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Chapter 4 1. Which of the following statements is TRUE? a. The United States has lagged behind most other developed nations in passing laws ban- ning employment discrimination. b. No major federal employment discrimination laws have been passed since the IRCA in 1986. c. Legislation aimed at reducing discrimination in employment has still not eliminated discriminatory practices. d. Anti-discrimination legislation impacts HR almost exclusively in the areas of hiring and selection. 2. Laws passed long before the Civil Rights Act of 1964 that should have protected workers from employment discrimina- tion include all of the following EXCEPT a. the right to due process. b. freedom of speech. c. the abolition of slavery. d. equal protection under the law. 3. ____ is a broad concept holding that individuals should have equal treatment in all employment-related actions. a. Equal employment opportunity b. Affirmative action c. Diversity management d. Cultural diversity 4. In its broad sense, discrimination means a. ethnocentrism. b. egalitarianism. c. recognizing differences among items or people. d. illegal employment practices. 5. Individuals who fall within a group identified for protection under equal employment laws and regulations, are members of a/an a. oppressed minority. b. protected class. c. employment caste. d. special treatment class. 6. Workers are protected by federal law against employment discrimination based on all the following characteristics EX- CEPT a. age over 40. b. sexual orientation. c. religion. d. pregnancy. 7. A large commercial cleaning service in the Southwest requires all Hispanic applicants for supervisory positions to have a high school diploma from Mexico or from the U.S. or a G.E.D. U.S.-born applicants are not required to have a high school diploma or G.E.D. The purpose of this requirement is to insure that the Hispanic applicants speak English well enough to perform the job. This is an example of a. disparate treatment. b. a bona fide occupational requirement. c. disparate impact. d. a business necessity. 8. Borderline Cafeterias. Inc., has discovered that most of its wait staff is white, while most of its kitchen staff is minority. When interviewed by the local news anchor, the CEO of Borderline Cafeterias says, There has been no conscious or de- liberate practice to staff the cafeterias in a discriminatory manner. It just happened to turn out this way. The CEOs argu- ment is an example of a. disparate treatment. b. blind discrimination. c. disparate impact. d. discriminatory intent. 9. The landmark case that established the importance of disparate impact as a legal foundation of EEO law is a. Adarand Constructors v. Pena.... View Full Document

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