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Chap 03

Chap 03

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Published by nc_yildirim
HRM
HRM

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Published by: nc_yildirim on Mar 10, 2011
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Chapter 3Understanding Equal Opportunity and the Legal Environment
OBJECTIVE QUESTIONS
1. The HR department’s legal responsibilities include:a) monitoring the company’s HR decisions.b) rendering legal opinions as to the appropriateness of HR-related decisions.c) undoing any damage created by line-managers poor decisions.d) resolving problems caused by illegal or inappropriate decisions on HR-relatedmatters.e) assisting the legal department in preventing damage to the firm due to poor management decisions.Answer: a M--Recall Page: 862. Typical court awards to victims of age, sex, race, or disability range from _____ depending on size of the employer.a) $300,000 to $500,000b) $350,000 to $400,000c) $500,000 to $600,000d) $50,000 to $300,000e) $2.5 million to $10 millionAnswer: d E--Recall Page: 873. HR legal environments are constantly changing. The court case that set the standardto place the burden of proof in employment discrimination on the company was:a) Wards Cove Packing vs. Antonio.b) Albemarle Paper Company vs. Moody.c) against the University of Massachusetts Medical Center.d) against Johnson Controls.e) Griggs vs. Duke Power.Answer: e C--Integration Page: 884. Understanding the legal landscape and HR law in business is very important.Managers need to be able to:a) comply with most of the laws as they currently exist.b) have a working knowledge of the laws and know how to comply with them.c) hire full-time legal representatives.d) take classes in HR law in order to protect their companies fromlegal action.
e)
all of the above74
 
Chapter 3 – Understanding Equal Opportunity and the Legal Environment
Answer: b M--Integration Page: 8875
 
Part II The Contexts of Human Resource Management
5. Based on Supreme Court rulings, it seems safe to say that employers may:a) make employment decisions solely on affirmative action criteria.b) not make employment decisions solely on affirmative action criteria.c) base employment decisions in part on affirmative action criteria.d) never use affirmative action criteria in layoff situations.e) always use affirmative action criteria in layoff situations.Answer: c M--Integration Page: 896. What are differences that arise between ideal behavior strategy and affirmativeaction strategy in trying to achieve fair employment?
a)
Affirmative action is based on the idea that decisions regarding employmentneed to be based solely on the basis of criteria such as race, religion, nationalorigin, disability, etc. Ideal behavior ignores such criteria.
b)
Ideal behavior strategy is based on the idea that decisions regardingemployment need to be based, at least in part, on the basis of criteria such asrace, religion, national origin, color, etc. Affirmative action is based solelyupon these criteria.c) Affirmative action is illegal in most states, while ideal behavior strategy is legaland encouraged in all large companies.
d)
Affirmative action is based on the idea that decisions regarding employmentneed to be based, at least in part, on the basis of criteria such as, race, religion,national origin, disability, etc., while ideal behavior strategy encourages thesedecisions to made without consideration of these criteria.
e)
Ideal behavior strategy claims that, while it is ideal not to resort to illegaldiscrimination in employment, sometimes this behavior is necessary.Affirmative action is not illegal under any circumstance.Answer: d M--Recall Page: 897. When the Americans with Disabilities Act (ADA) was first put into effect, themajority of claims filed were by:a) job applicants who had suffered discrimination.b) pregnant women who had been dismissed because of their pregnancies.c) attorneys for gay rights groups.d) current employees injured on the job.
e)
Asian-Americans and Hispanic-Americans.Answer: d M--Recall Page: 8976

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