Workplace Planning & Employment

NOTE: The answers to these questions are provided at the end of the page.

1. Affirmative Actions Plans are defined as:

1. Part of EEOC requirements
2. Written plans for recruiting and hiring minorities and females
3. Staffing plans for use with government contracts
4. Quota systems

1. An agreement by both parties to an employment contract
2. Protection by collective bargaining
3. Termination provisions for just cause dismissals
4. The ability of either party to terminate the employment relationship at any time

1. Part of an Affirmative Action Plan
2. Produces a job description or a job specification
3. Required by the EEOC
4. Produced by a job description or a job specification

1. Job sharing
2. Self-directed work teams
3. Job rotation
4. Task forces

1. Lack of quality problems
2. Goal fulfillment
3. Participative management
4. Performance appraisal

1. Criterion-related validity
2. Content validity
3. Concurrent validity
4. Construct validity

1. Offenses for which employers may be sanctioned under the Taft-Hartley Act
2. Examples of employment discrimination
3. Violations of the Wage and Hour Division of the Department of Labor
4. Policies required to be included in an employer personnel policy and procedure manual

1. Obligations to perform certain tasks
2. A distinct, identifiable work activity composed of motions
3. A systematic way to gather and analyze information about the content and the human requirements of jobs, and the context in which jobs are performed
4. A larger work segment composed of several tasks that are performed by an individual

1. 360 degree feedback
2. Employee evaluation
3. Human resources management
4. Job design

1. race norming
2. international employees
3. seniority system
4. consent decrees
5. all of the above

1. discrimination generally is considered to occur if the selection rate for a protected group is less than 80% of the group’s representation in the relevant labor market.
2. discrimination generally is considered to occur if the selection rate for a protected group is less than 80% of the selection rate for the majority group.
3. discrimination generally is considered to occur if the selection rate for a protected group is less than 80% of the group’s representation in the relevant labor market or less than 80% of the selection rate for the majority group.

1. correlation coefficient
2. concurrent validity
3. content validity
4. predictive validity

1. age
2. disability
3. gender
4. national origin

1. intentional discrimination
2. disparate treatment
3. disparate impact
4. sexual harassment

1. 50, 50
2. 50, 75
3. 100, 50
4. 100, 75

1. A group of similar positions having common tasks, duties, and responsibilities.
2. A task performed by one person.
3. A distinct, identifiable work activity composed of motions.
4. A person’s title at a company

1. Disparate Impact
2. BFOQ
3. Business Necessity
4. Disparate Treatment

1. 3/4ths rule
2. 5/6ths rule
3. 1/4ths rule
4. 4/5ths rule

1. HR generalist
2. HR manager
3. HR specialist
4. All of the above

1. Third country national
2. Host country national
3. Expatriate
4. None of the above

1. Executive Order 11246
2. Executive Order 11478
3. Civil Right Act of 1991
4. Civil Rights Act of 1964

1. Discrimination or segregation based on race, color, national origin, religion, or gender.
2. Discrimination based on pregnancy, childbirth, or related conditions.
3. Sexual harassment.
4. All of the above.

1. To take an extra week of paid vacation.
2. To take a two-year leave of absence to care for an ill family member.
3. To take up to twelve weeks of unpaid leave during any twelve-month period in order to care for a d. family member, or to care for self due to a serious health condition.
4. To buy additional medical benefits.

1. Work-related requirements and BFOQ’s.
2. Seniority systems.
3. Preferential quota systems
4. All of the above.

1. When protected groups are intentionally treated differently from other employees.
2. Employees who are evaluated by different standards.
3. Favoritism based on a person’s hair color.
4. A and B

1. Belong to a minority group or are in a protected class.
2. Applied for a job for which the employer was seeking applicants.
3. Were rejected, despite being qualified.
4. Were rejected and the employer kept looking for people with their qualifications.
5. All of the above

1. Keep employee medical files separate from employee personal files.
2. Maintain detailed records on their work force (including applicant flow).
3. Adjust staffing policies to fit demographic needs.
4. B and C.

1. When an employer provides a mentoring program for minorities.
2. A program in which employers identify conspicuous imbalances in their workforce, and take positive steps to correct under representation of protected groups.
3. An effort by the employer to donate money to inner-city schools.
4. A program in which the employers provides tuition reimbursements for their minority employees.

1. In order of importance
2. In order of time spent on the task.
3. In alphabetical order
4. In no order at all, the ADA requires no particular order.

1. Forced distribution
2. Paired Comparison
3. Ranking
4. Structuring

1. Two years
2. Three years
3. Four years
4. Five years

1. Prohibits discrimination based on race, color, religion, gender and national origin.
2. Applies only to government agencies
3. Prohibits discrimination based on sexual orientation
4. Prohibits employers from giving temporary preference to any underrepresented protective group

1. NLRB
2. ADA Board
3. EEOC
4. Department of Justice

1. Norris LaGuardia Act
2. Taft Hartley Act
3. Fair Labor Standards Act
4. Wage Discrimination Act

1. U.S. passport
2. Government I.D.
3. Social Security Card
4. U.S. Birth Certificate

1. 15
2. 20
3. 25
4. 30

1. $ 5.15
2. $ 5.25
3. $ 5.50
4. You are free to decide.

1. 18 months
2. 24 months
3. 12 months
4. 16 months

1. The person who prints it.
2. The trainer who wrote it.
3. The trainer and the employer.
4. The employer of the trainer who wrote it.

1. They have a continuous relationship with the employer
2. Working off site
3. Flexibility to set their own work schedules
4. Furnish their own tools and training.

1. Overtime pay
2. Employee status
3. Employee Retirements Plan
4. Record keeping and other administrative concerns

1. Railroad employees only
2. Railroad employees and trucking employees
3. Railroad employees and airline employees
4. Railroad employees and maritime employees

1. Employers refuse to hire employees who are members of a union.
2. Unions require employees to be union members at the time of hiring
3. Employers establish company-sponsored unions
4. Is the most frequent type of union environment in the US

1. That the employer must maintain a safe work environment where no standards have been established.
2. The employer has the right to choose what OSHA regulations to follow as long as they use good judgment.
3. The employer must establish more strict health and safety guidelines than established by OSHA.
4. The employer has the option of following state health and safety regulations or OSHA standards.

1. Date of the injury
2. Employee Name
3. Occupation/ Department
4. Age of the employee

1. 25
2. 10
3. 11
4. 32

1. An employee complaint of extremely long hours at work.
2. An employee that is exposed to loud noises.
3. A situation that causes 7 or more employees to be hospitalized.
4. An employee who complains about not enough lighting at their workstation.

1. Up to $100,000 for each violation.
2. Up to $15,000 for each violation.
3. Up to $70,000 for each violation.
4. Up to $ 60,000 for each violation

1. To check all references
2. Use psychological testing on applicants
3. Require drug testing
4. Use disclaimers

1. Essential functions of the job.
2. Who the position reports to.
3. The person who last held that job.
4. Minimum qualifications for that position.

1. Obtainable goals and objectives
2. Goals established by boss or supervisor
3. Periodic review of objectives
4. Goals are measurable

1. The employee agrees with everything said on the evaluation
2. Specific objectives are set for the next evaluation period
3. A plan is developed on how the employee will meet new objectives
4. A discussion on how follow up will take place

1. System that fires employees on the first offense
2. System that is based on co-workers deciding an employee's punishment
3. Series of disciplinary actions that results in more severe punishment
4. Where alternative dispute resolutions are used

1. Hostile work environment
2. This for that
3. Reasonable person
4. Whistle blowing

1. 100
2. 75
3. 15
4. 50

1. Policy, communications and training, plus investigation and action
2. Investigation, discipline procedures, and written policies
3. Reprimand and dismissal
4. Sympathy for the victim

1. Are responsible to inform the employer of their impairment
2. Must pay for their accommodation up to $500.00
3. Must be able to perform the duties of the job with accommodation
4. Must be able to perform the essential job functions

1. Job identification
2. Job posting
3. Job description
4. Job knowledge test

1. Situational interview
2. Targeted-selection interview
3. Panel interview
4. Nondirective interview

1. Polygraph test
2. Drug test using a blood test
3. Drug test using a urinalysis test
4. Background check with the candidate’s permission

1. to see what can be done about "glass ceiling" concerns
2. to counterbalance what the Congress felt was a too "employer friendly" attitude by the Supreme Court
3. to notify age discrimination complainants that the agency is terminating action on their cases and the complainants are then free to file civil suits
4. protect individuals who share certain characteristics such as race, age, and gender

1. a non-statistical approach using a work sample as a test that identifies the knowledge, skills, and abilities needed for the job being filled by a particular candidate
2. validity showing a relationship between an abstract characteristic and job performance
3. validity measured when test results of applicants are compared with subsequent performance
4. the extension of the validity of tests to different groups, similar jobs, or other organizations

1. having a sexual harassment policy
2. communications and training
3. investigation and action
4. all of the above

1. job
2. task
3. position
4. duty

1. job specification
2. skill inventory
3. job description
4. performance standard

1. work sampling
2. interviewing
3. employee diary/log
4. a and c

1. executive search firms
2. public employment agencies
3. employee referrals
4. career fairs

1. Job Analysis
2. Job Evaluation
3. Job Description
4. Job Specification

1. School Recruiting
2. Media Sources
3. Employment Agencies
4. Promotion

1. Affirmative Action
2. Reverse Discrimination
3. Discrimination
4. Disparate Treatment

1. Strategic analysis.
2. Demand Analysis.
3. Needs Analysis
4. Supply Analysis

1. They bring new ideas into the organization.
2. It rewards good work of current employees and improves morale.
3. It is cost-effective.
4. It can result in succession of promotions.
5. B, C, and D

1. Job rotation
2. Job posting
3. Skill banks
4. Employee referral

1. Structured
2. Patterned
3. Directive
4. Behavioral

1. Behavioral interview
2. Stress interview
3. Non-directive
4. Directive

ANSWERS:

1. B
2. D
3. B
4. A
5. D
6. A
7. B
8. C
9. B
10. E
11. C
12. A
13. B
14. B
15. B
16. A
17. D
18. D
19. C
20. A
21. D
22. D
23. C
24. D
25. D
26. E
27. D
28. B
29. A
30. C
31. A
32. A
33. C
34. C
35. A
36. D
37. C
38. A
39. D
40. A
41. C
42. C
43. B
44. A
45. D
46. C
47. C
48. C
49. A
50. C
51. B
52. A
53. C
54. B
55. C
56. A
57. D
58. C
59. B
60. D
61. D
62. A
63. D
64. B
65. C
66. D
67. D
68. A
69. D
70. B
71. C
72. E
73. A
74. B
75. A

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