MANA 3320 Exam #1 Questions and
Answers
Title VII Civil Rights Act of 1964 - ANSWER-prohibits employment discrimination on
the basis of race, color, religion, sex, or national origin.
Disparate Treatment - ANSWER-Differing treatment of individuals based on the race,
color, religion, sex, national origin, age, or disability status. Companies should
evaluate interview questions and decision criteria to make sure they are job related.
Disparate Impact - ANSWER-Condition in which employment practices are
seemingly neutral yet disproportionately exclude a protected group from employment
opportunities. Often is unintended by employer
Uniformed Services Employment and Reemployment Rights Act (USERRA) -
ANSWER-Under this law, employers must reemploy workers who left jobs to fulfill
military duties for up to five years. When service members return from active duty,
the employer must reemploy them in the job they would have held if they had not left
to serve in the military, providing them with the same seniority, status, and pay rate
they would have earned if their employment had not been interrupt
Bona Fide Occupational Qualification (BFOQ) - ANSWER-A necessary (not merely
preferred) qualification for performing a job. Supreme Court has ruled that BFOQs
are limited to policies directly related to worker's ability to do the job.
Four-Fifths Rule - ANSWER-Commonly used test of disparate impact in hiring
practices. If hiring rate for minority group is less than four-fifths the hiring rate for the
majority group, there is evidence of potential discrimination
Equal Employment Opportunity Commission (EEOC) - ANSWER-Responsible for
enforcing most EEO laws
Investigates and resolves discrimination complaints
Monitors organizations' hiring practices
Affirmative Action - ANSWER-An organizations active effort to find opportunities to
hire or promote people in a particular group. Must include three steps: Utilization
Analysis, goals and timetables, and action steps.
Utilization Analysis - ANSWER-A comparison of the race, sex, and ethnic
composition of the employ-er's workforce with that of the available labor supply. The
percentages in the employer's workforce should not be greatly lower than the
percentages in the labor supply.
, Civil Rights Act of 1991 - ANSWER-CRA 1991 amends Title VII of the Civil Rights
Act of 1964, as well as the Civil Rights Act of 1866, the Americans with Disabilities
Act, and the Age Discrimination in Employment Act of 1967. One major change in
EEO law under CRA 1991 has been the addition of compensatory and punitive
damages in cases of discrimination under Title VII and the Americans with
Disabilities Act.
Executive Order 11246 - ANSWER-Prohibits federal contractors and subcontractors
from discriminating based on race, color, religion, sex, or national origin. Employers
whose contracts meet minimum size requirements must engage in affirmative action
Sexual Harassment - ANSWER-refers to work-place conduct of a sexual nature,
including sexual advances, requests for sexual favors, and other contact of a sexual
nature, whether verbal (such as jokes) or physical (such as grabbing or kissing).
Age Discrimination act of 1967 - ANSWER-prohibits discrimination against workers
who are over the age of 40.
Pregnancy Discrimination Act of 1978 - ANSWER-Treats discrimination based on
pregnancy-related conditions as illegal sex discrimination
Americans With Disabilities Act of 1990 - ANSWER-Prohibits discrimination against
individuals with disabilities.
Occupational Safety and Health Administration (OSHA) - ANSWER-Inspects
employers for safety and health standards; levies fines for violations of standards
Three branches of the U.S Government - ANSWER-Legislative Branch: Has enacted
a number of laws governing HR activities; these laws have usually be in response to
perceived societal needs
Executive Branch: Includes regulatory agencies that are responsible for enforcing
the laws passed by Congress
Judicial Branch: Influences employment law by interpreting the law and holding trials
concerning violations of the law
Reinforcing Safe Practices - ANSWER-Implement a safety incentive program
Reward workers for commitment to safety goals; start with smaller goals and expand
to long-term goals
Target jobs or hazards most likely to cause injuries
Job Descriptions - ANSWER-A job description is a list of tasks, duties, and
responsibilities (TDRs) that a particular job entails. Components: Job title,Brief
description of the TDRs, and a List of essential duties with detailed specifications of
tasks involved in carry out each duty.
Job Specifications - ANSWER-A job specification includes the following components:
-Knowledge: factual or procedural information necessary for successfully performing
task
-Skill: individual's level of proficiency at performing particular task
-Ability: general enduring capability an individual possesses.
Answers
Title VII Civil Rights Act of 1964 - ANSWER-prohibits employment discrimination on
the basis of race, color, religion, sex, or national origin.
Disparate Treatment - ANSWER-Differing treatment of individuals based on the race,
color, religion, sex, national origin, age, or disability status. Companies should
evaluate interview questions and decision criteria to make sure they are job related.
Disparate Impact - ANSWER-Condition in which employment practices are
seemingly neutral yet disproportionately exclude a protected group from employment
opportunities. Often is unintended by employer
Uniformed Services Employment and Reemployment Rights Act (USERRA) -
ANSWER-Under this law, employers must reemploy workers who left jobs to fulfill
military duties for up to five years. When service members return from active duty,
the employer must reemploy them in the job they would have held if they had not left
to serve in the military, providing them with the same seniority, status, and pay rate
they would have earned if their employment had not been interrupt
Bona Fide Occupational Qualification (BFOQ) - ANSWER-A necessary (not merely
preferred) qualification for performing a job. Supreme Court has ruled that BFOQs
are limited to policies directly related to worker's ability to do the job.
Four-Fifths Rule - ANSWER-Commonly used test of disparate impact in hiring
practices. If hiring rate for minority group is less than four-fifths the hiring rate for the
majority group, there is evidence of potential discrimination
Equal Employment Opportunity Commission (EEOC) - ANSWER-Responsible for
enforcing most EEO laws
Investigates and resolves discrimination complaints
Monitors organizations' hiring practices
Affirmative Action - ANSWER-An organizations active effort to find opportunities to
hire or promote people in a particular group. Must include three steps: Utilization
Analysis, goals and timetables, and action steps.
Utilization Analysis - ANSWER-A comparison of the race, sex, and ethnic
composition of the employ-er's workforce with that of the available labor supply. The
percentages in the employer's workforce should not be greatly lower than the
percentages in the labor supply.
, Civil Rights Act of 1991 - ANSWER-CRA 1991 amends Title VII of the Civil Rights
Act of 1964, as well as the Civil Rights Act of 1866, the Americans with Disabilities
Act, and the Age Discrimination in Employment Act of 1967. One major change in
EEO law under CRA 1991 has been the addition of compensatory and punitive
damages in cases of discrimination under Title VII and the Americans with
Disabilities Act.
Executive Order 11246 - ANSWER-Prohibits federal contractors and subcontractors
from discriminating based on race, color, religion, sex, or national origin. Employers
whose contracts meet minimum size requirements must engage in affirmative action
Sexual Harassment - ANSWER-refers to work-place conduct of a sexual nature,
including sexual advances, requests for sexual favors, and other contact of a sexual
nature, whether verbal (such as jokes) or physical (such as grabbing or kissing).
Age Discrimination act of 1967 - ANSWER-prohibits discrimination against workers
who are over the age of 40.
Pregnancy Discrimination Act of 1978 - ANSWER-Treats discrimination based on
pregnancy-related conditions as illegal sex discrimination
Americans With Disabilities Act of 1990 - ANSWER-Prohibits discrimination against
individuals with disabilities.
Occupational Safety and Health Administration (OSHA) - ANSWER-Inspects
employers for safety and health standards; levies fines for violations of standards
Three branches of the U.S Government - ANSWER-Legislative Branch: Has enacted
a number of laws governing HR activities; these laws have usually be in response to
perceived societal needs
Executive Branch: Includes regulatory agencies that are responsible for enforcing
the laws passed by Congress
Judicial Branch: Influences employment law by interpreting the law and holding trials
concerning violations of the law
Reinforcing Safe Practices - ANSWER-Implement a safety incentive program
Reward workers for commitment to safety goals; start with smaller goals and expand
to long-term goals
Target jobs or hazards most likely to cause injuries
Job Descriptions - ANSWER-A job description is a list of tasks, duties, and
responsibilities (TDRs) that a particular job entails. Components: Job title,Brief
description of the TDRs, and a List of essential duties with detailed specifications of
tasks involved in carry out each duty.
Job Specifications - ANSWER-A job specification includes the following components:
-Knowledge: factual or procedural information necessary for successfully performing
task
-Skill: individual's level of proficiency at performing particular task
-Ability: general enduring capability an individual possesses.
