9. As discussed in class, affirmative action quotas are permissible only as a la
ID: 386085 • Letter: 9
Question
9. As discussed in class, affirmative action quotas are permissible only as a last resort in remedying long-standing violations.
A.True
B.False
10. As discussed in class, the job analysis serves as the cornerstone of many, if not all, human resource functions.
A.True
B.False
11. Constructive discharge occurs when an employee is given no reasonable alternative but to voluntarily terminate employment.
A.True
B.False
12. Employees who report violations, by their employers, of the terms of a contract with the federal government, can be terminated without liability.
A.True
B.False
13. Ms. Jones accepts employment as a salesperson at Brunsen Industries, even though, during her interview for the job, she learns that the male salespersons have larger offices than she would and are given a company car, while she would not. Ms. Jones quits shortly after beginning work and sues Brunsen claiming that because of the more favorable conditions of employment received by males, but not for females, amount to constructively discharged. Her action against Brunsen will be:
A. Successful, because bigger offices and company cars for males, but not for females, amount of conditions of employment so intolerable that a reasonable employee would fell involuntarily forced to resign.
B. Unsuccessful, because bigger offices and company cars for males, but not for females, do not amount to conditions of employment so intolerable that a reasonable employee would feel involuntarily forced to resign.
C. Successful, because unequal conditions and privileges of employment, constitute, as a matter of law, constructive discharge.
D. Unsuccessful, because bigger offices and company cars for males, but not for females, violates the public policy exception of the at-will rule.
14. Under Executive Order 11246, a federal contractor with 50 or more employees:
A. And a federal contract of $50,000 is exempt from developing a written affirmative action plan.
B. And a federal contract of $50,000 or more must develop a written affirmative action plan.
C. And a federal contract of $15,000 or more must develop a written affirmative action plan.
D. And a federal contract of $5,000 or more must develop a written affirmative action plan.
15. As discussed in class, Liability for racial harassment in the workplace:
A. Does not exist under U.S. law, but liability for different treatment does.
B. Can be placed on the person who actually commits the acts of harassment, as well as on the employer who permits such acts.
C. Can be placed on the person who actually commits the acts of harassment, but not on the employer who permits such acts.
D. Can be placed on either the person who actually commits the acts of harassment, or on the employer who permits such acts, but not both.
16. The threshold element in every sexual harassment case is:
A. That the complained of behavior is involuntary,
B. That the victim has suffered severe psychological injury.
C. That the complained of behavior is unwelcome.
D. That the victim has suffered some physical injury.
Explanation / Answer
9. As discussed in class, affirmative action quotas are permissible only as a last resort in remedying long-standing violations.
A.True
10. As discussed in class, the job analysis serves as the cornerstone of many, if not all, human resource functions.
A.True
11. Constructive discharge occurs when an employee is given no reasonable alternative but to voluntarily terminate employment.
A.True
12. Employees who report violations, by their employers, of the terms of a contract with the federal government, can be terminated without liability.
A.True
13. Answer: C. Successful, because unequal conditions and privileges of employment, constitute, as a matter of law, constructive discharge.
14. Under Executive Order 11246, a federal contractor with 50 or more employees:
B. And a federal contract of $50,000 or more must develop a written affirmative action plan.
15. As discussed in class, Liability for racial harassment in the workplace:
B. Can be placed on the person who actually commits the acts of harassment, as well as on the employer who permits such acts.
16. The threshold element in every sexual harassment case is:
C. That the complained of behavior is unwelcome.
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