices that favor or disproportionate number of non- protected class members is the : a. Two-thirds rule b. Acid-test rule c. Ratio rule d. Four-fifths rule 11. 12 13 14. 15. a. b. . d. __ The Four-fifth rule provides: A quantifiable definition of discrimination An earnings test of employment discrimination A goal for Affirmative Action A rule governing the job-relatedness of employment tests. ___ Legally, an affirmative action program is required when: a. b. cl d. A firm has 25 or more employees A firm wants to expand its workforce A firm's union-management contract is being negotiated A firm has a federal contract exceeding $50,000. Reverse discrimination occurs when: Men are favored over women . Whites are favored over blacks Protected classes are favored to the extent that unprotected individuals believe they are suffering discrimination. . Affirmative action goals are set. __Factors to consider when investigating whether sexual harassment is " hostile or offensive include all of the following EXCEPT. a. b. d. Frequency of the misconduct Severity of the misconduct Whether the person charged is a male or female Whether it interferes with the employees work performance. ___ What is the rationale for individuals who have complained of sexual harassment to have cause to charge &/or sue the individual's (the accused) employer? 15. __ What is the rationale for individuals who have complained of sexual harassment to have cause to charge &/or sue the individual's (the accused) employer? a. Because the complainant is free to do what he wants, anyone is free to file a claim. b. Because the company has deeper pockets as oppose to the employee who violated the individual's rights. . The individual is employed as an agent of the company and is a company representative in form, manner, service and behavior. d. Because there are many others who may be effected. Long Answer Questions: 1. What is (define) the concept of Diversity. HOW does this concept ' relate to the policy of Affirmative Action? (6 points) Define the concept of Mutual Adaptation. (5 Points) 3. Define Productivity AND define the concept of Employee Productivity. (7 Points) 4, Explain the Lilly Ledbetter Fair Pay Act of 2009, HOW is the statute of limitation with? (8 Points) 5. Define and explain, and DRAW the DIFFERENCES and SIMILARITIES between Business necessity defense and Bona Fide Occupational Qualifications. (8 Points)