gomez_tif_03 - Part II The Contexts of Human Resource...

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Part II The Contexts of Human Resource Management Chapter 3 Understanding 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-related matters. e) assisting the legal department in preventing damage to the firm due to poor management decisions. Answer: a M--Recall Page: 85 2. Typical court awards to victims of age, sex, race, or disability range from _____ depending on size of the employer. a) $300,000 to $500,000 b) $350,000 to $400,000 c) $500,000 to $600,000 d) $50,000 to $300,000 e) $2.5 million to $10 million Answer: d E--Recall Page: 85 3. HR legal environments are constantly changing. The court case that set the standard to 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: 86 4. 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 from legal action. e) all of the above Answer: b M--Integration Page: 86 72
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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: 87 6. What are differences that arise between ideal behavior strategy and affirmative action strategy in trying to achieve fair employment? a) Affirmative action is based on the idea that decisions regarding employment need to be based solely on the basis of criteria such as race, religion, national origin, disability, etc. Ideal behavior ignores such criteria. b) Ideal behavior strategy is based on the idea that decisions regarding employment need to be based, at least in part, on the basis of criteria such as race, religion, national origin, color, etc. Affirmative action is based solely upon these criteria. c)
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gomez_tif_03 - Part II The Contexts of Human Resource...

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