SHRM-CP- US EMPLOYMENT LAWS
AND REGULATIONS EXAM
QUESTIONS & VERIFIED CORRECT
ANSWERS
The constitution - Correct Answer ✔✔ defines the powers of the different federal govt
branches
statutes - Correct Answer ✔✔ refer to actions passed by the legislative bodies such as
congress and state legislatures and by local govt units such as cities or countries.
executive orders - Correct Answer ✔✔ a directive by the chief executive of govt unit
( president) telling that governmental unit how it will act or interact with members of its
community.
Agency guidelines - Correct Answer ✔✔ includes agency interpretations, policy
statements, letters and advisory materials to supplement or explain regulations and
statutes
Common law - Correct Answer ✔✔ Based on court decisions and is recognized on the
federal level . ex. employment at will
Rule making process - Correct Answer ✔✔ 1. rule is proposed
2. public comment is invited
3. final rule is issued
Amendment - Correct Answer ✔✔ the modification of the constitution or a law
Bill - Correct Answer ✔✔ a proposal presented to a legislative body for possible
enactment as a statute
veto - Correct Answer ✔✔ action of rejecting a bill or statute
regulations - Correct Answer ✔✔ reflect how laws will be implemented and often have
the force of law. A rule or order issued by an administrative agency.
Employment practices liability insurance (EPLI) - Correct Answer ✔✔ a type of liability
insurance covering an organization against claims by employees, former employees
and employment candidates alleging that their legal rights in the employment
relationship have been violated. the purpose is to protect a business against the risk of
heavy financial losses resulting from employment claims and lawsuits.
, what does EPLI cover - Correct Answer ✔✔ discrimination, breach of contract, and
wrongful discharge suits
protected class - Correct Answer ✔✔ describes people who are covered under a
particular federal, state, or local antidiscrimination law.
disparate treatment discrimination - Correct Answer ✔✔ occurs when an applicant or
employee is treated differently because of his or her membership in a protected class -
national orgin, sex or race
disparate (adverse) impact - Correct Answer ✔✔ results when a neutral policy has a
discriminatory effect. (ex. nonessential education requirements for certain jobs that
impact minority groups who have limited educational opportunities; employment
screening requirements )
Civil rights act of 1964 - Correct Answer ✔✔ the nations first federal law making it
unlawful to discriminate in employment on basis of race color, religion, sex or national
orgin
Title VII of the civil rights act - Correct Answer ✔✔ unlawful to discriminate in
employment on basis of RACE, COLOR, RELIGION, SEX or NATIONAL ORGIN.
Applies to most private employers who have 15 or more employees, educational
institutions, federal, state and local governments, public and private employment
agencies, labor unions with 15 or more members, joint committees for apprencticeships
and training
Title VII exceptions - Correct Answer ✔✔ - disparate impact on a class of people but is
job related
- religion, sex, or national orgin is a BFOQ - Race can never be BFOQ
-bona fide seniority systems
- affirmative action plans
uniform guideline on employee selection procedures - Correct Answer ✔✔ covers all
aspects of the selection process. recommend that employers be able to demonstrate
that selection procedures that have an adverse or disparate impact upon minorities or
women are valid in predicting or measuring performance in a particular job
Under the uniform guidline, when does adverse impact occur - Correct Answer ✔✔
when the selection rate for an employment decision works to the disadvantage of a
protected class. when the selection rate for a protected class is less than 80% of the
rate for the class with the highest selection rate. or 4/5s
bottom line concept - Correct Answer ✔✔ specifies that federal enforcement agencies
will not expect an employer to evvaluate each component of the selection process
individually if the selection process does not have an adverse impact
AND REGULATIONS EXAM
QUESTIONS & VERIFIED CORRECT
ANSWERS
The constitution - Correct Answer ✔✔ defines the powers of the different federal govt
branches
statutes - Correct Answer ✔✔ refer to actions passed by the legislative bodies such as
congress and state legislatures and by local govt units such as cities or countries.
executive orders - Correct Answer ✔✔ a directive by the chief executive of govt unit
( president) telling that governmental unit how it will act or interact with members of its
community.
Agency guidelines - Correct Answer ✔✔ includes agency interpretations, policy
statements, letters and advisory materials to supplement or explain regulations and
statutes
Common law - Correct Answer ✔✔ Based on court decisions and is recognized on the
federal level . ex. employment at will
Rule making process - Correct Answer ✔✔ 1. rule is proposed
2. public comment is invited
3. final rule is issued
Amendment - Correct Answer ✔✔ the modification of the constitution or a law
Bill - Correct Answer ✔✔ a proposal presented to a legislative body for possible
enactment as a statute
veto - Correct Answer ✔✔ action of rejecting a bill or statute
regulations - Correct Answer ✔✔ reflect how laws will be implemented and often have
the force of law. A rule or order issued by an administrative agency.
Employment practices liability insurance (EPLI) - Correct Answer ✔✔ a type of liability
insurance covering an organization against claims by employees, former employees
and employment candidates alleging that their legal rights in the employment
relationship have been violated. the purpose is to protect a business against the risk of
heavy financial losses resulting from employment claims and lawsuits.
, what does EPLI cover - Correct Answer ✔✔ discrimination, breach of contract, and
wrongful discharge suits
protected class - Correct Answer ✔✔ describes people who are covered under a
particular federal, state, or local antidiscrimination law.
disparate treatment discrimination - Correct Answer ✔✔ occurs when an applicant or
employee is treated differently because of his or her membership in a protected class -
national orgin, sex or race
disparate (adverse) impact - Correct Answer ✔✔ results when a neutral policy has a
discriminatory effect. (ex. nonessential education requirements for certain jobs that
impact minority groups who have limited educational opportunities; employment
screening requirements )
Civil rights act of 1964 - Correct Answer ✔✔ the nations first federal law making it
unlawful to discriminate in employment on basis of race color, religion, sex or national
orgin
Title VII of the civil rights act - Correct Answer ✔✔ unlawful to discriminate in
employment on basis of RACE, COLOR, RELIGION, SEX or NATIONAL ORGIN.
Applies to most private employers who have 15 or more employees, educational
institutions, federal, state and local governments, public and private employment
agencies, labor unions with 15 or more members, joint committees for apprencticeships
and training
Title VII exceptions - Correct Answer ✔✔ - disparate impact on a class of people but is
job related
- religion, sex, or national orgin is a BFOQ - Race can never be BFOQ
-bona fide seniority systems
- affirmative action plans
uniform guideline on employee selection procedures - Correct Answer ✔✔ covers all
aspects of the selection process. recommend that employers be able to demonstrate
that selection procedures that have an adverse or disparate impact upon minorities or
women are valid in predicting or measuring performance in a particular job
Under the uniform guidline, when does adverse impact occur - Correct Answer ✔✔
when the selection rate for an employment decision works to the disadvantage of a
protected class. when the selection rate for a protected class is less than 80% of the
rate for the class with the highest selection rate. or 4/5s
bottom line concept - Correct Answer ✔✔ specifies that federal enforcement agencies
will not expect an employer to evvaluate each component of the selection process
individually if the selection process does not have an adverse impact
