Test Bank For Human Resource Management Leslie Rue 11th Edition
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Test Bank For Human Resource Management Leslie Rue 11th Edition
Chapter 03
Implementing Equal Employment Opportunity
True / False Questions
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1. |
The Equal Employment Opportunity Commission (EEOC) has the power to file a lawsuit against an employer for the violation of any of the laws it administers. |
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2. |
Employers with 10 or more employees must annually file the Employer Information Report, EEO-1. |
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3. |
In an employment discrimination case, the Equal Employment Opportunity Commission (EEOC) will attempt to conciliate an agreement between a charging party and the employer if the EEOC’s investigation finds reasonable cause that discrimination has occurred. |
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4. |
If the Equal Employment Opportunity Commission (EEOC) does not file a lawsuit in a civil rights case, the person bringing the discrimination charge has no recourse and cannot prevail in the dispute. |
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5. |
In the context of the Equal Employment Opportunity Commission (EEOC) determining whether or not discrimination against a protected group exists in an organization, the relevant labor market is taken to be the geographic region from which the organization recruits potential employees. |
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6. |
If the Equal Employment Opportunity Commission (EEOC) decides to file a lawsuit on behalf of a charging party in an employment discrimination case, it issues a right-to-sue letter to the respondent. |
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7. |
Concentration refers to the situation in which the proportion of minorities and women employed by an organization equals the proportion in the organization’s relevant labor market. |
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8. |
Occupational parity refers to the situation in which fewer minorities or females are present in a particular job category than would reasonably be expected when compared to their presence in the relevant labor market. |
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9. |
Employment parity occurs when the proportion of minorities and women employed by an organization is greater than their representation in the relevant labor market. |
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10. |
Affirmative action plans are monitored by the Office of Federal Contract Compliance Programs (OFCCP). |
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11. |
The bona fide occupational qualification (BFOQ) permits employers to use religion, age, sex, or national origin as a factor in their employment practices when it is reasonably necessary to the normal operation of that particular business. |
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12. |
When business necessity is established, an employer can exclude all persons who do not meet specifications regardless of whether the specifications have an adverse impact on a protected group. |
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