business managment data bank

| August 14, 2017

76. Your text
mentions _________ as one effect of the institution of the Immigration Reform
and Control Act.
the increase in the number of
employed illegal immigrants
the decrease in the number of
employed illegal immigrants
the creation of a market for
fake documents
the decrease in the number of
illegal immigrants entering the country
the increase in the number of
illegal immigrants entering the country

77. The
Immigration Act of 1990:
a) reduced the flow of illegal immigrants into
the United States.
b) required employers to verify that employees
had an I-9 form.
c) eliminated affirmative action plans as a
criterion for hiring foreign nationals.
made it easier for skilled
immigrants to enter the United States.
requires immigrants to have
family members who are U.S. citizens to sponsor their immigration.

78. Antonio is
in charge of employee recruitment and hiring at BlueRidge, Inc. How does the Immigration Reform and Control
Act of 1986 affect his responsibilities?
Antonio must prove that he is
not an illegal immigrant.
Antonio must prove that he has
family members who are U.S. citizens.
Antonio must make sure that
all new employees can document that they are legally permitted to work in the
United States.
Antonio must make sure that
applicants who are immigrants left a country that was assigned a large quota of
immigrants to the United States based on historical trends.
None of the above

79. Since the
passage of the Drug Free Workplace Act of 1988, about ____ of Fortune 200
companies conduct some form of drug testing.
a) 25%
b) 43%
c) 58%
d) 84%

80. The rights
of individuals who must take short leaves from their private-sector employers
to perform military service are protected by:
the Immigration Act.
Title VII of the Civil Rights
Act of 1964.
the Civil Rights Act of 1991.
the Uniformed Service
Employment and Reemployment Act of 1994.
the OFCCP.

81. According to your book, which of the following proactive
strategies should be used to minimize EEO complaints in organizations?
Documenting decisions.
Being honest in employee
Providing training to
Establishing an internal
complaint resolution process.
All of the above

82. The best
way companies can avoid a number of EEO problems is by:
a) providing training.
b) employing effective legal departments.
c) referring all complaints to the EEOC
d) enlarging the HR department by creating an
ombudsman position.
keeping minimal records.

83. The most
common complaint regarding discrimination in employment is that the employer
used non-job-related criteria in the decision. The best management practice for
an employer to use in refuting this type of allegation would be:
a) appropriately documenting the decision.
b) having provided supervisors EEOC-related
c) establishing a complaint resolution process.
d) being honest in hiring.
asking for complete
information in interviews, including non-job related information.

84. To improve employee morale and satisfaction, deal with EEO and
other types of employee complaints, and to minimize the EEOC, OFCCP, and legal
counsel involvement in these matters, what is the first potential strategy that
should be considered?
a) Implementing a process to report and resolve
employee complaints within the organization.
b) Documenting employee appraisals.
c) Being honest in employee appraisals.
d) Performing a utilization analysis in order to
determine whether members of protected classes are adequately represented in
the business.
Beginning a process to
institute an affirmative action strategy which is relevant for the company.

85. A 50-year-old
African-American employee has been “carried” by management for years. His
substandard performance has been largely ignored because of personal concerns
for his family and his supervisor’s inability to confront poor performance. Now
after seven years, the employee is fired as part of a layoff, and files an age-
and race-based discrimination suit. The primary way this problem could have
been avoided would have been for the company and supervisor:
a) to have been trained in EEO matters.
b) to have established a complaint resolution
c) to have shown how affirmative action criteria
were used to determine who was laid off.
d) to have been honest in evaluations.
e) to have argued for reverse discrimination if
they laid someone else off.

86. Marriott
uses a variety of creative ways to handle fair treatment grievances, including:
a) arbitration.
b) management review of all hiring and firing
c) a thorough HR hiring process.
d) a panel of peers.
involving their legal department

87. Like
Marriott, the EEOC also uses alternative dispute resolution systems to help
address the numerous complaints they receive.
To achieve faster resolution of backlogged cases, it:
encourages the company in
question to form a panel of peers in order to discuss the complaint.
relies on mediation in each
EEOC district.
forwards important cases to
the Supreme Court.
requires that federal
businesses institute affirmative action programs.
automatically issues
right-to-sue letters to plaintiffs whose complaints have been pending for over
six months.

88. When
conducting a job interview, an interviewer:
a) may ask questions regarding health to ensure
proper consideration of ADA issues.
b) should only ask questions that are clearly
related to job performance.
c) may ask questions regarding ethnic origin or
race to ensure proper consideration of affirmative action considerations.
d) should investigate any EEO-related issues
he/she might observe in the applicant, i.e., pregnancy, race, age, etc.
e) may ask about
any of the above and might be found liable if he/she does not.

89. You need to
know if an applicant can speak a foreign language, as a job-related skill.
Which of the following is an acceptable way to ask for the information in an
a) What language do you commonly use?
b) Do you read, write, or speak a foreign
c) What is your ethnic background?
d) Where did you learn to speak ____, at home or
in school?
All of the above are

90. A job
requires rotating shift work. Which is an acceptable question for evaluating an
applicant’s ability to perform that shift work?
a) You understand that this job requires a
rotating shift, don’t you?
b) What child/dependent care provisions have you
made in order to be available for this rotating shift?
c) Does your faith keep you from working
d) Do you have dependent responsibilities that
would hinder your working a rotating shift?
Are there any physical
limitations that would make it difficult for you to work a rotating shift?

91. Your
insurance carrier requires a health evaluation of all new hires for insurance
purposes. To assess an applicant’s health state, you could legally ask:
a) Do you have any physical limitations that
would inhibit your performance of this job?
b) Are you willing to take a physical
examination if you were offered this position?
c) How would you describe your general health?
d) When was your last physical examination?
Do you have any pre-existing conditions
for which you are denied health insurance?

92. A position
requires that employees be trustworthy because they handle a great deal of
money. Which of the following is an acceptable interview question for examining
this issue?
a) Have you ever been denied credit?
b) Have you ever been arrested?
c) Do you own your own car or residence?
d) What is your current marital status?
None of the above

93. What is the potential EEO pitfall in
asking an applicant to list all of the hobbies and organizations to which
he/she belongs?
This is too familiar a
question to be appropriate in a job interview.
Information may be given that
indicates the applicant’s race, sex, religion, etc.
If the information falls into
the wrong hands, it can be used for commercial purposes.
Lists are too cumbersome to
require on an application. Rather, a
standard list should be created and applicants allowed to either circle or
check the organizations/hobbies in which they participate.
a and b

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