The 14th Amendment to the U.S. Constitution led to the establishment of the EEOC. Title VII of the 1964 Civil Rights Act bars discrimination on the part of most employers, including all public or private employers of 15 or more persons. The EEOC receives and investigates job discrimination complaints from aggrieved individuals.
C) U.S. EEO laws do not apply to jobs located inside the U.S. when the employer is a foreign entity and the employee is a foreign citizen. D) U.S. EEO laws apply to foreign citizens in jobs located outside the U.S. if the employer is a U.S. entity.
E) The employer and EEOC bring a civil suit in a federal district court. Which of the following refers to an informal meeting held early in an EEOC enforcement investigation that attempts to define issues and determine if settlement is possible? In 2006, which of the following became a major focus for the EEOC?
F Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation T/F
View MAN 4361- Chapter 2 Practice Quiz.docx from MAN 4361 at Miami Dade College, Miami. MAN 4361- Chapter 2 Practice Quiz QUESTION 1 A person is more likely to be considered an independent contractor
The common law principle of employment-at-will says that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time, but for only for certain reasons.
Start studying Staffing Test 2. Learn vocabulary, terms, and more with flashcards, games, and other study tools.
According to the overall staffing organizations model, an example of a(n) core staffing activity is _____. 1. HR staffing and planning. 2. Job analysis.
Audits of interviewing techniques and selection tools can help to resolve problems with this type of representation statistic.
13) The Civil Rights Act prohibits discrimination on the basis of age or disability status T/F
The Civil Rights Act of 1964 explicitly permits the use of seniority and merit systems as a basis for applying different terms and conditions to employees.
15) The EEOC's preferred method of settlement for employment discrimination claims is a lawsuit T/F
Employment Act (ADEA), and Americans With Disabilities Act (ADA) depends on . its number of employees T/F. T. When determining if an organization large enough to be covered by ADA law, only full-time employees should be included in the employee count. T/F.
The employer-employee relationship is the most prevalent type of employment relationship t/f
Staffing practices that may seem unfair, outrageous, or of dubious value to the employer, but that do not cause adverse impact, are legal
5) An employer does not incur any legal responsibilities or liabilities regarding its employees T/F
a. The organization is the only active player in the staffing process.
a. Jobs are characterized by their requirements and embedded rewards.
a. the "organization" refers to tasks to be performed, such as those on the job description.
A) The organization is the only active player in the staffing process.
B) Temporary employees are considered to be employees of the organization which is using their services, not the temporary help agency.
A) State (but not local) government employees are immune from lawsuits by employees who allege violation of ADA or ADEA.
The plaintiff asserts that she was the victim of numerous unwanted sexual advances from a male co-worker. The woman claims that Sanders' management condoned a hostile work environment and that the company is liable for the actions of the male employee.
Due to extensive legislative efforts, most of today's sexual harassment victims complain to their managers and sue their employers rather than quitting their jobs, which was a more common response in the past. F. Under the Civil Rights Act of 1991, disparate impact claims require proof of discriminatory intent. F.
A. Temporary employees are considered to be employees of the organization which is using their services, not the temporary help agency.
A. both written and oral contracts are enforceable
A. Never exercise direct control over these people and treat them separate from regular employees.
C. Use of temporary workers can often raise issues of "co-employment."
A. employers cannot discharge employees on the basis of poor performance